Denmark Leave Laws and Holidays

Employees are entitled to sick leave if they are unable to work due to illness. There is no statutory limit on the number of days an employee can take as sick leave, as long as the illness is certified by a doctor.

Employees are required to notify their employer as soon as possible on the first day of incapacity to work due to illness.

Sick leave does not typically require prior approval from the employer, but a medical certificate may be required, especially for prolonged absences.

Since sick leave is based on actual illness, there is no additional quota to be granted beyond what is medically necessary.

Sick leave does not accrue but is granted as needed based on health condition and medical certification.

Sick leave does not carry over as it is granted based on immediate health needs each time.

Unused sick leave does not get paid out upon termination since it does not accrue and is only available as needed.

There is no payout for unused sick leave at the end of the year.

Employers may require a doctor's note or other medical certification to substantiate the sick leave, particularly for absences longer than a few days.

Employees are entitled to a minimum of 25 days of paid annual leave per year. Leave accrues at a rate of 2.08 days per month of employment.

The notice period for taking annual leave can vary by employer, but employees are generally expected to coordinate with their employer and provide reasonable notice to schedule their leave.

Taking annual leave requires approval from the employer. Employees typically need to request leave and have it approved, considering business needs.

Additional leave beyond the statutory 25 days can be negotiated with the employer, often as part of the employment contract or through collective bargaining agreements.

Annual leave accrues at a rate of 2.08 days per month that an employee works full-time, accumulating to 25 days per year.

Employees can carry over unused annual leave to the next year, but specifics may depend on employer policies or collective agreements.

Upon termination of employment, any accrued but unused annual leave must be paid out to the employee.

End of year payout for unused annual leave is not standard and depends on specific employment contracts or employer policies.

Employees continue to accrue annual leave entitlements during periods of maternity leave and other statutory leaves.

Study leave entitlements are not universally defined by law and typically depend on the terms of employment contracts or collective bargaining agreements. Some employers may offer paid or unpaid leave for educational purposes.

Employees must provide reasonable notice when requesting study leave. The specific duration of notice may depend on employer policies and the nature of the study program.

Study leave generally requires prior approval from the employer. The approval may depend on the relevance of the study to the job and the operational requirements of the employer.

Additional study leave beyond any standard provision can often be negotiated with the employer, depending on the relevance of the study to the employee's job and career development.

Study leave does not usually accrue like annual leave but may be granted on a case-by-case basis or as part of specific educational policies.

Carry over rules for study leave are not typically applicable since this type of leave does not accrue annually but is arranged per study requirement.

There is no payout for unused study leave upon termination as it does not accrue.

Study leave does not involve end of year payouts as it does not accrue annually.

Employers may require proof of enrollment or acceptance into an educational program to grant study leave, particularly if the leave is paid.

Both parents can take up to 32 weeks of parental leave which can be extended up to 46 weeks under certain conditions.

Parents must notify their employer at least 8 weeks in advance of taking parental leave.

While parental leave is a right, the scheduling and any extension beyond the standard 32 weeks may require employer approval.

Parental leave can be extended from 32 weeks to up to 46 weeks with employer agreement.

Parental leave entitlement does not accrue but is available per child.

Parental leave must be used within the stipulated period related to the child's birth or adoption.

There is no payout for unused parental leave upon termination.

Unused parental leave is not paid out at the end of the year.

Parental leave can be taken in a flexible manner, with possibilities for part-time leave or split periods, subject to employer agreement.

Fathers are entitled to 2 weeks of leave within the first 14 weeks after the birth of their child.

Fathers must inform their employer at least 4 weeks in advance of their intention to take paternity leave.

Paternity leave is a statutory right and does not require explicit employer approval.

The standard quota is generally fixed, and extensions are not common.

Paternity leave is granted per childbirth and does not accrue over time.

Paternity leave cannot be carried over and must be used within the specified time frame after childbirth.

Unused paternity leave is not paid out upon termination as it is intended for use specifically around the time of childbirth.

There is no end-of-year payout for unused paternity leave.

Employees taking paternity leave are protected from dismissal due to their absence during this period.

Pregnant employees are entitled to 4 weeks of leave before the expected date of birth and 14 weeks after birth.

The employee must inform their employer at least 3 months before the expected date of birth.

Maternity leave is a statutory right and does not require explicit employer approval.

Additional leave may be granted in special circumstances such as health issues related to pregnancy or childbirth.

Maternity leave entitlement does not accrue over time but is granted per pregnancy.

Maternity leave cannot be carried over as it is specific to each pregnancy.

There is no payout for unused maternity leave upon termination as it must be used in relation to the pregnancy and childbirth it pertains to.

Maternity leave does not have a year-end payout as it must be used during the pregnancy period.

Employees are entitled to maintain health insurance benefits during maternity leave.