Denmark does not have a mandatory minimum wage. The most common minimum wage is around 110DKK per hour.  

The payroll cycle is monthly and wages must be paid by the end of the month.

There are no provisions in the law regarding 13th salaries.

Full-time employment is 37 hours weekly. A workweek should not exceed 48 hours, including overtime. 

Denmark does not have a mandatory or general overtime regulation. Rules for overtime should be stated in the collective bargaining agreement. The typical overtime pay rate is 150% of the regular pay for the first three hours, and 200% for subsequent hours, holiday, or Sunday work.  

Your employer calculates your holiday allowance. In general, you accrue 12.5% of your salary in holiday allowance. This complies with 2.08 days of holiday for every month that you are employed. 

Due to the new Danish Holiday Act that will be implemented from September 1, 2020, the government is implementing a transitional period (September 1, 2019 – August 31, 2020). This period employees will earn holiday in the normal manner but will not be able to utilize their entitlement.

Instead, the holiday pay will be frozen, stored in a government fund, and paid out to employees when they retire or leave the Danish labor market. 

Frozen holiday pay must be transferred to the Employees’ Fund for Outstanding Holiday Funds by 31 December 2020. Employers may choose to transfer administration to the Holiday Fund itself or self-administer the money within the fund. 

There are 10 public holidays.

Salaried employees receive payment during sickness from employers for the first 30 days. After this period, social benefits pay employees for up to 22 weeks.  

Non-salaried employees are not guaranteed paid sick leave. Any sick benefits should be stated in the employment contract.   

Expecting mothers are entitled to leave of 4 weeks before birth, and 14 weeks after. Salaried employees receive 50% of their wages for this time. Employees who are covered by agreement may be entitled to full pay. 

New fathers are entitled to 2 weeks’ leave which must be taken during the first 14 weeks following birth.  

Following the initial 14 weeks of maternity leave, each parent has the right to take up to 32 weeks of leave. This time can be extended by either 8 or 14 weeks, however, this will decrease the amount of parental allowance received monthly. One of the parents may choose to defer between 8 to 13 weeks of leave which can be kept for a continuous period before the child is one year old.

Work related injury leave: Employers are covered for work accidents from contributions made to social security (ATP). Also, most employers have additional private workers compensation insurance. Work accidents should be reported no later than nine days after the first day of absence. See sick leave for time off and compensation.

In order to terminate an employee, sufficient reasoning must be provided. A written notice is not required but is recommended to avoid any disagreements.

Under the labor law in Denmark, salaried employees are entitled to a notice period of 1-6 months, depending on the length of employment. 

There is no general statutory regulation on severance pay, but salaried employees who have been in continuous employment for between 12 to 17 years are entitled to a severance payment of between 1 to 3 months’ salary. Some collective bargaining agreements also include rules on severance pay that depend on seniority. 

25% standard rate.