Denmark,
made easy.

If your organization is contemplating a move to Denmark, we recommend enlisting professional help. The country is well-equipped for foreign business, however, you will need to understand the business and employment laws which apply there, and are determined by both national and EU-level policy.

It is not mandatory in Denmark to provide a formal employment contract, but writing a detailed employment contract is highly recommended. The contracts should be written in Danish, use the Danish Kroner, and include details such as maternity leave, vacation allowance, salary/wage, and expected working hours.

Many workers in Demark are part of collective bargaining agreements, so it is possible your business will need to negotiate with trade unions or an employee representative when writing an employment contract, or you will need to adhere to pre-negotiated industry norms.

Demark is an efficiently-run welfare state. Therefore there are multiple types of leave that employers will need to offer like sick leave, maternity/pregnancy leave, and paternity leave.

In Denmark, employees get paid 100% of their salary for a minimum of 30 days of sick leave. After 30 days the employer is no longer liable to pay the salary, and social security benefits will take over paying the employee. Social benefits will last for up to 22 weeks in Denmark. After 120 days of illness the employer is entitled to terminate the contract with the employee.

Maternity/pregnancy leave in Denmark is 14 weeks (4 before birth). 50% of the salary is paid by the employer for up to 5 months, and the employer can be reimbursed by the Danish maternity fund.

Paid paternity leave (second parent) in Denmark is 2 weeks within the 14 weeks after the child is born. The employee is paid by the maternity leave fund from the Danish government. Also, there is paid paternal leave that is 32 weeks that can be used until the child is 9 years old. This is also paid for by the Danish government maternity fund