Djøf

Terms of employment

Working in Denmark? We can help you with questions about salary, working hours, sickness and leave, dismissals and resignations, clauses and contracts. As a member of Djøf you can also get personal counselling, contact us for more.

New to the Danish labour market?

Have you just arrived in Denmark? Or perhaps you’re starting out in your first job? If you are new to the Danish labour market, it is a good idea to become acquainted with work life in Denmark, including contracts, salary negotiations, dismissals and resignations, the social ground rules and much more.

Du you need a contract review?

Send us your contract for a professional assessment of the terms prior to negotiation with your future employer. Make sure to provide your phone number, so we can contact you if you would like the feedback by phone. And please indicate if there are any items in the contract we should be particularly aware of.

Send us an e-mail (Djøf members only)

Salary

In Denmark, you generally negotiate your own salary if you are employed in the private sector. However, part of the private sector is regulated by private-sector collective agreements concerning salary levels and terms of employment.  As a private-sector employee, your salary will be a gross salary including pension.

Salaries in the public sector are regulated by collective agreements, with Djøf members generally covered by the AC collective agreement (negotiated by Akademikerne – Danish Confederation of Professional Organisations). The salary is a net salary to which is added approx. 17.1-18.3% in pension.

You will typically negotiate your salary once a year. Use our salary calculator to get an idea of your market value in Denmark

Salary benchmarking

As a member of Djøf, you have access to statistics and calculations for the average salaries of our members. This gives you a benchmark for the average salary in a specific position based on your information regarding education, seniority, job title, industry and geography. Djøf’s salary calculator is based on annual reports by members working in the private-sector and salary statistics from the public sector.

The salary calculator’s results for the private sector are an indication of gross salary including pension, while the salary calculator’s results for the public sector show the net salary to which pension is added in accordance with the applicable collective agreement.

Please note that the salary calculator also shows other terms of employment which typically apply to a specific position, such as performance-based salary and restrictive covenants. It also provides an overview of the employee benefits typically associated with the position.

Djøf members are welcome to contact us to talk about your salary negotiation options. See contact options below.

Bonus

If you have an agreement on bonus, section 17a of the Danish Salaried Employees Act guarantees that upon your resignation, you are entitled to a proportional share of the payment you would have received if you had continued to work for that employer until the time of disbursement. Thus, you retain your entitlement to an already earned bonus should you leave the employer.

Pension

Your employer is not obliged to make pension payments unless previously agreed. If you are offered a pension scheme, your employer generally pays at least two-thirds of the agreed percentage rate of your salary, while you pay one-third.

Djøf recommends paying 16-18% of your salary to a pension scheme.

Salaried employee status

The vast majority of Djøf members hold salaried employee positions. In Denmark, a salaried employee primarily works in the business and office sector, in a warehouse position, or provides technical or clinical assistance services. An employee must have been employed on average for more than 8 hours a week to be covered by the Salaried Employee Act.

With salaried employee status, an employee acquires certain entitlements in relation to his or her employer, such as a fixed notice period in connection with resignation, a reasoned explanation for dismissal and salary during sickness.

It is not possible to agree to deviate from the Salaried Employees Act or to deny an employee their rights as a salaried employee.

Working hours

The standard work week in Denmark is 37 hours. However, many of our members generally work longer than that, and the actual work week for Djøf members is 42 hours a week. If it is important to you that you work no more than 37 hours a week, this must be clearly stated in your contract.

Your working hours may not exceed 48 hours on average per week over a four-month period. You are entitled to 11 hours of rest within a 24-hour period, and you are entitled to one full day (24 hours) off a week.

If you are to be paid overtime or have the option of taking time off in lieu, it must be stated in your contract.

Student jobs

If you are employed for more than 8 hours a week in your student job and you are a salaried employee, you have certain special rights. For example, a period of notice depending on your seniority, a right to a reasoned explanation for your dismissal and salary during sickness.

Holiday

You are entitled to five weeks of holiday a year. Most Djøf members have an agreement for one extra week of holiday, and thus have six weeks of holiday a year. 

Holiday with pay is earned in the calendar year preceding the holiday year. Thus, if you have been employed by the same employer from 1 January to 31 December, you are entitled to five weeks of holiday from that employer in the holiday year spanning from 1 May to 30 April of the following year. You earn 2.08 holiday days per month of employment.

In addition to the five weeks of holiday, you also earn a holiday bonus of 1%.

Sickness

As a salaried employee, you are entitled to time off for sickness with full pay. This applies regardless of how long you have been employed or how long you are sick.

You are not entitled to time off with pay to care for a sick child unless this is stated in your contract or in the employee handbook. There must be an agreement with your employer before you are entitled to time off.

Parental leave

You are covered by the regulations set out in the Danish Salaried Employees Act and the Act on Entitlement to Leave and Benefits in the Event of Childbirth unless otherwise agreed with your employer.

As a mother, you are entitled to four weeks leave prior to the expected date of childbirth and 14 weeks leave after the birth of your child. During this leave of absence, you are entitled to 50% of your salary.

As a father, you are entitled to two weeks leave in connection with the birth of your child. During this leave of absence, you are entitled to parental leave benefits.

Both parents are entitled to an additional 32 weeks of leave from the 15th week after childbirth. However, there is only one pool of parental leave benefits for 32 weeks which you, as the parents, must share between you. 

Most members of Djøf now have an agreement that includes better benefits in connection with childbirth. Typically, both parents are given full pay over a set period of time. You can read more about your rights to parental leave here

Dismissals and resignations

If you are given notice, as a salaried employee, you are entitled to a reasoned explanation for your dismissal from your employer. If the dismissal is unfair, you have the option to make a claim for compensation. However, you must have been employed for at least one year at the time of dismissal before it is possible to claim compensation.

Whether your dismissal is deemed unfair depends on a specific assessment. Djøf can help you with this assessment.

According to the Salaried Employees Act, an employee must give one month’s notice of resignation at the end of a month.

The employer’s term of notice varies depending on how long you have been employed according to the following model, as stated in the Salaried Employees Act:

  • Before the end of 5 months’ employment, the employee must be given 1 month’s notice.
  • Before the end of 2 years and 9 months’ employment, the employee must be given 3 months’ notice.
  • Before the end of 5 years and 8 months’ employment, the employee must be given 4 months’ notice.
  • Before the end of 8 years and 7 months’ employment, the employee must be given 5 months’ notice.
  • After this time, the employee must be given 6 months’ notice.

When you are appointed to a position, a probationary period is generally agreed upon (section 2(5) of the Salaried Employees Act). Your employer may give you 14 days’ notice of dismissal during the first 3 months of your employment. A probationary period clause is currently included in the majority of our members’ contracts.

If you become sick over an extended period of time, you need to be aware of section 5(2) of the Salaried Employees Act:

If you have been sick for 120 days within the past 12 months, it may have been agreed that you can be dismissed with 1 month’s notice. However, for this to apply, you must be sick at the time of the dismissal and the dismissal must take place immediately following the end of the 120 days of sickness.

Customer and non-competition clauses

A competition clause is an agreement between you and your employer that you may not seek employment or hold interests in a competing enterprise after your resignation.

A customer clause is an agreement between you and your employer that you may not have a business connection with your employer’s customers and/or other business connections after your resignation.

A clause therefore limits your mobility in the labour market. Before a clause is valid, it must meet certain legal conditions regarding maximum duration, financial compensation etc.

We encourage you to contact Djøf before accepting any clause of this nature.

Benefit from your Djøf membership

Career counselling

Djøf offers free career counselling and you can find advice on job search, applications, CV and the annual performance and development review.

Mentorship programme

Gain from another Djøf member’s knowledge and experience and from the shortcuts and detours a mentor has taken during the course of their career.

For students

We offer advice on jobsearch, LinkedIn, salary and contracts. Student members have acces to affordable insurance, favourable bank agreements and free study courses.