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In this part 3 of the FAQ we will cover topics relating to
termination of the employment, including the termination process,
the notice of termination, statutory severance pay, release from
the duty to work, and unfair and discriminatory dismissals.
What is the formal process for terminating the employment?
Generally, private employers are under no obligation to comply
with a specific formal termination process under Danish law.
Certain formal requirements may, however, be stipulated by
applicable collective bargaining agreements.
Typically, the termination process will (at least) include the
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While part 1 of the FAQ covered the legal framework for Danish
employment law, employee categories and employment contracts, this
part 2 of the FAQ will deal with topics relating to absence from
work. More specifically, it will cover 1. holiday, 2. sickness
absence and 3. pay and maternity, paternity and parental leave.
1. Holiday
How does the Danish holiday system work?
Under the Danish Holiday Act, employees are entitled to five
weeks of holiday (paid or unpaid) each holiday year in addition to
public holidays. The Danish Holiday Act underwent material
Introduction
In this FAQ we provide a simple and easily accessible guide to
the most relevant topics in Danish employment law by asking key
questions and providing the answers.
This part 1 of the FAQ covers topics such as the legal framework
for Danish employment law, employee categories and employment
contracts.
Part 2 of the FAQ dives into various topics relating to absence
from work such as sickness and pay, maternity and paternity leave
and holiday. Subsequently, the FAQ also asks the key questions
relating to termination of employment.
Which rules govern the employment relationship?
The employment relationship is governed by legislation,