Back
Article

The Danish Holiday Act Committee has completed its work on the new Danish Holiday Act

The Danish Holiday Act Committee has now presented their proposal for a new Danish Holiday Act to the Minister for Employment.

The Danish Holiday Act Committee was appointed in 2015, among other things based on the assessment of the EU Commission that the Danish Holiday Act’s rules on staggered holidays conflicted with EU law.

Therefore, the Danish Holiday Act Committee is contemplating that newly employed should have the right to paid holiday, already during their first year in the labour market. Thus, the stage is set for the fact that the accrual year and the holiday year become coincident, so that salaried employees accrue and take their holidays at the same time.

Today, holidays are accrued during a calendar year and taken from 1 May the next year, which for newly employed implies that they – if they do not carry holidays from a previous employment – may risk waiting up to 16 months, before they have the right to take their paid holidays.

Salaried employees will still be entitled to the same number of holidays as they are today. In return, the periods will change, so that holidays can be accrued from 1 September to 31 August and can be taken the same year from 1 September to 31 December the next year. The extension of four months in the holiday period allows for increased flexibility in connection with taking holidays.

Out of consideration for the collective agreements, it is expected that the new Holiday Act will enter into force on 1 September 2020, so that there will be enough time to negotiate the required adjustments of the collective agreements, and an interim arrangement is expected to be implemented in the period up until then.

The bill is now to be negotiated in the Danish Parliament, and Minister for Employment, Troels Lund Poulsen, has announced that he hopes that the preparations for the Act can be completed by the end of the year.

Therefore, you do not need to make any changes in relation to your holiday policies at this point in time. We will keep you informed.

Other news

Kilde: Ellint

Anti-discrimination provisions in labour law

Discrimination in the workplace is a very broad and complex issue, both because it can be based on various factors (e.g. health, gender, sexual orientation, age, religion, race, etc.), and because it can occur at all stages of the employment relationship, from the recruitment phase to possible termination.
Read more
Kilde: Ellint

Protective regulations for pregnant women and mothers in labor law: Germany and France

Ensuring the safety and well-being of pregnant women and mothers is an important aspect of labor law in many countries. These protective regulations not only safeguard the health of mother and child, but also provide the necessary job security and financial support during this difficult period. However, the details of this protection can vary greatly depending on the legal framework and cultural context of each country.
Read more
Kilde: Ellint

Non-compete clauses: A comparison between French and Danish legislation

A non-competition clause is an agreement between an employee and the employer prohibiting the employee from being employed or otherwise carry out competing business during a fixed period after the employment has come to an end. In this article which you can download, our experts from Denmark and France answer 5 key questions on to the application of the legislation in relation to non-compete clauses in their respective countries.
Read more

Thanks to the following contributors to the website: Steen Evald (photograph), Stine Heilmann (photograph), Count Pictures (video), Kunde & Co. A/S (design), WeCode A/S (coding)