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Updated July 22, 2026
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Worried you’ll lose pay, book dates that get refused, or be unsure how many days you actually have? This guide explains exactly how annual leave is earned, when you can use it, how pay works, and what happens to unused days – written for expats dealing with Danish rules in clear steps.
- Accrual: 2.08 days per qualifying month = 25 days for a full qualifying year (1 Sep-31 Aug).
- Qualifying year: 1 September-31 August – work in these months generates entitlement to use in the holiday year (usually the next 1 Sep-31 Aug), unless your workplace follows concurrent rules.
- Main holiday: culturally May 1-September 30; employers normally expect you to take at least three consecutive weeks in summer.
- Holiday pay vs allowance: salaried staff usually get regular pay while on leave; many hourly or variable-hour workers get a holiday allowance (commonly around 12.5%).
- When you leave: unused accrued leave is usually paid out by your employer.
Historical Context of Annual Leave in Denmark
The Early 20th Century
Denmark’s move to guaranteed annual leave grew from union campaigns and the labour movement. Early reforms focused on reducing working hours and creating predictable rest periods; legally backed annual leave became part of a broader welfare and labour-rights picture.
The Establishment of the Holiday Act
The Holiday Act (Ferieloven) set the baseline legal rights for leave and has been updated several times. A significant recent change introduced options for concurrent holidays for some employees, which affects when you may take leave relative to when you earn it.
The Evolution Towards Modern Times
Today Ferieloven sits alongside collective agreements and individual contracts. Many workplaces provide top-ups, extra days or different notice rules via collective bargaining. For most expats the pressing questions are straightforward: how many days do you have, when can you take them, and how are they paid? The sections below give the practical answers you need.
The Danish Holiday Act
Overview of the Act
The Holiday Act (Ferieloven) defines minimum rules for accrual, notice, use and payment of annual leave. It applies to the majority of employees working in Denmark. Collective agreements (overenskomster) and employment contracts can offer better terms but not less than the law requires.
Key Provisions of the Ferieloven
- Qualifying and holiday years: You usually earn leave in the qualifying year (1 Sep-31 Aug) and use it in the holiday year that follows, unless your workplace applies concurrent-holiday arrangements.
- Accrual rate: 2.08 days per qualifying month (≈25 days for 12 months).
- Main holiday: Employers should normally allow three consecutive weeks during May 1-September 30; exact practice varies by sector.
- Notice: Common practice is three months’ notice for main-holiday bookings and one month for other leave, but your contract or workplace rules may specify different periods.
- Payment: Whether you receive salary during leave or a holiday allowance depends on your pay type and the employer’s holiday scheme.
Official sources: Retsinformation and borger.dk provide the legal text and user-facing guidance.
Accrual of Annual Leave
You need to understand accrual to plan holidays, school holidays and notice periods. The rules are simple once you know the qualifying year and how to convert days to hours.
The Qualifying Year
The qualifying year (1 September-31 August) is when you earn leave. Standard schemes let you use those days in the following holiday year (the next 1 September-31 August), unless your employer follows a concurrent model where you can use accrued leave sooner.
Rate of Accrual
You earn 2.08 days for each month you are employed in the qualifying year. Examples:
- Work all 12 months: 12 × 2.08 = ≈25 days.
- Work 6 months: 6 × 2.08 = ≈12.5 days.
Accrual for Different Employment Types
The 2.08 days/month rule applies to full-time and part-time workers. What changes is how a ‘day’ is measured: for a part-time worker a day equals your typical work day (so a four-hour working day uses four hours of leave).
Starting or Ending Employment Mid-Year
If you start or finish a job during the qualifying year you only accrue for the months you actually worked. Employers should show accrued leave on pay slips and pay out unused days when you leave.
- Confirm the months you were employed within 1 Sep-31 Aug.
- Multiply qualifying months by 2.08 to get days earned.
- Convert leave days into hours using your normal work-day length (e.g. 8 hours = 1 leave day).
- Check payslips or ask HR to confirm the exact balance and any employer-specific rules.
Usage of Annual Leave
Standard Procedure for Requesting Leave
Most workplaces use an HR portal, rostering tool or email system. If your employer has no formal process, follow this practical approach to avoid disputes.
- Check your current leave balance on your latest payslip or with payroll.
- Propose exact dates and the number of days/hours, plus who will cover your duties.
- Give the workplace-recommended notice: generally three months for main-holiday, one month otherwise – follow your contract if it differs.
- Get approval in writing (email or HR system confirmation).
“Main Holiday” Period
The main-holiday season (May 1-September 30) is culturally the summer holiday. Employers should normally allow three consecutive weeks in this period. Expect your employer to request earlier notice and be prepared to provide reasons if you want different dates.
Using Leave Outside the Main Holiday Period
Outside summer there’s typically more flexibility: short trips, half-days and staggered time off are common. Part-time staff usually agree leave in hours rather than full days – record the agreement in writing.
Unused Leave
If you don’t use all your leave during the holiday year you normally have these options:
- Carry-over days by mutual agreement with your employer (many workplaces allow this, sometimes with limits).
- Receive a payout for unused days if the scheme or your contract allows.
Check collective agreements for precise carry-over rules; some schemes automatically transfer days to a holiday account.
Restrictions or Limitations
Employers can refuse or propose changes for operational reasons but must act reasonably and use proper notice. Critical business periods may be protected in workplace rules – read your contract or ask HR.
Common traps: assuming all public holidays count as leave (they don’t), not getting written approval, and missing carry-over deadlines. Keep written records of all agreements.
Special Leave Conditions
Maternity/Paternity Leave
Denmark offers generous family-leave entitlements under national rules; employers and collective agreements may add pay top-ups. For planning school-age family logistics see primary school logistics.
Sick Leave
If you fall ill you must notify your employer promptly (often on day one). If you become sick during booked annual leave you can normally request conversion of those days to sick leave with prompt notice and any required medical certificate; this restores your annual leave days. For more detail on notification and certificate rules see sickness rules in Denmark.
Compassionate and Emergency Leave
Bereavement and emergency leave are often covered by company policy or collective agreements. Most employers are flexible – document the reason and expected return date in writing.
Study Leave
Study leave depends on employer goodwill and contractual terms. If training directly benefits your role some employers offer paid leave or partial funding; if not, expect unpaid leave or negotiated arrangements.
Unpaid Leave
Longer unpaid leave must be written into an agreement. Clarify impacts on seniority, pension contributions and whether leave accrual continues – often accrual pauses during unpaid periods unless otherwise agreed.
Annual Leave for Part-Time Workers
Equal Proportional Accrual
Part-time workers accrue 2.08 days per qualifying month, with each leave day equalling a normal working day for that person (so fewer hours per day if you work shorter days).
Utilization of Leave Days
Your employer should convert leave days into the correct number of hours on payslips. Keep your own record and confirm conversions before taking leave.
Flexibility in Leave Consumption
Part-time schedules make hourly or half-day leave common. Agree the unit (hours vs days) and record it.
Special Leave Conditions
Part-time employees have the same statutory lengths for maternity, sick and family leave; payments are calculated from average earnings.
Unpaid Leave
The same negotiation and documentation rules apply as for full-time staff. Check effects on accrual, pension and other benefits.
Financial Aspects of Annual Leave
Holiday Pay
Salaried employees generally receive their regular salary while on approved annual leave. Whether the salary is advanced or paid in the regular payroll cycle depends on employer practice.
Holiday Allowance for Hourly Workers
Variable-hour workers often receive a holiday allowance instead of regular pay during leave. This is normally a percentage of qualifying-year earnings and may be paid into a holiday account or as a lump sum.
| Holiday pay | Holiday allowance |
|---|---|
| Usually your normal salary while on leave. | A percentage of earnings for variable-hour workers, paid separately. |
| Paid via payroll or advanced before leave. | Often accumulated and paid yearly or at job end. |
Unused Leave and Financial Compensation
If you leave with unused accrued leave your employer generally pays out the monetary value. If leave is carried over it is paid when the days are used or according to your workplace’s scheme.
Special Leave and Compensation
Statutory family and sickness benefits exist and some employers top these up. Check your employment contract and any collective agreement for top-up clauses.
Taxes and Deductions
Holiday pay and allowances are treated as income and subject to income tax and mandatory deductions like pension contributions where applicable.
Leaving a Job: What Happens to Your Leave?
Unused Accrued Leave
When you leave you are normally paid for unused accrued leave. The employer calculates the payout according to your pay rate, contract and any applicable collective agreement.
Notice Period and Leave
During paid notice you usually continue to accrue leave. Employers and employees can agree to take leave during the notice period or agree a payout – always get any arrangement in writing to avoid later disputes.
Leave Accrual During Notice Period
Accrual normally continues during paid notice. If you have an unpaid notice period (less common) accrual may stop – check your contract and any applicable agreement.
Special Conditions for Contractual or Seasonal Workers
Fixed-term and seasonal workers follow the same accrual rules; unused leave is typically paid out at the contract end. Some seasonal payroll schemes settle allowances periodically – ask payroll how your employer handles this.
Transfer of Leave Between Jobs
You cannot transfer accrued days from one employer to another. Your previous employer should pay you for unused leave; you start accruing anew with your next employer. If your residence permit depends on employment, review timing and requirements in the immigration guide before changing jobs.
Frequently Asked Questions
How does the qualifying year differ from the holiday year?
The qualifying year (1 Sep-31 Aug) is when you earn leave. The holiday year is when you may normally use those days (the following 1 Sep-31 Aug), unless concurrent holiday rules apply at your workplace.
Can I take annual leave during my probation period?
Yes – you start accruing from your first qualifying month. Practically, agree dates with your manager during onboarding so it does not clash with mandatory training or onboarding tasks.
What happens if I fall sick during my annual leave?
You can normally convert the affected leave days to sick leave if you notify your employer promptly and provide any required medical certificate; the annual leave days are then restored for later use.
How does annual leave work if I have multiple jobs?
You accrue leave separately for each employer based on months worked for that employer. Each employer manages approval and payment for the leave related to their contract.
Can my employer deny my leave request?
They can refuse for legitimate operational reasons but should suggest reasonable alternatives and provide adequate notice. If you are unsure, speak to HR or your union representative.
Is there a deadline by which I need to use my accrued annual leave?
Generally you should use it in the following holiday year; carry-over or payout arrangements may apply. Check your contract or collective agreement for exact deadlines.
Do public holidays count against my annual leave?
No – public holidays are separate. If a public holiday falls during booked annual leave it normally does not deduct from your leave balance.
If I work overtime, does it impact my annual leave accrual?
Accrual is based on months employed, not overtime hours. However, if your earnings vary a lot, holiday allowance calculations or overtime compensation may be affected.
What’s the difference between holiday pay and holiday allowance?
Holiday pay usually means receiving your regular salary while on leave. Holiday allowance is a separate calculation (a percentage of earnings) used for certain workers; how and when it is paid depends on your employer’s holiday scheme.
Resources and Further Reading
- Ferieloven (official legal text) – the formal legal text for the Holiday Act.
- borger.dk – Danish government user guidance on leave and social benefits.
- Understanding Sick Leave Rules in Denmark 2026 – details on notification and certificates.
- New to Denmark guide – practical steps when you arrive, including work and HR basics.
- Primary school logistics – planning if you have school-age children.
Check your latest payslip or ask HR for your accrued leave balance, then email your manager proposed dates with at least one backup and request written confirmation.