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Updated July 22, 2026
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Worried you’ll book holidays you don’t have, miss out on parental benefits, or be left unpaid when you’re sick? This guide tells you the practical rules that determine how much leave you can take, who pays, and the paperwork you must do to protect your pay and job.
- Statutory annual holiday: five weeks (about 25 working days) earned monthly.
- The 2020 Holiday Act lets you accrue and use holidays in the same holiday year.
- Sick pay is normally covered by your employer initially; long-term sickness can lead to municipal reimbursement.
- Parental leave includes reserved weeks for each parent plus shared weeks; payment depends on employer, municipal benefits or collective agreements.
What is the new Danish employee leave entitlement from 2020?
The core change under the 2020 Holiday Act is that holiday accrues and becomes usable in the same holiday year instead of being saved up for the following year. In practice that means you build up leave month by month and can normally take the days during the same holiday year. The rule reduced the large backlog of unused holidays that used to accumulate.
For you this affects two practical things: payroll and planning. Employers track accruals and many payroll systems now show available days in real time. If you leave a job without using accrued holidays, your employer will usually either pay out the accrued holiday pay or let you take days during your notice period.
Collective agreements and employer policies still matter. Some workplaces give extra days (for example, five additional days) or different pay during leave – always check your contract and any union rules to know exactly what applies to you.
How many vacation days do you get in Denmark?
Statutory entitlement is five weeks of paid holiday per year, commonly described as around 25 working days for a full-time employee. You earn roughly 2.08 days per month (25 days ÷ 12 months) while employed. Employers either continue to pay your salary during holiday or pay a separate holiday allowance; the method depends on your workplace and often on collective agreements.
If you want the detailed mechanics of how holiday pay is accumulated and paid out, see our guide on holiday allowance. For how the holiday year and accrual work in practice, check with payroll or your HR team so you know whether you can take days now or need to wait for pay to be transferred.
What are the different types of employee leave in Denmark?
Beyond the five weeks of annual holiday, there are several statutory and commonly available leave types. The exact payment, notice requirements and length often depend on your contract, any collective agreement, and municipal rules.
Sick leave
If you’re unable to work because of illness you generally have the right to sick leave. Employers typically pay salary during short-term sickness; for longer illnesses employers can seek reimbursement from the municipality after a set period. Rules on when a doctor’s note is required and how long the employer pays vary – follow your workplace rules and tell your manager as soon as possible.
Eligibility thresholds can apply (for example, length of employment or minimum hours). If your sickness is long-term, contact HR and your local municipality early to clarify benefit options and return-to-work support.
Maternity and paternity leave
Danish parental leave is structured: the mother has specific pre- and post-birth weeks, the father has reserved weeks, and parents share additional weeks. Payment during parental leave may come from your employer, a municipal parental benefit, or a combination – this depends on your contract, collective agreement and whether you meet residence and work requirements.
Non-Danish nationals should confirm that they have the correct work permit in Denmark and are registered for tax and social services, because residency and employment status affect eligibility for public parental benefits.
Bereavement leave
Time off after the death of a close relative is normally allowed but the length and pay are typically set by contract or collective agreement. Some employers provide a fixed number of paid days for bereavement; others require you to use holiday or unpaid leave. Tell your manager or HR as soon as possible and request written confirmation of any paid days.
Carer’s leave (care for sick relatives)
If a close family member is seriously ill you have rights to time off to provide necessary care. Employers can sometimes be reimbursed by the municipality for pay during carer’s leave, but entitlement, number of days and reimbursement rules vary. Get confirmation from HR and the municipality before relying on paid leave.
Is employee leave given for emergencies in Denmark?
Yes – employers are expected to allow reasonable time off for sudden emergencies such as urgent childcare issues, serious family matters, or immediate crises. Whether the time is paid depends on your contract, company policy or a collective agreement.
- Notify your manager as soon as possible (call, then confirm in writing).
- Provide any required documentation later (for example, a hospital note or confirmation from a daycare).
- Agree with HR how the time will be recorded (paid absence, holiday, or unpaid leave) and keep a copy of the agreement.
Standard working arrangements and overtime rules (many workplaces use a 37-hour workweek) and EU working-time principles affect how employers handle sudden absences and make-up time.
How has employee leave changed in Denmark over the years?
Two trends are clear. First, legal reform – especially the switch under the 2020 Holiday Act – moved the system to concurrent accrual and use of holiday, making entitlement simpler for employees and payroll more immediate for employers. Second, many employers have expanded flexible arrangements (extra wellness days, the option to borrow future holiday, or more flexible booking windows) to support work-life balance.
If you move jobs, watch the transfer of accrued holiday and how a change affects payment on termination. Checking payroll and HR systems when you start and before you leave prevents lost days or unexpected pay adjustments.
Frequently Asked Questions About Employee Leave Entitlement in Denmark
Who is entitled to leave benefits in Denmark?
Most employees in standard employment relationships (full-time or part-time) are covered by Danish holiday legislation. Very short-term contractors, freelancers, and certain self-employed people usually do not have the same statutory rights – check your contract and, if relevant, any collective agreement or union guidance.
How to set up and manage international employee leave?
If you manage staff across countries, apply Danish leave and social rules to employees who are tax residents or working in Denmark. Use a Danish payroll provider or legal advisor to ensure correct accruals, payments and reporting and to avoid double-payment or tax surprises – see our guide to tax rules for how benefits can be taxed or reported.
How much leave must I take in a year in Denmark?
There is no blanket law forcing you to take all your leave, but employers often require that holiday is taken within the holiday year and may set blackout or preferred periods. You earn around 2.08 days per month, totalling about five weeks a year for full-time work. Check your company policy for mandatory booking rules and notice periods.
How does vacation pay work in Denmark?
Some employers pay your regular salary during holiday; others pay a separate holiday allowance that is accrued and paid out when you take leave or when employment ends. For details on how your workplace handles holiday pay, see our holiday allowance guide and your payslip so you understand how pay is calculated and when it is paid out.
How many sick days do I get in Denmark in a year?
There is no fixed annual quota like in some countries. Short-term sick pay is typically covered by the employer; long-term sickness may be covered by the municipality after specific conditions are met. Always notify your employer promptly and check HR or municipal guidance for longer absences.
Do not assume every type of leave is paid. Payment depends on your employment contract, collective agreement and whether you are registered for tax and social services in Denmark. Always get written confirmation from HR before you plan extended leave.
Check your employment contract and current payslip to confirm (a) how holiday pay is calculated, (b) how many days you have accrued, and (c) whether a collective agreement applies. If anything is unclear, ask HR in writing and keep a copy of the reply.