Holiday and Leave Entitlements
Written in plain language for general understanding. This is educational content, not legal advice. Based on Danish Acts of Parliament (love), executive orders (bekendtgørelser), and official government guidance.
Danish National Law
What is this right?
The Holiday Act guarantees every employee in Denmark generous paid leave:
- 5 weeks (25 days) of paid holiday per year.
- Holiday is earned and taken in a concurrent system — you earn 2.08 days per month and can use them from the following month (September to December holiday earned from September the prior year).
- Holiday pay: Salaried employees receive their normal salary during holiday. Hourly workers receive 12.5 % of their total pay as holiday allowance.
- Holiday supplement (ferietillæg): Salaried employees receive an additional 1 % of annual salary as a holiday bonus (many collective agreements increase this to 1.5 % or more).
- You have the right to take 3 consecutive weeks during the main holiday period (1 May – 30 September).
When does it apply?
- You are an employee in Denmark — the Act applies to all employees regardless of sector or contract type.
- Both full-time and part-time workers earn holiday pro rata.
- New employees begin earning holiday from their first day of work.
What should you do?
- Plan your main holiday early — your employer must confirm dates at least 3 months before the main holiday period.
- If your employer refuses holiday, contact your union or the dispute resolution body for your collective agreement.
- Unused holiday can be transferred to the next year by written agreement (up to 1 week) or paid out if employment ends.
- Check your payslip for holiday allowance accruals — they should match 12.5 % (hourly) or the salary continuation model (salaried).
What should you NOT do?
- Don't forfeit unused holiday — the 5th week can be transferred or paid out by agreement. The first 4 weeks are protected under EU law.
- Don't confuse holiday pay with salary — if you are hourly, your 12.5 % holiday allowance is separate from your regular wages.
- Don't accept a contract that gives fewer than 25 days — the Holiday Act minimum cannot be reduced by individual agreement.
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