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According to the Danish Holiday Act, all employees are entitled to 5 weeks' holiday per year. They are divided into 3 weeks of main holiday and 2 weeks of other holiday, which you plan together with your employer.
You accrue 2.08 vacation days per month, which can be taken as early as the following month. The holiday is taken as whole days, but you can agree with your employer that you can also take a half holiday.
The holiday year will run from 1 September to 31 August the following year, where you accrue 25 holiday days corresponding to 5 weeks. You can take the holiday during the holiday period, which also runs from 1 September, but which is extended until 31 December the following year. This provides extra flexibility.
You are not obliged to take a holiday if you have not earned a salary or holiday allowance to finance the holiday with. Your employer can only order you to take a holiday for which you have earned salary or holiday allowance. An exception to this, however, is if your employer is closed during the holidays. Read more about holiday closure further down on this page.
All employees in Denmark are covered by the Holiday Act, except managers with authority to influence the daily operations of the company. The Holiday Act determines that you are entitled to five weeks of paid holiday each holiday year.
Your 3-week main holiday must be placed in the period 1 May to 30 September, while other holidays can be taken at any time during the holiday year.
You are entitled to take time off for 3 consecutive weeks during the main holiday, while other holidays can be divided into individual days if this is justified by the company's circumstances.
Basically, you must agree with your employer about when you take your holiday. Should you disagree, it is the employer who decides the time. If your employer determines the time, you must be given the following notice:
In addition, your employer must take into account your wishes. This is especially true of wishes for a holiday during the school holidays if you have children in school.
Your employer can only require you to take a holiday if you have earned salary or holiday allowance to finance it. However, this does not apply if the company is closed for the holidays.
Your employer must comply with the requirement to notify a company closure with a minimum of 1 month's notice for the rest of the holiday and with 3 months if the employer stays closed during the summer months and wants to give notice that you must take your main holiday.
However, your employer must, as far as possible, ensure that you are entitled to pay during holidays where the company is closed.
If you have been employed throughout the previous holiday year and up to the company closure, your employer must pay you during the holiday in advance, even if you have not earned the right to pay during the holiday yet. Your employer will then in turn have the right to set it off against the holiday that you have taken if you resign and have not earned pay for the prepaid holiday yet.
If your employer still has not ensured that you have holiday saved for the period of company closure, your employer must pay wages for those days.
If you have not been employed for the entire previous holiday year, you cannot demand that the employer pay you during the closure. However, you can always agree with your employer that you will receive pay during the holiday in advance in exchange for the employer being entitled to set-off in your salary.
If you are prevented from taking your holiday before the end of the holiday period on 31 December due to illness or another external event, this is a holiday prevention (Feriehindring).
You can be prevented from taking holiday for these reasons: illness, maternity/paternity and adoption, while business at work does not count as a preventive factor.
If one of the above conditions apply, your holiday (1st - 4th holiday week) is transferred to the following holiday period (1 September - 31 December of the following year). If you have not kept the 5th holiday week, your employer must automatically pay out the week after the end of the holiday period, unless you agree that the week must be transferred.
If you are still prevented from taking your holiday when the next holiday period expires, the holiday must be transferred again. It is not possible to get paid for the first 4 weeks of holiday due to a holiday prevention with the exception of prevention due to illness or maternity/paternity leave.
If you are prevented from taking holiday due to you being ill or on maternity/paternity leave until the end of the holiday period, 4 weeks are transferred to the following period. Holidays in excess of 4 weeks are paid unless you agree that this must be transferred. It is only after the expiry of 2 following holiday periods that you can have the holiday paid out on condition that you have not had the opportunity to take the holiday during the holiday period. You can also choose to transfer the holiday the 3rd time.
You can find an overview of all valid factors for prevention of holidays at borger.dk.