Remote’s guide to employing in

Denmark
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Make employment in Denmark easy. Let us handle payroll, benefits, taxes, compliance, and even stock options for your team in Denmark, all in one easy-to-use platform.

Services available in this country:
Employer of Record ProductContractor ManagementPayroll
  • Capital City

    Copenhagen

  • Currency

    Danish krone (kr., DKK)

  • Languages

    Danish

  • Population size

    5,824,857

Services available in this country:
Employer of Record ProductContractor ManagementPayroll
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Employment termination in Denmark

Termination process

Termination of the employment relationship always have to be with written notice with proof that the notice has been received. Employees have been employed for at least one year at the time of the termination are protected against dismissal without just cause. Generally, collective bargaining agreements have the same protection, but after 9 months. Just causes include, but are not limited to:

  • Restructuring of the company;

  • Problems related to co-operation or trust in the employee;

  • Employee's unfitness for the job; or

  • Contract breach by the employee, for example in the case of serious misconduct or theft.

Notice period

The statutory notice period for an employer depends on the duration of employment:

  • Less than 6 months: 1 month

  • Between 6 months and 3 years: 3 months

  • Between 3 and 6 years: 4 months

  • Between 6 and 9 years: 5 months

  • More than 9 years: 6 months

Probation periods

For salaried employees, probationary periods of up to three months are allowed.
During these three months it is possible to agree that both parties can terminate the employment with 14 days’ notice.

For non-salaried employees, there is no minimum or maximum probationary period (unless agreed in a collective agreement).