Easily manage employment in Denmark

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.

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

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).