What are the Sick Leave regulations in Denmark?

In Denmark, employees are entitled to paid sick leave under specific conditions, ensuring financial security during periods of illness. The framework combines employer obligations with public support to maintain fair treatment for employees while offering some relief to employers over time.

Salary Compensation

Employees are entitled to 100% of their salary, including any contractual bonuses, from the first day of illness.
For the first 30 calendar days, the employer is fully responsible for paying the employee’s salary.
After 30 days, the Danish government may reimburse part of the salary through sickness benefits (sygedagpenge). However, this reimbursement does not cover the full salary.

Sickness Benefit Amounts

As of 2025, the maximum sickness benefit is:
- DKK 4,865 per week
- DKK 131.49 per hour
For 2024, the maximum sickness benefit was:
- DKK 4,695 per week
- DKK 126.89 per hour

Employers should be aware that any difference between the employee’s full salary and the sickness benefit cap must be covered by the employer unless otherwise agreed.

Eligibility Criteria

To qualify for sickness benefits and employer-paid sick leave:

The employee must have worked at least 240 hours in the last 6 months.
The employee must have worked for a minimum of 40 hours in at least 5 of those 6 months.

Duration and Termination

If an employee has been continuously on sick leave for 120 days within a 12-month period, the employer may terminate the employment with 1 month’s notice, if this clause is included in the employment contract (known as the "120-day rule").

Medical Certification

A medical certificate is generally required if the employee has been on sick leave for more than 14 days.
If the employee fails to provide the certificate when required, the employer may have grounds for termination.

Important Administrative Requirement for Employers

To receive government reimbursement:

The employer must submit the sick leave claim to the municipality within 4 weeks from the employee’s first day of absence.
Failure to meet this deadline may result in loss of reimbursement, meaning the employer will have to bear the full cost of the sick leave without public support. It is important Horizons, the legal employer, is informed timely of any sick leaves.

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Denmark