What are the Statutory Notice Periods in Denmark?

Modified on: Wed, 11 Mar, 2026 at 1:59 PM

In Denmark, statutory notice periods depend on the employee’s length of service and whether the termination is initiated by the employer or the employee. Most white-collar employees are covered by the Danish Salaried Employees Act, which sets the minimum legal notice requirements.

Employers may offer longer notice periods in employment agreements but cannot provide less than the statutory minimums.

Probation Period

Employers may include a probation period of up to 3 months for employees covered by the Danish Salaried Employees Act.

During the probation period:

The employer may terminate the employment with 14 days’ notice
The notice must be given within the probation period
The employment may end after the probation period expires

Employees may normally resign with no notice during probation, unless otherwise specified in the contract.

Employee Resignation

Under Danish law, employees covered by the Salaried Employees Act must give:

1 month’s notice

The employment relationship ends at the end of the following month after notice is given.

Example: If an employee resigns on 10 April, the employment ends on 31 May.

Employer Termination (Dismissal)

The statutory notice period that the employer must provide depends on the employee’s continuous length of service.

Length of Service	Employer Notice Period
Up to 6 months	1 month
6 months – 3 years	3 months
3 – 6 years	4 months
6 – 9 years	5 months
9+ years	6 months

These notice periods must also end at the end of a calendar month.

Example: If an employee with 4 years of service is dismissed on 15 June, the 4-month notice period runs until 31 October.

Employers may instead choose payment in lieu of notice, depending on the employment agreement and local practice.

Mutual Termination

Employment may be terminated by mutual agreement at any time if both parties consent. In such cases:

Notice periods may be waived
Terms of termination should be documented in writing
Any settlement or final compensation should be clearly specified

Termination for Just Cause

In cases of serious misconduct, an employer may terminate employment without notice (summary dismissal). This is typically limited to severe breaches such as:

Fraud or theft
Gross misconduct
Serious breach of company policies

Such cases are strictly interpreted under Danish law, and employers should seek legal guidance before proceeding.

Final Pay

Upon termination of employment in Denmark, the employer must ensure that:

Final salary is paid
Any accrued but unused holiday entitlement is handled according to Danish holiday rules
Required documentation (e.g., final payslip) is provided

Final payment is typically made on the last regular payroll date, unless otherwise agreed.

Important Considerations for EOR Employers

When employing workers in Denmark through an Employer of Record:

Notice periods under the Danish Salaried Employees Act apply to most white-collar employees
Employment agreements must not provide shorter notice periods than statutory minimums
Collective agreements may introduce different rules, depending on the industry

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