Employers’ and Salaried Employees’ Act Term of Notice Explained

The employers’ and salaried employees’ act is a legal document that was issued in Denmark back in 1996. In case you live and work in Denmark it is an important document that defines the relationship between you and your employer and sets up rules for it. When it comes to quitting your job or being relieved from it there are specific regulations that should be followed by both employers and employees. That is what the Employers’ and salaried employees’ act term of notice is for. According to the Employers’ and salaried employees’ act term of notice, the contract for employment between an employee and an employer can be terminated only with prior notice that has been provided according to the rules of the act.
 

When it comes to the employer wanting to terminate the contract of an employee, the Employers’ and salaried employees’ act term of notice states that:

- The employer needs to provide at least a month notice for employees that have been working for less than six months.

- The employer needs to provide at least three months notice for employees that have been working for more than six months.

After each three years of service for an employee, the period should be increased by one month. However, there is a maximum period for the notice and that is six months.

In case the employee’s work is temporary there should be a proper agreement between the employer and the employee that defines the length of the job and the terms of notice in case it needs to be suspended prematurely. In this case the Employers’ and salaried employees’ act term of notice does not apply.

In case the job of an employee is considered to be probationary and it does not go on for more than 3 months, the notice for termination of employment should be provided fourteen days ahead of time.

   When it comes to the employees, the Employers’ and salaried employees’ act term of notice states that the employee needs to give the employer notice of at least a month for leaving a job unless the job is temporary or has probationary nature. Temporary jobs that do not exceed three months in duration can be abandoned right away without any prior notice on the part of the employee unless there is an additional arrangement with the employer that is valid. In case the employee has agreed in writing that they will provide a longer period of notice they shall obey the additional rules, but the employer is also supposed to extent the period of notice they provide.

   In case a company changes its owner the Employers’ and salaried employees’ act term of notice states that the new employer is obliged to take into consideration the amount of time the employees have worked for the previous owner when applying the rules for providing notices. If the employer provides housing for their employees, the notice should not be shorter than three months.