DenmarkUnderstanding Denmark’s working hours and labor regulations is essential for employers, especially those looking to recruit local talent. Denmark’s labor laws prioritize fair treatment, encourage work-life balance, and protect employee well-being.
For businesses employing staff in Denmark, adhering to the set working hours and other employment regulations is vital to avoid penalties and foster a positive work environment.
Let’s delve into the specifics of Denmark’s working hours to help you effectively navigate this critical aspect of employment law.
Standard working hours in Denmark
In Denmark, working hours are regulated by the Danish Working Environment Act and collective agreements. The typical full-time workweek consists of a maximum of 37 hours, usually spread over five days, from Monday to Friday. Most office employees typically work from 8 AM to 4 PM or 9 AM to 5 PM, with a lunch break that usually lasts between 30 minutes and one hour, which is generally unpaid.
However, working hours can vary in industries such as retail and hospitality, where business hours may extend based on customer needs.
Denmark’s part-time employees work fewer than the standard 37 hours, and their specific schedules are clearly outlined in their employment agreements.
Overtime regulations
In Denmark, any hours worked beyond the standard 37-hour workweek are classified as overtime. Employees are entitled to a minimum of a 50% premium on their regular hourly rate for these extra hours.
Employers must obtain consent from employees before assigning overtime, and both parties should reach a mutual agreement beforehand. Employees also have the right to decline excessive overtime requests. Generally, overtime is limited to a maximum of 8 hours per week or 150 hours annually, unless specific exceptions apply under the law.
Employers are encouraged to monitor overtime usage closely to maintain a healthy work-life balance for their employees.
Flexible working arrangements
In Denmark, employees have the right to request flexible working arrangements, as established in the Danish Employment Contracts Act. Common options include part-time work, telecommuting, or modified schedules that suit the employee’s circumstances.
Parents of young children, caregivers, and individuals facing health challenges typically qualify for these flexible arrangements. While employers have the authority to approve or deny these requests, they must offer valid justifications if they refuse. Supporting flexible work options contributes to a more inclusive and adaptable workplace culture.
Breaks and rest periods
In Denmark, employees who work more than six hours a day are entitled to a minimum 30-minute unpaid meal break. This break is usually taken during the workday to provide employees with a chance to rest and recharge.
Additionally, employees are entitled to a minimum rest period of 11 consecutive hours between shifts, which supports their overall well-being and recovery. Over a week, employees must receive at least 36 consecutive hours of rest, typically taken during the weekend.
While these are the minimum legal standards, employers and employees can negotiate alternative arrangements, provided they comply with existing labor regulations.
Night work and shift work
In Denmark, night work is defined as any work performed between 10 PM and 6 AM. Employees who work during these hours are typically entitled to additional compensation, usually a minimum of a 20% premium on their standard hourly wage, unless otherwise specified in their employment contracts or collective agreements.
Shift work, which may include rotating schedules or night shifts, is also regulated to protect workers’ rights and well-being. Employers must ensure that working conditions are safe and provide employees with adequate breaks during their shifts.
Moreover, there are restrictions on the length of shifts, particularly for night work, to help reduce fatigue. Employees engaged in shift work have the right to receive predictable schedules, enabling them to manage their personal lives more effectively.
Part-time and minor employment
Part-time employees in Denmark typically work fewer than 37 hours per week, with schedules usually being fixed and predictable. The specific conditions for part-time employment can vary depending on the industry and any applicable collective agreements.
Denmark has clear regulations regarding the employment of minors. The minimum age for employment is set at 13 years, but there are strict limitations on the types of work and hours minors can undertake. Minors aged 13 to 17 can work up to 12 hours per week during school weeks and up to 40 hours per week during school breaks.
They cannot work more than 8 hours a day and must not work during school hours. Employers are required to provide a safe working environment and take necessary precautions to protect the health and well-being of young workers.
Compliance and penalties
In Denmark, employers must keep accurate records of employee working hours, including any overtime and breaks. These records should be maintained for a minimum of five years and must be accessible for inspection by labor authorities.
Non-compliance with record-keeping and other labor regulations can lead to significant penalties. The consequences for failing to adhere to these laws can vary depending on the severity and frequency of the violations, with potential fines reaching several thousand kroner per offense.
Employers must also respect employees’ right to time off, ensuring they can disconnect from work communications outside of regular working hours without fear of repercussions. Following these regulations helps create a positive workplace culture and minimizes legal risks.
Cultural considerations
The Danes place a high value on work–life balance, generally working up to 37 hours a week. They appreciate flexible work arrangements that accommodate personal and family commitments, reflecting the cultural significance of family in Danish society.
Denmark also emphasizes employee well-being through various leave policies, including parental leave and vacation time. The cultural focus on family and personal life often leads employees to prioritize these commitments, making it crucial for employers to recognize and respect these values.
Get started with Multiplier’s Employer of Record (EOR) services
Multiplier streamlines the process of hiring and managing employees in Denmark. With our global Employer of Record (EOR) platform, you can onboard talent in Denmark without the need to establish a local entity. We take care of all HR responsibilities, including compliant employment contracts, payroll management, labor law compliance, and benefits administration.
With Multiplier, you can focus on expanding your business and building your team in Denmark while ensuring full compliance with local labor regulations.
Schedule a demo with Multiplier’s experts today to discover how we can support your team growth in Denmark.
