Opsigelsesvarsel

What is Opsigelsesvarsel?

Opsigelsesvarsel translates to termination notice, which is the period that either an employee or employer must provide before ending an employment relationship. This concept is vital in Denmark, where employment laws prioritize employee rights and fair treatment.

How does it work?

The legal framework governing Opsigelsesvarsel is primarily outlined in the Salaried Employees Act (Funktionærloven). This law mandates that employers must provide valid reasons for termination, such as redundancy or performance issues, and adhere to specific notice periods based on the length of employment.

Notice Periods

The notice period varies depending on the duration of employment:

Employees must also provide at least one month’s notice when resigning, effective at the end of a calendar month. During probationary periods (typically up to three months), either party can terminate the employment with 14 days’ notice.

Employee Rights

• Right to Notice: Employees are entitled to the notice period as specified by law or their employment contract.
• Redundancy Pay: Employees with long service (12 years or more) may be entitled to redundancy pay, which can be one to three months’ salary depending on their length of service.
• Protection Against Unfair Dismissal: Employees can challenge terminations that do not comply with legal requirements, potentially leading to claims for unfair dismissal.

Example

Imagine you have been working in Denmark for two years and your employer decides to terminate your contract. According to the Opsigelsesvarsel rules, they must provide you with a three-month notice period, allowing you time to seek new employment.