All Danish employers are obligated by law to provide you with an employment contract. You are entitled to a contract if you are under employment for at least a month and more than eight hours per week. The contract describes the specific conditions of your employment.
If the general terms of your employment are regulated by a collective agreement, the employment contract should include a reference to this specific agreement.
Translate to avoid misunderstandings
To avoid any doubts or misunderstandings in relation to your working conditions, it is always a good idea to have the employment contract translated into a language you are familiar with.
Many employers have translated versions you can use, however the employer is not required to do so by law.
The employment contract must at least contain information on the following:
- Employer's and employee's name and address.
- The location of the workplace or, if there is no fixed workplace, where the work is primarily performed/information that the employee is to work in various locations, and the employer's main office or address.
- Job description or employee's job title, rank or job category.
- Employment commencement date.
- Expected duration of employment, if not permanent employment.
- The employee's rights regarding holidays, including whether salary will be paid while the employee is on holiday.
- Employee's and employer's terms of notice.
- The applicable or agreed salary to which the employee is entitled upon commencement of employment and allowances or other forms of remuneration that are not included herein, e.g. pension contributions, lodging and meals. The frequency of salary payments must also be included in the contract.
- The standard daily or weekly working hours.
- Information on which collective agreements or other agreements regulate the employment and working conditions. If the collective agreements or agreements in question were entered into by parties outside of the company, these parties must be identified in the contract.