The new parental leave rules come into force on 1 July 2022 and apply to children born on or after 2 August 2022.
The main purpose of the rules is to create more equality between the parents so that the mother can return to the labour market faster.
The new parental leave model gives both parents 24 weeks of leave each with the right to parental leave allowance.
11 of the 24 weeks are earmarked for an employee and cannot be transferred to the other parent. If the leave is not taken, it is lost.
The last 13 weeks can be divided between the parents as they see fit.
The big change in the new parental leave rules is that the 9 weeks earmarked for both parents will be lost if one parent does not use their earmarked parental leave.
The model below shows how the leave is earmarked/distributed between both parents.
Parents are entitled to absence due to maternity leave and parents are also entitled to maternity benefits.
However, you should be aware that the right to absence may be longer and include more weeks of absence than the right to parental benefit. Therefore, there may be periods of absence where parents are not entitled to maternity benefits.
As a parent, you can be employed without a collective agreement and for parents, the rules in the Danish Salaried Employee Act apply.
Parents who are employed under a collective agreement are subject to the maternity leave rules that govern the particular collective agreement they are employed under. You'll have to delve into it to find out what your salary situation is during your maternity leave.
The right to salary during leave is dictated by your employment relationship, whether the Danish Salaried Employee Act applies or there is a collective labour agreement.