HR module
As an employer, you're obliged to tell your employees about the terms of their employment.
(*) “The right to a statement of employment follows from EU Directive 91/533 on an employer's obligation to inform employees of the conditions applicable to the employment relationship. In Denmark, the directive is implemented through the Danish act on statements of employment (lov om ansættelsesbeviser) and through collective agreements.”
When must an employment contract be drawn up?
As a rule, an employment contract must be drawn up when the following conditions are met:
- The employment lasts more than 1 month
- The average weekly working time is more than 8 hours
The contract must be handed over no later than one month after the employee starts. Be aware that a number of collective agreements set other terms, including a different deadline for when the statement of employment must be given to the employee.
As a minimum, it must include:
- Name and address of the employee and the employer
- Place of work
- Job title and description of the job
- Start date
- End date, if agreed
- Rules on holiday
- Notice periods
- Pay and any supplements, and when the pay is paid out
- Working hours
- Any collective agreement
And what happens if it isn't in place?
Compensation of up to 13 weeks' pay – in particularly serious cases, the compensation can be as much as 20 weeks' pay.
In practice, however, if no employment contract has been handed over, the compensation is as a rule up to DKK 5,000. Where incomplete or missing employment contracts have led to an actual dispute about the employment, the compensation is as a rule set at up to DKK 10,000.
Zenegy has made it easier!
You can now store your documents about your employees in Zenegy under each employee, so you can always see which contracts and documents belong to the employee.
If you'd like to hear more about it, you're welcome to contact us.
