Notice of resignation must be given in writing to you by the employee. Oral notice isn't considered legally valid.

The statutory notice period for employees is typically one month, unless otherwise agreed in the employment contract or collective agreement.

No statutory severance pay is mandated under Danish law for employee resignation. Severance may apply if agreed in contract or collective agreements, but it's not a legal requirement upon voluntary resignation.

Employees are entitled to accrued but unused holiday pay and any other earned benefits as per contract or collective agreements.

Termination with cause can only occur if the employee has committed a serious breach of contract or misconduct. Examples include gross negligence, theft, fraud, repeated breaches of company rules, or other significant violations.

The grounds must be well-documented and substantiated. You should consider if lesser disciplinary measures are appropriate before immediate dismissal. Termination must be justified and proportionate.

Termination with cause must be communicated in writing to the employee, specifying the reasons for dismissal.

Termination with cause typically allows for immediate dismissal without any notice period.

There's no statutory severance pay required for termination with cause. Severance may be agreed upon in contracts or collective agreements but usually isn't paid in cases of termination with cause.

Employees are entitled to payment for accrued but unused holiday leave. Other earned benefits must be paid according to contract or collective agreements.

Termination without cause can be done for reasons such as business restructuring, redundancy, or other operational reasons. You don't need to prove employee fault but must comply with notice periods and fair procedures. Terminations mustn't be discriminatory or in violation of protected rights (e.g., pregnancy, union activity).

Notice of termination must be given in writing to the employee.

Statutory notice periods depend on the employee's length of service:

• Up to six months of employment: one month notice

• Six months to three years: three months notice

• Three to six years: four months notice

• Six to nine years: five months notice

• Nine to 12 years: six months notice

• More than 12 years: six months notice

(Notice periods can be extended by contract or collective agreement.)

There's no statutory severance pay for termination without cause in Denmark. Severance pay may be included in collective agreements or employment contracts.

Employees are entitled to payment for accrued but unused holiday leave. Other contractual or collectively agreed benefits must also be paid.

The agreement must be documented in writing, clearly stating the terms of termination.

Notice periods can be negotiated between the parties and may differ from statutory notice periods if both agree.

Severance payments may be agreed upon in the mutual termination agreement but aren't mandated by law. Any agreed severance should be clearly detailed in the agreement.

Payment for accrued but unused holiday leave is mandatory. Other benefits may be included in the agreement if negotiated.

Fixed-term contracts automatically expire on the agreed end date without the need for notice unless otherwise specified in the contract. If the contract is to be renewed or extended, parties should notify each other as agreed in the contract or collective agreements.

If the employee continues working after the fixed term without a new agreement, it may convert to an indefinite contract, requiring notice periods under normal rules.

Danish law doesn't mandate severance pay or gratuity for the normal expiration of a fixed-term contract. Any severance would depend on terms agreed in the contract or collective bargaining agreements (if applicable).

The employee is entitled to all earned salary, unused vacation pay (vacation allowance), and any other contractual benefits. Danish holiday law requires that accrued vacation pay must be paid out if the contract ends. No additional compensation is generally due at the normal end of a fixed-term contract.

Early termination of a fixed-term contract by you is generally not allowed unless the contract explicitly allows it. If early termination is permitted, you must comply with the notice period specified in the contract or collective agreement.

If no early termination clause exists, ending the contract prematurely may be a breach of contract and could lead to claims for damages.

Notice periods for indefinite contracts under the Danish Salaried Employees Act (Funktionærloven) range from one to six months depending on length of employment, but these don't automatically apply to fixed-term contracts unless the contract converts.

No statutory severance is required under Danish law for early termination of fixed-term contracts. Severance pay may be due if stated in the contract or collective agreement, or in cases of unlawful dismissal.

The employee is entitled to salary for the notice period (if applicable). The employee must be paid for all accrued and unused vacation allowance. If termination is unlawful, the employee may have the right to compensation or damages.

Salary and accrued benefits (e.g., unused vacation pay) must be paid no later than the next regular payday after termination.

Failure to pay final salary on time may result in interest penalties and potential legal claims by the employee.