You can agree with your employer that you will be paid salary instead of taking holiday in excess of 20 days that you have not taken. This means that you can convert the fifth and sixth holiday week into money.
Payment of amounts of less than DKK 1,500
If the amount you have left when the holiday year has expired is less than DKK 1,500 after tax, the holiday pay will in certain cases be paid out to you automatically. This requires that the amount of DKK 1,500 originates from holiday you have either accrued in a terminated employment or that the holiday is from the fifth or sixth holiday week. In that case, the amount must be paid by 15 June after the end of the holiday year.
Payment of amounts of more than DKK 1,500
Amounts of more than DKK 1,500 will be paid out to you if:
- the remaining holiday pay amounts to less than DKK 3,000 and you have taken the holiday while in employment; or
- the remaining holiday pay originates from the fifth or sixth holiday week (irrespective of the amount); or
- the remaining holiday pay originates from an employment which ended on or before 30 April (irrespective of the amount).
To have the holiday pay paid out, you must use a form, which you can find at
Borger.dk. The form must reach FerieKonto or the holiday card issuer by 30 September. Otherwise, you will lose the right to have the money paid out to you.
After 1 September 2020
You have the option of receiving payments in lieu of taking holiday in the case of holidays in excess of 20 days. This means that you can 'exchange' the fifth and sixth holiday weeks into money if you choose neither to take the holiday nor to enter into an agreement with your employer about having the holiday carried over. Your employer must pay the money immediately after the end of the holiday leave period (31 December). You can also agree with your employer that you receive the money already after the end of the holiday year (31 August).
A statement must be prepared in which you solemnly declare that the payments concern holiday in excess of four weeks. Your employer is obliged to keep the declaration in accordance with the provisions of the Danish Bookkeping Act.
You have the option – without limitation of the number of days – to receive payments in lieu of holidays accrued with a former employee if the employment ended on 31 December at the latest (the expiry of the holiday leave period). It is a condition, however, that you have not received any public benefits in the holiday leave period, except for maternity/paternity and sickness benefits.
You must use a form to have the holiday pay paid out to you – you can find the form at Borger.dk. FerieKonto or the holiday card issuer must receive the form by 30 September after the holiday leave period has expired. Otherwise, you will lose the right to have the money paid out.
If you are prevented from taking holiday, you also have the option of receiving payments in lieu of taking the holiday, but only if the holiday obstacle lasts until the end of the holiday leave period (31 December in the year following the start of the holiday year). Holiday obstacles are:
(1) own sickness
(2) maternity/paternity leave if you have not partially resumed work
(3) leave for adoption if you have not partially resumed work
(4) employment abroad where the employment is not covered by the Danish Holiday Act
(5) transition to self-employment
(6) transition to working from home
(7) election as mayor, appointment as minister or similar honorary offices
(8) incarceration in one of the Probation and After-Care Service's institutions or a similar foreign institution
(9) compulsory commitment to care
(10) disputes with notice lawfully presented and ended
(11) military service
(12) service in the armed forces on terms similar to military service
(13) stationing of armed forces to participate in conflict-preventing, peace-keeping, peace-making or humanitarian missions, when the mission rests on a mandate from the Danish Parliament
(14) lack of funds to take holiday due to a dispute arisen in the holiday year between the employee and the employer on a claim for holiday pay
(15) caring for a sick or dying close relative, where, in a short temporary period, the employee has been awarded loss of earnings, pay or remuneration under the Danish Social Services Act.
(16) leave from an employment to care for a sick or dying close relative.