When on maternity/paternity leave or adoption leave, you will accrue holidays if you get the entirety or some of your salary paid by your employer. Even if your employer is only getting partial reimbursement from Udbetaling Danmark – Public Benefits Administration, you are still entitled to paid holiday.
You also accrue holidays if there are periods where you only get paid pension from your employer. The pension contributions are considered as part of your salary.
You do not accrue holidays if you are only getting paid maternity/paternity benefits. However, you may be able to get holiday benefits.
Getting holiday pay during maternity/paternity leave
When you take the holidays that you have accrued during your maternity/paternity leave or adoption leave, the payment will depend on whether you are working for the same employer that you accrued the holidays with.
If you take paid holidays and you are working for the same employer, you are entitled to receive your usual salary during the holiday period.
However, if you have been dismissed/resigned, your employer must report and pay your holiday pay when your employment ends.
If you have received maternity/paternity benefits during your leave period, you must contact your unemployment insurance fund.If you work part-time and are on maternity/paternity leave or adoption leave, you will accrue paid holidays if you are paid for every working day of the month.
If you are not paid for the days where you take your leave, then you will not accrue holidays from these days. You accrue 0.07 days of paid holiday per day of paid employment.
You cannot take holiday when on maternity/paternity leave or adoption leave. If your leave begins during your holiday or if you get a pregnancy-related illness during your holiday, then you can interrupt your holiday and take the rest at a later date.
If you have partially resumed work and are working full-time days, you can take your remaining holidays on the days that you are working. You cannot take your primary holiday of 15 days, as this must be taken in a consecutive period.
Example:You have resumed full-time work from Monday to Wednesday. You are on maternity/paternity leave on Thursday and Friday. You can therefore take your remaining holidays on Mondays, Tuesdays or Wednesdays.
You can transfer up to four weeks of holiday if you are prevented from taking a holiday due to maternity/paternity leave or adoption leave all the way up to the end of the holiday taking period which expires on 31 December. It is your employer that must notify Feriepengeinfo about how many days of holiday to transfer. Your employer must notify of this before 31 January after the period has ended.
Please note that if you have been prevented from taking a holiday due to maternity/paternity leave or adoption leave in the period from 1 May 2020 to 31 August 2020, then your holidays have automatically been transferred to be held in the period from 1 September 2020 to 31 December 2021.
In the event of long-term maternity/paternity leave or adoption leave, in some special situations you will be able to get the holidays paid out instead of transferring them.
In order to get the holidays paid out, it is a requirement that you are prevented from taking your holiday due to maternity/paternity leave or adoption leave in two holiday-taking periods in a row. If, for example, you are prevented from taking holiday before the first period expires on 31 December, and you can then take the holiday in the subsequent period, you will not be able to get the holidays paid out.
You must therefore be able to document that you have been prevented from taking your holiday due to a long-term maternity/paternity leave or adoption leave in two consecutive holiday-taking periods.
Example:A pregnant wage earner with paid holiday gets complications during the fourth month of pregnancy on 1 November 2021. She is then on sick leave until birth on 1 March 2022 and is on maternity leave up until 31 December 2022. When she got sick, she had taken three weeks of holiday and therefore had 10 days left of accrued but unused paid holiday.
Five of the excess holidays can be transferred as a prevented holiday in the first holiday-taking period and when the second holiday-taking period expires, i.e. on 31 December of the year in which the child was born, the holidays can be paid out.