Denmark has a favorable parental leave system with benefits based on your employment status. Udbetaling Danmark (Public Benefits Administration) manages these benefits, covering income lost during maternity, paternity, or shared leave. In this article, you’ll learn all you need to know about parental leave in Denmark and how you can benefit from it.
Eligibility for Maternity/Paternity Benefits
Your eligibility for parental leave in Denmark depends on your work status. If you’re a salaried employee, unemployed, self-employed, or a student/recent graduate, the requirements vary.
For salaried employees, you need to have worked at least 160 hours in the last four months, with a minimum of 40 hours in three of those months. If you came from another EU/EEA country within four months before taking leave, hours worked there count, as long as you’re employed in Denmark before the leave starts.
Meanwhile, if you’re unemployed and collecting unemployment benefits, you’re also eligible for parental leave in Denmark, provided you’re registered as available for work.
For the self-employed, you need at least six months of work in the last year, including the month before leave, plus a profit from your business and at least 18.5 work hours per week in that business.
Finally, students with part-time jobs qualify based on their hours. Recent graduates can get parental benefits if they’ve completed business education or registered as job-seekers with unemployment benefits. Students on state grants may receive extra grant portions in place of parental leave benefits.
New Rules Regulating Parental Leave in Denmark
As of 2 August 2022, new parental leave rules apply in Denmark. Both parents now get 24 weeks of leave if they live together at the time of the child’s birth. Each parent receives 11 non-transferable weeks, and up to 13 weeks can be transferred to the other parent if certain criteria are met. The child’s birth date—not the due date—determines which rules apply. For children born before 2 August 2022, the previous rules remain in effect.
How to Apply for Financial Benefits During Your Parental Leave in Denmark
For salaried employees, the process begins with your employer notifying Udbetaling Danmark that you’re on leave. Once that’s done, you’ll receive a letter through Digital Post, which will give you access to apply for benefits.
Application Deadlines
If you’re not receiving pay, apply within 8 weeks of childbirth. If you’re on partial salary, apply within 8 weeks after salary stops. For paternity leave without pay, apply within 8 weeks of starting leave.
If you miss the deadline, benefits are reduced. However, exemptions may be granted for specific situations like hospital stays or delayed employer notifications.
Benefits Amount
The maximum benefit for salaried employees in 2024 is DKK 4,695 per week, calculated at DKK 126.89 per hour for a 37-hour week. Self-employed benefits are based on business profits, with a similar cap of DKK 4,695 per week. To receive the full amount during your parental leave in Denmark, your yearly income should be at least DKK 244,140.
Special Rules and Exceptions
- Working While on Leave: Self-employed individuals can work up to 25% a week and receive 75% benefits, or up to 50% for half benefits. Working beyond 50% is considered full-time, and benefits will not be paid.
- Vacations During Leave: You may take paid vacation during leave, but benefits will be paused during any period with holiday pay.
- Transfer of Leave: You can transfer your leave to your co-parent. A mother can transfer up to 14 weeks, while a father or co-mother can transfer up to 22 weeks.
- Exemptions from Deadlines: If your application is delayed due to extenuating circumstances, such as late employer notification or a hospital stay, Udbetaling Danmark may extend the application deadline by up to seven days. If you need the deadline to be extended, provide documentation explaining the delay.
- Students and Recent Graduates: Students with part-time work may apply for benefits for the hours they work. Recent graduates qualify if they completed business education or registered with an unemployment insurance fund and are job-seeking.
Situations That Can Affect Parental Leave in Denmark
Parental leave in Denmark is flexible but specific situations, like living separately, having sole custody, or being a single parent, change how much leave each parent gets and when it can be taken. Here’s a breakdown of cases that impact leave allocation.
When Parents Don’t Live Together
If you and your co-parent aren’t living together when the child is born, the standard distribution of 24 weeks each doesn’t apply. Instead, the parent the child lives with receives an additional 13 weeks of leave. This extra leave can be taken before the child’s first birthday or, if conditions are met, postponed until the child turns nine. It’s also possible to transfer these 13 weeks to the other parent, allowing more flexibility in managing time off.
If you have sole custody and meet specific conditions, you may also be eligible for 9 more weeks, on top of the standard 24 plus the 13 extra weeks. These 9 weeks are usually taken before the child turns one, though they can be extended to age nine if necessary.
For the non-resident parent, the leave entitlements are limited. Fathers or co-mothers get 9 extra weeks, plus the initial 2 weeks right after birth. Non-resident mothers receive 2 weeks at birth, an additional 8 weeks, and another 9 weeks—all non-transferable and meant to be used before the child’s first birthday.
Separation After the Child’s Birth
If you separate after the birth, each parent still keeps the standard 24 weeks of parental leave. You can mutually agree to transfer leave between each other, but if there’s no agreement, Udbetaling Danmark won’t intervene.
Single Parent Leave
When only one parent is involved from the start—whether due to a single-parent birth via fertility treatment, surrogacy, the other parent’s death, or adoption—that single parent can apply for an extra 22 weeks, bringing their total to 46 weeks of leave. Generally, this leave should be taken before the child’s first birthday, but there are options to extend.
Loss of a Parent After Birth
If a parent passes away after the birth, the remaining parent can take over any unused leave of the deceased parent. Udbetaling Danmark assists with handling this transition.
Extra Leave for Parents with Disabilities
If a parent has a permanent disability that prevents them from caring for the child alone, the other parent may be able to apply for 9 additional weeks of leave, with supporting medical documentation. Typically, these extra weeks must be used before the child turns one, though extensions up to age nine are possible in certain cases.
For temporary disabilities, like an illness or hospitalization, additional leave can be used within three years after the birth.
Leave for Parents Not Covered by Danish Social Security
If only one parent is covered by Danish social security, that parent may receive an additional 13 weeks if the other parent doesn’t claim similar benefits in their home country. Proof of eligibility is required.
Limitations on the Transfer of Parental Leave in Denmark
If one parent is unable to transfer their leave due to incapacity, (say, an accident or medical condition) the other parent can apply to Udbetaling Danmark to manage the transfer.
Change to Employee Status Within First Year
If you start a new salaried job before the child turns one and haven’t taken 9 weeks of parental leave as an employee yet, you may apply for those extra weeks. This only applies if you’ve used or transferred all of your previous leave and can’t be transferred to the other parent.
Parents of Multiples
For twins, there is no additional leave beyond that of a single child. However, if you have triplets or more, you’re eligible for 26 extra weeks of shared leave, which can be split as needed between parents, but only for children born after January 1, 2023.
Final Thoughts About Parental Leave in Denmark
Parental leave in Denmark is fair and straightforward. The system offers clear rules for all types of workers, so that new parents can take the time they need. The updated policies ensure that both parents get equal opportunities for parental leave, ensuring that neither parent is overwhelmed.
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