Danish Fathers Take More Leave, But Pay Gaps Persist

Femi Ajakaye

August 2, 2026
3:02 pm

Four years after Denmark introduced earmarked parental leave for both parents, private sector fathers are taking significantly longer leave. But too many parents still face unpaid leave due to seniority requirements or lack of pay entitlements, limiting both gender equality and job mobility.

Private sector fathers in Denmark now take an average of 15.2 weeks of parental leave, up from 12.7 weeks in 2023. It’s measurable progress since the parental leave reform launched on August 2, 2022. But a new analysis from Djøf, the union representing 110,000 professionals, reveals a deeper problem: pay during leave still depends heavily on where you work.

I’ve watched Denmark grapple with parental leave for years. The reform was meant to push more fathers to take time off. The numbers suggest it’s working. But the reality for many families remains frustratingly uneven.

The Pay Gap During Parental Leave

Among men with better conditions than the minimum required by Denmark’s Salaried Employees Act, the right to full pay during parental leave rose from 12 weeks in 2021 to 20 weeks in 2025. Women average 25 weeks of full pay, unchanged since 2021. Women still take far longer leave overall, averaging 33.5 weeks compared to men’s 15.2 weeks.

But here’s the catch: 17% of private sector men have no specific right to pay during parental leave. They’re covered only by the basic Salaried Employees Act. For women, it’s 11%, who receive only half pay. That’s a significant chunk of the workforce facing a choice between unpaid time with their newborn or returning to work early.

Sara Vergo, chair of Djøf, told the union: “We’re not at the finish line yet. It’s important for us to continue working to secure better pay rights during parental leave. Pay plays a crucial role in how parents approach both their own and their partner’s leave, especially for how long men take leave.”

Seniority Requirements Block Mobility

The analysis highlights another barrier: seniority requirements. Among those with better conditions than the minimum law, 26% of men and 19% of women must work for a certain period before qualifying for paid leave. If you switch jobs at the wrong time, you lose your right to pay.

This creates a perverse incentive structure. Parents planning families become trapped in their current positions. The labor market freezes up precisely when people should feel free to move for better opportunities or higher salaries. I’ve seen this firsthand among expat friends and Danish colleagues alike. The anxiety around timing a job change with family planning is real and widespread.

Vergo argues that “seniority requirements have negative consequences for both equality and mobility in the labor market. Parental leave shouldn’t be seen as a perk you have to earn. Having children is a natural part of working life.”

Why This Matters Beyond Denmark

Denmark positions itself as a model welfare state with strong family policies. But these gaps expose how much still depends on individual employer generosity rather than universal rights. For expats working here, understanding your specific contract terms around parental leave becomes critical. Don’t assume Danish standards are uniformly generous.

Djøf works with other professional unions and the think tank EQUALIS in the Parental Leave Alliance to modernize the rules. The goal is creating more uniform and contemporary conditions across all employees. The proposal has gained significant public support.

The reform four years ago was a step forward. More fathers taking leave benefits children and helps rebalance the career costs that have historically fallen on mothers. But as long as pay rights remain this fragmented, and seniority requirements lock people into jobs, Denmark hasn’t truly modernized its parental leave system. It’s just created a better system for some workers while leaving others behind.