A clear, compliant employment contract protects both employer and employee — and prevents the kind of ambiguity that turns into a dispute months down the line. Here is what to look for, on either side of the table.
What the contract should include
At a minimum, a Danish employment contract should set out job title and duties, start date, place of work, working hours, salary and pension terms, notice periods, and any probationary period. If an employee works more than a few hours a week for longer than a month, the terms generally need to be in writing.
Notice periods
Notice periods in Denmark typically depend on length of service and, for salaried employees, are often governed by the Salaried Employees Act. It is worth checking that the notice terms in your contract line up with what the law actually requires — a mismatch is unenforceable regardless of what is written down.
Restrictive covenants
Non-compete and non-solicitation clauses are enforceable in Denmark only within specific limits, and often require compensation to the employee during the restricted period. A clause that ignores these rules may not hold up if it is ever tested.
When to get advice
Most employment relationships never need a lawyer. But it is worth getting a contract reviewed before you sign one for a senior role, before you terminate an employee, or whenever a dispute starts to look likely.
This article is for general information only and is not a substitute for tailored legal advice.
