Spring is full of holidays, and for many companies the questions soon begin to arise: Do employees have the right to take time off on public holidays? What payment do they need if they take time off or work during Easter or Pentecost? What should we take into account when planning working hours? TimePlan keeps track of all of this when you put the various agreements into the program.
According to Dansk Erhverv, the starting point is that a public holiday is a working day. The individual employee must thus work in the usual way on public holidays and is not, as a rule, entitled to absence, paid leave or separate payment for shifts on public holidays.
Thus, the right to take leave on public holidays is not regulated by Danish law, but can, however, be stated in collective agreements, individual agreements, personnel policies, etc. TimePlan keeps track of all of this when you do shift planning and time registration in the program. TimePlan automatically calculates allowances for work on holidays and also keeps track of absences.
If no right of absence or payment on holidays is taken into account in the agreements, personnel policies or individual agreements, the individual employees will, as a rule, not be entitled to absence or paid freedom, Dansk Erhverv points out.
However, the starting point can be deviated from, and in this case this will be stated in the collective agreements.
Want to know more about the rules for holidays in the retail agreement, the free choice agreement and the hotel agreement?
Please read more at Dansk Erhverv.