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Leave without pay to care for close relatives (incl. children)

Leave without pay to care for close relatives (including children) with an appreciable and permanent physical or mental disability or a severe chronic or long-term condition

Compensation for lost earnings (section 42 of the Danish Act on Social Services (Serviceloven))

The municipality may grant compensation for lost earnings in accordance with section 42 of the Danish Act on Social Services (Serviceloven) to a person who, at home, provides for a child under 18 years of age with an appreciable and permanent physical or mental disability or a severe chronic or long-term condition. In these cases, the agreement on leave for family reasons (Tjenestefrihed af familiemæssige årsager) stipulates that the employer may grant leave without pay to an employee who is granted compensation for lost earnings. This means that the employee is not entitled to leave in these situations. If leave is granted, the usual pension contribution will be paid.

 

Employment in accordance with section 118 of the Danish Act on Social Services (Serviceloven)

If an employee at Aarhus University is employed by the municipality in accordance with section 118 of the Danish Act on Social Services (Serviceloven) to care for a close relative with an appreciable and permanent physical or mental disability or a severe chronic or long-term condition, the employee is entitled to unpaid leave for the period during which he/she is employed by the municipality, but no longer than six consecutive months. This is in accordance with section 1(2) of the Act on Employees’ Entitlement to Absence from Work for Special Family Reasons (Lov om lønmodtageres ret til fravær fra arbejde af særlige familiemæssige årsager).

The detailed conditions for employment by the municipality are set out in section 118 of the Danish Act on Social Services (Serviceloven). 

The employee must inform the university at least six weeks before the leave is to commence. At the same time, it must also be stated how long the leave will last. If the start date or the duration of the leave changes, the university must be informed without undue delay.

 

In the event of any inconsistency between the Danish and English language versions of the document, the Danish version prevails.

 

 

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