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Father/non-birth mother

Salary during leave

Employment requirement

As of 1 July 2018, the employee must be employed either on the day before absence from work commences or on the first day of the absence period. In addition, the employee must have registered at least 160 hours in the income register within the last four months – and the employee must have worked at least 40 hours per month in at least three of the last four calendar months.

The calculation of the employment requirement has been digitised, and Udbetaling Danmark – the Public Benefits Administration will be able to monitor the right to parental benefits through the income register.

The employment requirement can be met by other means – see section 27 of the Act on Entitlement to Leave and Benefits in the Event of Childbirth (Barselsloven).

 

The right to paid leave

The right to salary during leave is conditional on the university receiving full benefit reimbursement under the Act on Entitlement to Leave and Benefits in the Event of Childbirth (barselsloven), corresponding to the maximum benefit amount in relation to your employment rate.

The condition regarding full benefit reimbursement does not apply in case of:

  1. absence from work in connection with pregnancy-related medical examinations
  2. ordinary pregnancy leave in the sixth and fifth week before the expected date of birth
  3. ordinary pregnancy leave from the fourth week before the expected date of birth and until the birth of the child, if you are not entitled to benefits (and thus any reimbursement will not be available to the university) only because you do not meet the employment requirement under the Act on Entitlement to Leave and Benefits in the Event of Childbirth (barselsloven).
  4. more than one employer
  5. lack of entitlement to benefits (and thus any reimbursement will not be available to the university) only because you have long-term stays outside Denmark.

 

More than one employer

If you receive salary from more than one employer during your maternity/paternity leave, the reimbursement will be split between these employers proportionate to the benefit amount that the individual terms of employment make you entitled to. The total disbursed benefit amount cannot exceed the maximum benefit amount, regardless of whether your total number of working hours amounts to more than full-time employment. You do not lose the right to salary, even though the university in this case will not receive full benefit reimbursement.

If your employment relationships combined exceed full-time employment, and if you start working for one of your other employers during your leave, this may lead to a reduction in the benefit reimbursement amount to the university, so this amount will be smaller than the proportionate share of the benefits related to your employment at the university. In this situation, your right to salary during leave will, however, not be affected.

However, you are not allowed to start working for a new employer during your leave if it results in a reduction of the reimbursement amount to the university or if it means that the university will no longer receive reimbursement. You are also not allowed to cause a reduction in or loss of the university’s right to benefit reimbursement under the Act on Entitlement to Leave and Benefits in the Event of Childbirth (barselsloven) in any other way. This will affect your right to salary during your maternity/paternity leave.

Leave up to 14 weeks after childbirth

Fathers and non-birth mothers are entitled to two weeks of leave after childbirth or within the first 14 weeks after the birth‎‎, if this is agreed with the employer.

As of 1 January 2018, fathers and non-birth mothers are able to take their leave in non-consecutive periods, as long as the leave is taken within the first 14 weeks after the birth and has been agreed with the employer.

If you do not use your right to the two weeks of leave, you cannot transfer it to the mother and you have therefore lost the right to the two weeks of leave.

Fathers and non-birth mothers are entitled to bring their parental leave or some of it forward, so that it can be taken while the mother is on her 14 weeks of maternity leave. If you intend to bring your parental leave forward, notice must be given in accordance with the general rules, i.e. no later than eight weeks after the birth. Notice is not required if you intend to bring your parental leave forward to the first eight weeks after the birth. However, we encourage you to notify your immediate supervisor as soon as possible.

Subject to agreement with your immediate supervisor, you can resume work partially with a corresponding extension of the leave.

If you wish to take leave, you must notify your immediate supervisor of the expected date of childbirth and when you intend to take leave no later than 4 weeks prior to the expected commencement of the leave.

In this connection, you must submit form 1 - FATHER/non-birth mother. You must notify your immediate supervisor of the actual date of childbirth as soon as possible after birth. 

Parental leave - after the 14th week after childbirth

You are entitled to 32 weeks of parental leave. The child’s mother is also entitled to 32 weeks of parental leave. Together, however, you are only entitled to parental leave benefits for a total of 32 weeks, which you are free to divide between you. You can take leave together, consecutively or in turns.

Parental leave consists of a paid and an unpaid part. The paid leave must always be taken first.

When you start with the unpaid part of your parental leave, you will receive a letter from Udbetaling Danmark with instructions on how to receive parental leave benefits. Please remember that it is you, and not AU, who has to apply for benefits.

As a state employee, seven weeks of parental leave are earmarked for you as a father/non-birth mother (extension from six to seven weeks with full pay is valid for children born 1 Apr. 2015 or later). You are entitled to full pay during these seven weeks. If the child’s mother is also covered by the Danish State's Agreement on Maternity, Paternity, Adoption and Parental Leave (the parental leave agreement), she is entitled to six weeks of parental leave with full pay too. Together you are furthermore entitled to paid leave for six weeks, which you are free to divide between you. If the child’s mother is not covered by the parental leave agreement, you are entitled to the six additional weeks with pay, i.e. a total of 13 weeks with full pay. This applies regardless of whether the mother takes more than six weeks of paid parental leave in accordance with different rules.  

Please note that the weeks during which you are paid by the university will be deducted from your shared 32 weeks with daily benefits. 

Flexible opportunities for taking parental leave

Partial resumption of work
Subject to agreement with your immediate supervisor, you may resume work fully or partially. 

Extension of parental leave
You may choose to extend your parental leave from 32 weeks to 40 or 46 weeks. The total payment for the 40 or 46 weeks will correspond to the full amount of daily benefits for 32 weeks. If you choose to extend your leave, the entire period of leave must be taken consecutively. 

The right to salary is conditional on the university being able to obtain a full daily benefit refund. Any extension of daily benefits will only take effect after you have taken the paid periods of leave.   

Deferral of parental leave

Deferred leave in accordance with law 

You are entitled to defer between 8 and 13 of the 32 weeks for later use (before your child turns 9). Only one of you may exercise the right to defer leave in accordance with law. If you change employer, you retain the right to take the deferred leave in accordance with law.

Deferred leave in accordance with agreement 

Subject to agreement with your immediate supervisor, you may also choose to defer a number of weeks for later use (until your child turns 9). Both parents can enter into an agreement on deferred leave. Deferred leave in accordance with agreement can only be taken at Aarhus University. 

Notice must be given of deferred parental leave no later than 16 weeks prior to taking the leave. In this connection, you must submit documentation of the deferred leave as well as complete and submit parental leave form 3. 

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