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Father/non-birth mother

A father´s/non-birth mother´s right to leave

As a father/non-birth mother at Aarhus University, you are entitled to take leave.

The leave is normally divided into two phases:

1) Leave up to 14 weeks after childbirth.
2) Leave after the 14th week after childbirth. 

NB!

The right to salary in accordance with the parental leave agreement is, as a rule, conditional on the employer being able to obtain a full daily benefit refund.

As of 1 July 2018, the employee must be employed either on the day before absence or on the first day of absence. 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 four last calendar months.

As of 1 January 2018, the calculation of the employment requirement will be digitised, and Udbetaling Danmark – the Public Benefits Administration will be able to monitor the right to parental benefit through the income register.

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

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. 

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. 

 

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

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