The rules on paid leave on a child’s sickness days are described in the collective agreements, and apply to all employees at the Aarhus University.
The rules are though different for employees paid by the hour (see below).
An employee can take full or partial leave to look after a sick child by making a request to his/her immediate superior if:
If the child becomes sick during the employee's working day, the employee may also take paid leave for the remaining working hours of that day (the recall day), provided that the above-mentioned conditions are met.
The first sick child day is the first full calendar day on which the child is sick, regardless of whether it is a working day or a day off. This means that the first, second, and third sick child days follow one another consecutively in calendar terms within the same period of sickness.
Parents may also share the sick child days between them, so that one parent takes leave on the child's first sick day and the other parent takes leave on the child's second sick day. Accordingly, an employee may take leave on the child's second sick day even if they did not take leave on the child's first sick day or on any recall day.
Pay during such absence corresponds to the salary the employee would have received during their own sickness. However, any fixed, regularly expected supplements are not included in the calculation basis.
The entitlement may be withdrawn for individual employees in cases of misuse.
If possible, the workplace must be informed of absence due to a child’s sickness as early as possible and no later than the start of working hours.
If the child remains sick, it is possible to use accrued time, holiday or childcare days under the applicable guidelines.
Efforts must be made to ensure the greatest possible flexibility in connection with a child’s sickness.
Typical hourly paid employees at Aarhus University include external lecturers, student assistants, part-time instructors and hourly paid teaching assistants. Employees covered by collective agreements may also be paid by the hour.
The right to paid leave in connection with a child’s sickness is set out in the relevant collective agreements.
An hourly paid employee is entitled to pay during absence due to the child’s first, second, or third sickness day, as well as any recall day, to the same extent as the employee is entitled to pay during their own illness.
An hourly paid employee who is not entitled to pay during their own illness is therefore not entitled to paid absence in connection with a child’s sickness.
However, if the employee meets the conditions for sickness benefits under the Danish Sickness Benefits Act (i.e. has been employed for at least 8 weeks and has worked at least 74 hours), the employee is entitled to receive an amount from the employer corresponding to sickness benefits.