It means that you are to perform your normal work duties from home to the extent possible. Working hours have not been changed, but can be scheduled flexibly. What is important is that the work gets done. Employees should discuss the prioritisation and performance of their work tasks with their immediate supervisor to agree on a plan for working under these special conditions.

All of the normal rules on the organisation of work, calling in sick, absence registration, holiday, and so on will remain in force during this period.

Yes, you will receive your pay – even if it’s not possible for you to perform your work. Because you are still at work, your employer has the right to decide what tasks you should perform during working hours and assign you to tasks as needed. This also applies to hourly-paid technical/administrative staff.

Part-time teaching staff including student teachers (DVIP) will receive payment for planned lessons (even though these lessons are cancelled). However, the immediate manager should consider the possibilities for distance learning and/or for working from home during this time. 

If you are finding difficult to work at home, for example because you are minding children, who have been sent home from school/preschool, you should discuss your situation with your boss to work out how to organise your tasks in a flexible way that allows you to balance your responsibilities. 

Yes, you can. Talk to your boss about it. Time off in lieu, holiday or other forms of leave that are already planned should be taken as usual.

Your immediate supervisor decides whether you should go to work or work from home. 

In principle, you must do the work you were hired to do. However, in this extraordinary situation, you may be asked to perform other tasks. 

You should pay special attention to the general advice from the health authorities on reducing the risk of infection, including strict hygiene and distancing. You do not have to work from home. This is because the authorities don’t assess the risk of infection in the workplace as higher than in society in general.

In special cases, you and your manager may agree relocation to other assignments or working from home on the basis of a doctor's certificate.  

In connection with the gradual reopening of AU’s campuses, the senior management team has decided that work in the research labs may be scheduled between 7:00 and 23:00 seven days a week during this period. In this extraordinary situation, there is a need for mutual flexibility and willingness to find solutions to how work is to be organised quickly and pragmatically, within the framework of applicable collective agreements and working hours regulations, in order for the few functions that now have access to campus to succeed.

This means that you can make a voluntary agreement to reschedule your working hours in dialogue with your manager and your union representative, if this is possible for you.

In principle, agreed/scheduled holiday must be taken as planned.

The normal holiday rules still apply. You can find additional information about the general rules here.

Please find more information here.

Please find more information here.

You must follow instructions from the health authorities. Do not go to work if you have any symptoms or are ill. Stay at home until you have completely recovered and have been without symptoms for 48 hours.

When a citizen is infected with COVID-19, preventive measures must be taken quickly and effectively in collaboration with government agencies and institutions in order to prevent infection. This includes identification of the people an infected person has been in close contact with. In general, this will be the people the infected person is living with, individual colleagues at work and possibly friends and family.

If you have COVID-19 and have been in close contact with your colleagues, you should notify your immediate supervisor immediately. Your supervisor will then notify any people you have been in close contact with about possible infection. They will be sent home and encouraged to get tested and self-isolate until they know the results of the test.

As usual, you should notify your manager of illness and absence in accordance with your unit’s guidelines. You are not obliged to provide information about the nature of your illness, but in this special situation, you are encouraged to inform your manager if your illness is likely to be a result of coronavirus/COVID-19. This will make it possible for the university to apply for sick leave benefit reimbursement in connection with your absence.

Absence due to illness will be registered as usual.

Read the guidelines for employees and managers: How to handle COVID-19 symptoms and infection at AU

Yes. Until 31 December 2020, parents with children who have been sent home as a result of COVID-19 can receive parental benefits for up to 10 days of absence per child, cf. section 26(a) of the Act on Entitlement to Leave and Benefits in the Event of Childbirth (barselsloven).

It is a condition that:

• Your child is under 14 years of age.
• Your child has been sent home as a result of cases of infection with COVID-19 in childcare centres, schools or institutions, or that your child is infected with COVID-19.
• You – (both parents, if they live at the same address) – cannot work from home.
• You – (both parents, if they live at the same address) – have used all childcare days and any time off in lieu.
• You do not receive pay or take holiday on the days in question.

You must present documentation to Udbetaling Danmark – the Public Benefits Administration to show that your child has been sent home, or present a COVID-19 test which shows that your child is infected with COVID-19. Aarhus University must inform Udbetaling Danmark – the Public Benefits Administration that you cannot work from home and that you do not have any childcare days or time off in lieu available, and that you do not receive pay or take holiday during the same period. Benefits can only be disbursed to one parent per day and only for full days of absence.

Compliance with the general terms and conditions in relation to benefits entitlement, including the employment requirement, in the Act on Entitlement to Leave and Benefits in the Event of Childbirth (barselsloven) is required. Absence must be reported by Aarhus University via www.virk.dk.

The adopted legislation can be found here (in Danish).

All new employees will take up their positions as agreed – however without being able to physically come to work on campus while the university’s buildings are closed. All will receive the agreed salary as usual. An agreement can be made to postpone starting a new position if this is considered appropriate and the immediate supervisor and the new employee agree on this.

On the website ’Onboarding – the final step in a successful recruitment’, you can find advice on how to onboard new employees when working from home.

Information to international employees, PhD students and guests is available here https://ias.au.dk/coronaviruscovid-19/.