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:
The calculation of the employment requirement is digitised, and Udbetaling Danmark – the Public Benefits Administration is 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).
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.
You are entitled to 6 weeks of absence 6 weeks prior to the expected date of childbirth. The expected date of childbirth is included in the pregnancy leave.
As a rule, your pregnancy leave is scheduled according to your general practitioner’s estimation of the expected date of childbirth. If it appears from your medical record that based on an ultrasound scan performed between week 12 and 20, the expected date of childbirth has changed, this date will be used instead. In case of a planned caesarean section, this will be the expected date of birth.
If you give birth to your child earlier than expected, your pregnancy leave will be shorter than 6 weeks.
If you give birth to your child later than expected, your pregnancy leave will be longer than 6 weeks. However, it will not imply a reduction of the maternity leave to which you are entitled after childbirth.
Subject to agreement with your immediate superior, it is possible for you to work part-time during pregnancy leave.
You must notify your immediate superior of the expected date of childbirth and the extent to which you wish to take pregnancy leave no later than 3 months prior the expected date childbirth.
In this connection, you must submit form 1 - MOTHER.
You are obligated to take maternity leave for the first 2 weeks after childbirth, after which you are entitled to maternity leave for the following 12 weeks.
If you wish to take maternity leave following the first 2 weeks after childbirth, you must notify your immediate superior of when you wish to resume work no later than 8 weeks after childbirth.
Subject to agreement with your immediate superior, you can resume work partially (not within the first 2 weeks after childbirth, however), with or without a corresponding extension of the period of leave. The Parental Leave Act does not lay down any notification rules for mothers, who wish to return to work within 8 weeks after childbirth. However, we encourage you to notify your immediate superior as soon as possible.
Subject to agreement with your immediate superior, you can also resume work fully, but the remaining weeks of maternity leave cannot be deferred to be taken later, e.g. during the period of parental leave.
In this connection, you must submit parental leave form 2.
Parental leave is normally taken from week 15 after your maternity leave. You are entitled to 32 weeks of parental leave. The child’s father 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 can share between yourselves as you choose. 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, 6 weeks of parental leave are earmarked for you as a mother. You are entitled to full pay during these 6 weeks. If the child’s father is also covered by the Danish State's Agreement on Maternity, Paternity, Adoption and Parental Leave (the parental leave agreement), he is entitled to 7 weeks of parental leave with full pay. Together you are furthermore entitled to 6 weeks with full pay, which you can share between yourselves as you choose. If the child’s father is not covered by the parental leave agreement, you are entitled to the 6 additional weeks with pay, i.e. a total of 12 weeks with full pay. This applies regardless of whether the father takes more than 6 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 with or without an extension of the parental leave.
Read more in the parental leave guidelines.
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.
See example in the parental leave guidelines.
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 superior, 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 and fill in and submit leave form 3.