Release from duty

When an employee is dismissed, the management may decide to release the employee from duty during all or some of the notice period, if deemed appropriate by the management.

When an employee is released from duty, he or she will not be required to perform his or her duties or be available during the release period, but the university must, as a general rule, pay salary to the employee until the end of the term of notice.

This means that the employee will be free to apply for and start other work during the release period without having to hand in a counter-notice to the university.

An employee who is released from duty has a duty to mitigate loss.  This means that the employee must actively seek other employment. If the employee released from duty finds other work, his or her income must be reported to the university.

For non-salaried employees covered by a collective agreement, the university is entitled to fully set off income from other work in the employee’s salary to be paid during the release period.

Salaried employees covered by a collective agreement are entitled to a minimum level of compensation corresponding to three months’ salary according to section 3 of the Danish Salaried Employees Act (Funktionærloven). However, if the salaried employee is released from duty during the term of notice, the minimum level of compensation is only payable up to the end of the term of notice.    

 

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