Guide: Resignation and termination

If you are resigning from your job

Understand your notice period
If you’re covered by the Danish Salaried Employees Act (funktionærloven), your notice period is typically the current month + one month, after your probation period ends.

Example: If you resign in February, your last day will be March 31.

During the probation period
Within the first three months, your contract may include a shorter notice period – for example, one day or 14 days. The notice must be able to take effect during the probation period to be valid.

Extended notice agreements
Some contracts contain mutually extended notice periods. Check your contract and reach out if you're unsure – we’re here to help.

How to resign properly
A resignation must be in writing. Send it by email to ensure documentation. You can also hand it in physically – just make sure to get proof of timely delivery.

Starting a new job?
Don’t resign until you’ve received a signed employment contract from your new employer. A verbal or informal offer isn't enough unless all terms are clearly specified in writing.

If you have been terminated

Notice period based on seniority
For salaried employees, the Danish Salaried Employees Act applies:

Termination during probation
If a probation period is agreed upon, your employer can terminate you with 14 days' notice during the first three months.

You’re entitled to a reason
You can always request a written explanation for your termination. We’re happy to assess whether the reason is legally valid – and whether you may be entitled to compensation.

Unlawful dismissal?
A termination must never be based on discriminatory factors such as pregnancy, disability, or age.

Termination agreement
Some dismissals end with a termination agreement outlining your departure terms—such as release from duties, severance, and vacation pay.

Guide: Termination from your job? Here’s how to move forward