You must provide the essential terms in writing (a statement of terms). A full contract both parties sign is the safest way to do that, but the law requires the information — not a particular form. Oral agreements are still agreements; they are just harder to prove.
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Employment contracts and statements of terms in Denmark
What an employment contract must contain, when you must provide the terms, and how to avoid the usual mistakes. Guidance for employers — not legal advice.
Step-by-step guide
- 1
Written terms are not optional
The Danish statement-of-terms rules require you to inform the employee of the essential conditions of employment. That applies even if you call it “a loose agreement” or have only spoken about the job. A signed contract is the clearest way to meet the duty and to make sure you and the employee agree. Without written terms it is your word against theirs if pay, hours or notice are disputed.
- 2
What the contract should cover as a minimum
Include the parties (name, address, CVR), place of work, job title and a short description of the work, start date, whether the role is fixed-term, pay and pay date, normal working hours, holiday, notice periods, any probation, and which collective agreement applies if you are covered. If one of those is missing, the statement is incomplete. Add confidentiality, secondary employment and IP if they matter for the role.
- 3
Know the deadlines: 7 days and 1 month
After the 2023 changes, the most central terms should as a rule be provided within 7 calendar days of the start of employment. Remaining terms within 1 month. The rules apply to employees averaging more than 3 hours a week over a 4-week period. Provide the terms before day one if you can — it is both kinder and safer. Always check the current Act on retsinformation.dk, as details can change.
- 4
Use a template — but adapt it to the role
A good template from your employers’ organisation, accountant or lawyer is a starting point, not a finished document. Salaried employees, hourly staff, apprentices and managers sit in different frameworks. A collective agreement binds you if you are a member or follow it. Do not copy a contract from the internet without checking it matches Danish law and your agreement. Fill in date, title and pay before anyone signs.
- 5
Changes to terms must also be documented
A pay rise, new workplace, changed hours or new title should appear in writing. An email both have confirmed can be enough for a simple change; larger changes belong as an addendum to the contract. Notice for material changes typically follows the dismissal notice — you cannot cut pay or move the workplace overnight without following the rules. Keep a record of what you sent and when.
- 6
Get help before you sign the wrong thing
Non-compete and non-solicit clauses, bonus, a company car, cross-border remote work and dismissing key people are areas where a template quickly goes wrong. Use your employers’ association, an employment lawyer or the union that holds the agreement. This guide helps you get started — it does not replace advice on your specific case.
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Frequently asked questions
The most central terms should as a rule be given within 7 calendar days after employment has started. Remaining terms within 1 month. Provide everything before the start date if you can. Check the current statement-of-terms Act if you are unsure which fields count as “central”.
Only as a draft, and only if you know it fits salaried/non-salaried staff and any collective agreement. A template missing notice, probation or pay is worse than nothing because it looks official. Have it reviewed the first time you hire — then reuse your own adapted version.
The statement-of-terms rules apply to employees. Genuine self-employed people with a CVR and their own clients are typically not covered. The line between employee and self-employed is decided by the real relationship — not by what you call it. Agency temps often have a contract with the bureau. If in doubt, get a legal view before you “just invoice”.
The employee may in some cases claim compensation, and you are in a weaker position if pay, hours or notice are disputed. It is cheaper to send a complete statement on time than to argue about it a year later. This is not an exhaustive account of the legal effects — get specific advice in a dispute.