For salaried employees, probation is max 3 months and must be agreed in writing. For other employees, probation depends on the collective agreement or individual contract — typically 1–3 months. There is no statutory automatic probation; it must appear in your employment contract to be valid.
Employment law
Probation Period and Notice Period – Your Rights in 2026
A complete guide to probation periods and notice periods in Denmark. Rules for salaried employees, what employers can do during probation, notice periods by seniority, and severance pay.
Step-by-step guide
- 1
Understand what probation means legally
A probation period is an agreed period at the start of employment when either party can terminate with shorter notice than normal. Probation must be agreed in writing in your contract — there is no automatic probation in Danish employment law. For salaried employees (funktionærer), probation can last max 3 months. During probation, the employer can dismiss you with 14 days' notice, and you can resign with 14 days' notice — unless your contract states a shorter period.
- 2
Know the rules for termination during probation
During probation, termination rules are more flexible than in regular employment. The employer does not need to give a valid reason for dismissal during probation — that is one of the reasons probation exists. However, there are exceptions: you cannot be lawfully dismissed because of pregnancy, parental leave, illness, race, gender, age, or trade union membership — not even during probation. If in doubt, contact your trade union or a-kasse.
- 3
What happens after probation?
When probation ends, you automatically move to the standard notice periods. For salaried employees, the Salaried Employees Act notice periods apply based on seniority: 1 month (under 5 months of employment), 3 months (over 5 months), 4 months (over 3 years), 5 months (over 6 years), and 6 months (over 9 years). Non-salaried employees follow the collective agreement or notice periods agreed in the contract — typically 1 month to the end of a month.
- 4
Understand notice periods as an employee
Notice period is the time you are entitled to from the employer before your end date, and the period you must give notice in yourself. From your side, notice is typically 1 month to the end of a month — unless the contract says otherwise. From the employer's side, notice depends on your seniority and employment type. Remember: notice runs from the date termination is received in writing — not from the date you sign.
- 5
Check whether your termination is lawful
Outside probation, dismissal by the employer must as a rule be lawful — i.e. justified by company or employee circumstances. Unlawful grounds include pregnancy, illness, trade union activity, and discrimination. If you have been employed for more than 12 months in a company with more than 10 employees, you are also protected by the Employment Contracts Act and can request a written reason. Contact your trade union if you are unsure whether a termination is lawful.
- 6
Document everything in writing
Whether you resign or receive termination, written documentation is essential. Termination should always be sent by email or letter — verbal termination is hard to prove. Confirm receipt in writing with the date. Save all messages, meeting notes, and emails from the period leading up to termination. If you received warnings, check that they were well-founded and that procedure was followed correctly. All documentation can matter if a dispute arises.
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Frequently asked questions
During probation, the employer can dismiss you without stating a valid reason — that is the purpose of probation. However, anti-discrimination rules still apply: you cannot lawfully be dismissed because of pregnancy, illness, race, gender, age, religion, or trade union membership, even during probation. If in doubt, contact your a-kasse or trade union.
A salaried employee with over 5 months of seniority is entitled to 3 months' notice from the employer. After 3 years it rises to 4 months, after 6 years to 5 months, and after 9 years to 6 months. These notice periods apply from the end of the month in which notice is given.
Salaried employees are entitled to severance pay upon dismissal if they have been employed for at least 12 years: 1 month's salary after 12 years and 3 months' salary after 17 years. Severance lapses if the employee resigns, retires, or accepts a new job with the same employer. It is paid in addition to normal salary during the notice period.