With one of the biggest holidays of the year swiftly approaching, it’s important to ask: is your business up to speed with the public holidays, allowances, and working regulations that Christmas brings? Understanding the actual rules for days off and holiday entitlements during this festive period is necessary. Which days are officially public holidays, and will your employees be working or taking time off? Also, when should allowances or supplements be paid?
Let TimePlan assist you with these and other questions you might have during the Christmas holidays, offering support in areas such as:
- Arranging your employees’ time off or annual leave
- Overseeing collective agreements
- Managing working hours, even at unconventional times
Christmas can be a period of relaxation and holiday for some companies, while for others, it brings a flurry of activity, irregular working hours, overtime, and bonus payments. Here is what you should be aware of:
Days Off and Vacation Time During Christmas
In Denmark, most people typically have December 24th and 31st off, often without any reduction in their salary. However, these dates are not official public holidays but standard working days, where employees are expected to follow their normal working schedule.
The official Christmas holidays in Denmark are Christmas Day (25th December) and Boxing Day (26th December). Additionally, New Year’s Day (1st January) is also recognised as a holiday around Christmas. On these days, employees are entitled to take time off without dipping into their annual leave.
Working on Public Holidays
Certain businesses, such as retail and parts of the hotel and restaurant sectors, may require their employees to work on public holidays. The Danish ‘lukkelov’ sets specific rules for when shops can remain open, covering the Christmas and New Year period. These regulations can be found on the Danish Business Authority’s website.
But are you obliged to pay extra for overtime or allowances when your staff works on public holidays? Generally, unless otherwise agreed, there’s no requirement to do so, as employees are usually entitled to their regular pay, despite the holiday status of the day.
However, the final decision often lies with the individual collective agreements and labour market rules, which may vary. These agreements will typically provide the answer to whether your employees should receive additional pay on public holidays. TimePlan allows you to input these collective agreements into our system, which then automatically calculates any necessary supplements for all public holidays.
Closing for the Holiday Season
If the Christmas period is a relatively quiet time for your business, you might consider a collective closure. However, it’s important to note that such a closure should be communicated to your employees at least one month in advance.
If you decide on a closure, your employees are required to take time off, which may be at their own expense. You should be aware of how much annual leave each of your employees has accrued:
- If an employee has less than 15 days of holiday accrued, they should take the time off at their own expense.
- If an employee has accrued more than 15 days of annual leave, as an employer, you must ensure they reserve leave days for this period. Failure to do so means you are obligated to pay their salary during the business closure.
Planning in Advance
For employers, gaining an early understanding of the rules for public holidays is important. This foresight is essential not only for creating rosters but also if you are considering closing your business during the holidays.
TimePlan can help you with:
- Employee scheduling for Christmas and throughout the year
- Tracking work hours, including irregular ones
- Understanding the rules from relevant collective agreements
As a manager, you have the responsibility to ensure these rules are adhered to.
Contact us to explore how TimePlan can be beneficial for your business during Christmas and beyond.
