NEWS
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TimePlan, TimeMap, and Timegrip are now one unified brand.
TimePlan, TimeMap, and Timegrip are now one unified brand.
1. November 2023

Is your business ready for the holiday season, working time regulations, and allowances?

 

With the festive season approaching, it’s essential to ensure compliance with holiday rules, allowances, and working time regulations. Which days are official public holidays, how should you plan employee time off, and when are additional allowances required? 

 

Timegrip is your partner in navigating these questions and many others that may arise during the holiday season. We assist with:

  • Planning employee holiday schedules
  • Gaining an overview of agreements
  • Recording working hours – even during irregular shifts

 

For some businesses, Christmas is a time for relaxation and time off, while for others, it involves busy schedules, irregular working hours, overtime, and additional allowances. Here’s what you should keep in mind:

 

 

Holidays and days off during Christmas

 

The 24th and 31st of December are commonly treated as non-working days in Denmark, often without salary deductions. However, these dates are not officially recognised as public holidays, meaning employees are generally expected to work unless otherwise agreed.

 

Official public holidays during the festive season include Christmas Day (25th December), Boxing Day (26th December), and New Year’s Day (1st January). On these days, employees are entitled to time off without using their holiday allowance.

 

 

Working on public holidays

 

In certain sectors, such as retail and hospitality, it may be necessary for employees to work on public holidays. Denmark’s Shop Closing Law regulates when businesses can operate during the festive season. These rules are available on the Danish Business Authority's website.

 

But what about payment for overtime or allowances on public holidays? Unless otherwise agreed, this is not mandatory, as employees are only entitled to their regular pay, even on public holidays.


However, it is the individual agreement and labour market regulations that ultimately determine the outcome, and the answer is often found there. With Timegrip, you can enter the relevant agreements directly into the system, which will automatically account for calculating allowances on all public holidays throughout the year.

 

 

Collective closures and mandatory leave

 

If your business experiences a quiet period during the holidays, you might consider a collective closure. This requires a minimum notice of one month.

 

If you decide to close, employees must use their accrued holiday allowance during this period. Key considerations include:

  • Employees with fewer than 15 accrued holiday days can be required to take unpaid leave.
  • Employees with more than 15 accrued holiday days must reserve enough for the closure period. If they fail to do so, the employer must pay their salary during the closure.

 

 

Plan ahead for a smooth holiday season

 

It’s essential to plan ahead to ensure compliance with holiday regulations, including scheduling and potential collective closures. Timegrip can support you with:

  • Creating holiday schedules for Christmas (and beyond)
  • Recording working hours, even during irregular shifts
  • Navigating the specific rules outlined in your company’s agreements

 

As an employer, it’s your responsibility to ensure these regulations are adhered to.

 

Feel free to contact us to discover how Timegrip can assist your business throughout the festive season and the rest of the year.

Let’s find the right solution for you

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