Notice period calculator for Denmark under the Salaried Employees Act (funktionærloven): find your notice period, your termination date and whether you are entitled to severance pay.
Danish rules
This calculator applies Danish law and Danish collective agreements. It is for employment in Denmark and does not reflect the rules of other countries.
Fill in the fields and click “Calculate notice period” to see the result
This calculator is based on the Danish Salaried Employees Act (funktionærloven) and gives an estimate of your rights if you work in Denmark. The actual assessment of your case may differ and depends on individual circumstances. If in doubt, we recommend that you contact your trade union (fagforening). The calculator cannot replace legal advice.
The calculator works out the notice period and the termination date under the Danish Salaried Employees Act (funktionærloven, Danish text) — whether it is the employer or the employee who gives notice. It also shows whether there is a right to severance pay (fratrædelsesgodtgørelse) after 12 or 17 years, and the cap on compensation for unfair dismissal. The rules apply to salaried employees (funktionærer) working in Denmark. The calculator is free and requires no login.
The employer's notice period depends on your length of service on the termination date, and the employment always ends at the end of a month (§ 2(2) and (3) of funktionærloven). The rest of the month in which you are given notice therefore counts towards your length of service — and can push you up to the next level.
| Length of service on termination | Employer’s notice | Applies if notice is given no later than the end of |
|---|---|---|
| Less than 6 months | 1 month | the 5th month of employment |
| 6 months to less than 3 years | 3 months | 2 years and 9 months |
| 3 years to less than 6 years | 4 months | 5 years and 8 months |
| 6 years to less than 9 years | 5 months | 8 years and 7 months |
| 9 years or more | 6 months | — |
| Agreed probation period (max. 3 months) | 14 days | termination within the probation period |
The last column assumes employment started on the 1st of a month. If the salaried employee resigns, the notice period is 1 month to the end of a month regardless of length of service — during an agreed probation period, notice is 14 days both ways (§ 2(5) and (6)). A collective agreement (overenskomst) or the employment contract may give longer notice.
The calculator is based on § 2 of the Salaried Employees Act (funktionærloven):
A salaried employee started on 1 January 2022 and is given notice on 15 August 2026. The length of service (4 years) means the employer must by law give 4 months' notice to the end of a month.
An employee hands in their resignation to the employer on 10 May. The employee's notice period is by default 1 month to the end of a month, regardless of length of service.
The notice must have reached the employee before the end of the month from which the notice period is to run. Allow plenty of time.
If the employee has been continuously employed for 12 or 17 years at the termination date, they are entitled to 1 or 3 months' severance pay under § 2 a of the Salaried Employees Act (funktionærloven).
When giving notice during probation, the special 14-day notice must fit within the 3-month probation period itself.
If you resign, you have 1 month's notice to the end of a month. A longer notice period on your side requires a written contract, and the employer's notice period must then be extended correspondingly (§ 2(6)). If a probation period has been agreed, you can resign with 14 days' notice if you leave within the 3 months.
Your resignation must reach your employer no later than the last day of the month if the notice period is to run from the following month.
Always check your employment contract. Although the Salaried Employees Act (funktionærloven) sets minimum notice periods, better terms may have been agreed locally.
The Act sets minimum notice periods. Collective agreements and individual agreements can give the salaried employee better terms, but not worse. Always check your own agreements before relying on a calculation.
The Danish Salaried Employees Act (funktionærloven) covers, among others, employees in commerce and office work, warehouse clerks, technicians, clinical staff and supervisors who work on average more than 8 hours a week and are subject to the employer's instructions (§ 1). If the Act does not apply, the notice period follows the collective agreement or the contract — often shorter, and for hourly-paid workers typically counted in days or weeks. The calculator only applies the Salaried Employees Act.
Content last reviewed October 2026.