In Denmark, many wage and working conditions are agreed between the employee and employer organisations. This takes place in collective agreements which are signed by the trade unions and employers’ associations.
Agreements - the Danish model
In Denmark, many wage and working conditions are agreed between the employee and employer organisations. This takes place in collective agreements which are signed by the trade unions and employers’ associations. Collective agreements contain regulations regarding your salary, working hours, training, pension and rules governing salary during illness and terms of notice. Denmark does not have a tradition of legislating in this area. This is why we talk about the “Danish labour market model”.
No-strike agreement in the settlement period
Once a settlment has been reached, a no-strike period comes into force. Among other things, this means that employees are not allowed to strike or lock-out during the period of the settlement. If conflicts arise, they must be resolved by the labour market parties themselves without the state becoming involved in negotiations or finding a solution.
37 hours a week
Normal, full-time employment is 37 hours a week. As an employee you earn the right to paid holiday. All employees have the right to fi ve weeks’ holiday a year. Both men and women have the right to maternity leave. There are strict rules governing health and safety at work. Children under 13 are not allowed to work outside the home.
Trade unions
A tradition In Denmark, there is a tradition for employees to be a member of a trade union. The trade unions safeguard the interests of their members in relation to employers, ensuring reasonable salary and working conditions. A trade union is not the same as an unemployment fund.
Ensures orderly conditions
There is also a tradition for employers to be members of organised associations. Most employers and their associations are happy to work together with trade unions. They see it as an advantage that employees thrive and feel satisfied in the workplace. At the same time, collective agreements ensure stability and orderly conditions in relation to wage increases, strikes and working hours.
Freedom of association
In Denmark, the principle of freedom of association applies. This means that it is up to the individual employee to decide whether to become a member of a trade union. For this reason, an employer may not demand trade union affiliations in connection with the hiring or dismissal of an employee. Nor can colleagues demand that a person join a particular trade union. Many employees decide to become a member of the trade union that has a collective agreement with their employer.
Typically, trade unions are divided up according to occupation and work area. Your choice of trade union will ultimately depend on your education and fi eld of work. As a trade union member you must pay a membership fee.
Credits: The Danish Immigration Service
