In order to be eligible for benefits on childbirth under the current rules, employees must be employed for an unbroken period of the 13 weeks preceding the beginning of the leave period, and during this period they must have worked a total of at least 120 hours. Today, this employment requirement is calculated based on the data reported by the employee or the employer.
Effective from 1 July 2018, the employee must still be employed either the day before or on the first day of the leave period. In addition, the employee must have reported at least 160 hours to the income register over the past four calendar months – and for at least three of those months the employee must have worked at least 40 hours per month. The new requirement is intended to ensure that the employee's employment is current and of a certain duration and extent.
The calculation of the employment requirement will become digitalised with effect from 1 January 2018, and Payment Denmark (Udbetaling Danmark) will be able to verify benefits claims against the income register.
Flexibility for fathers and co-mothers
Today, fathers and co-mothers are entitled to two weeks of leave after childbirth or – if so agreed with the employer – within the first 14 weeks after childbirth, and there is currently a requirement for the two weeks to be taken consecutively.
Effective from 1 July 2018, fathers and co-mothers will be allowed to split their leave into non-consecutive periods so long as the leave is taken within the first 14 weeks after childbirth and subject to agreement with the employer.