Danish Feriepenge benefit

Denmark has a system called feriepenge, which is a form of vacation fund for employees. It is mandatory for all employees, where employers are responsible for contributing to this fund. The funds accumulated in the feriepenge are accumulated throughout the year, and the amount depends on the employee's salary. Based on the amount accumulated, employees can draw on additional funds during their vacation, enhancing the quality of their vacation.

The system is part of a broader social security program aimed at supporting employees during their breaks from work. Thanks to feriepengene, working people can enjoy a more comfortable vacation with financial stability. Such a mechanism plays an important role in the Danish welfare model, which strives for work-life harmony. Feriepenge, as one of its key elements, emphasizes the importance of rest and balance in employees' lives.

If you need assistance in obtaining Feriepenge, we encourage you to use our services. The documents are handled by our experienced specialists, who help you fill out all the forms and send them on to the relevant authorities. We also correspond with the authorities on behalf of our clients.

Feriepenge - basic information

Feriepenge is a form of vacation support that is designed to help employees taking a job in Denmark cover vacation expenses. This benefit makes it possible for employees to choose from a rich spectrum of leisure activities. This type of arrangement avoids putting a strain on employees' personal finances, providing them with a stress-free rest and the opportunity to gather their strength before returning to work.

The official FerieKonto account receives 12.5% of the employee's gross salary, which is transferred by the employer. Labor market contributions and possible income tax are deducted from this amount. The rest of the funds, after deducting these fees, are sent directly to the employee's NemKonto account through FerieKonto.

Each month an employee earns about 2.08 days of vacation, which translates into 25 days per year, or 5 weeks. Vacation leave can be taken with some delay. For example, after working the entire year 2024, accumulated vacation days will be available from May 1, 2025 to the end of April 2026. It is important that at least three weeks of vacation be taken during the holiday period, which, according to established Danish law, runs from May 1 to September 30.

Feriepenge is usually paid out in the summer, allowing employees to use the money during the vacation. However, if for some reason you need an earlier payout during a different period, you should contact the Feriepenge fund appropriate for you to do so. Some funds offer flexible payouts that can accommodate extraordinary and/or unexpected circumstances, such as financial emergencies or special vacation plans. Each situation is unique so to be sure how this can be resolved in your case, it is necessary to provide details of your situation to the office staff member.

The amount of Feriepenge you are entitled to depends directly on the length of your employment and the time worked in a given year. The average amount of this benefit is usually between DKK 10,000 and 15,000. Individual circumstances and the regulations governing each Feriepenge fund affect your ability to receive Feriepenge for previous years. Sometimes there is a specific time limit for claiming outstanding benefits from previous years in which you worked for a Danish employer. To find out details about your Feriepenge benefit, we recommend that you contact the relevant fund dealing with this benefit.

Criteria for granting Feriepenge

In order to receive the Feriepenge benefit, it is necessary to meet several important conditions. It is granted to persons who:
Are legally employed in Denmark, even on a part-time basis.
2. Regularly pay contributions to the Danish social security system.
3. Are registered with the Danish labor office (Jobcenter).
4. They are entitled to annual leave.
5. They have made sure that their employer has reported their vacation information to the appropriate Feriepenge fund.
6. They have worked at least 240 hours during the year.

You are not required to be a Danish citizen to qualify for Feriepenge. In fact, even if you are not a Danish citizen, you may be eligible for this benefit, provided you meet the above employment criteria.

Feriepenge may not be granted in several cases:
- Persons with commission or work contracts: You are not entitled to Feriepenge if you are an employee with a commission or work contract, unless your contract contains appropriate provisions for this benefit.
- Lack of vacation planning: If an employee does not plan to take vacation, Feriepenge will also not be paid.
- Receipt of unemployment benefits: Individuals who receive unemployment benefits are not eligible to receive Feriepenge.
- Resignation or dismissal: Employees who have resigned or been laid off are also not entitled to this benefit.
- Piecework or commission pay: Difficulties in obtaining Feriepenge may arise for those who are paid on a piecework or commission basis.

In the event of a change of employment, the responsibility for the payment of accumulated Feriepenge funds rests with the previous employer. This means that it is the employer with whom the employee was employed before the change of employment who is obligated to transfer the accumulated funds. He or she should settle any Feriepenge-related claims until the employment relationship ends.

If you are not eligible to receive Feriepenge, it is worth considering alternative options. Checking available forms of financial support or other vacation benefits may be helpful. Also, it is a good idea to inquire with the Feriepenge fund about possible alternative programs for those who do not meet the standard requirements. In addition, planning your vacation expenses in advance will allow you to better prepare for a possible lack of additional financial assistance from the state.

How to receive Feriepenge funds

Feriepenge is an allowance that is collected throughout the working year and, in the vast majority of cases, given to employees before the start of their vacation, usually in the summer, during months such as June or July. The payment of this benefit is dependent on the employer and on arrangements made individually between the employer and the employee.

Under Danish labor law, employees are entitled to a Feriepenge of 12.5% of their gross annual salary. Tax of about 8% is deducted from this amount, which means that 92% of the amount due goes into the employee's bank account.

The amount an employee can receive depends on several factors. It mainly depends on whether you are trying to recoup funds for leave that has already been taken, or whether your stay in Denmark in the course of your work is coming to an end and for this reason you want to pay out all the funds you have accumulated so far.
- Feriepenge, when it covers the cost of vacation taken, corresponds to the number of vacation days in a given year, and the payout amount depends on the value of each day, which is determined by dividing the total accumulated funds by the number of possible vacation days. The value of one day can vary considerably, ranging from several hundred to even several thousand Danish kroner, depending on individual circumstances.
- In the event of termination of employment, the employee can apply for payment of cash equivalent for unused Feriepenge, allowing the accumulated funds to be recovered. If one leaves the Danish labor market permanently, one must apply for payment of the entire accumulated amount from the vacation fund, regardless of the number of vacations taken.

In order to obtain Feriepenge, you should first draw up a short document detailing the months for which you expect to receive the benefit. It should be drawn up in either Danish or English. It is also necessary to attach to the form a scan of a valid identity document, such as an ID card. In addition, you need to provide documents confirming your entitlement to annual leave and current employment. Required documents include information on the number of vacation days and the first vacation day, the date of your last day of work if you are leaving the Danish labor market, and a copy of your employment contract if you do not have a NemID to confirm your entitlement to the payment.

As requirements may vary depending on the Feriepenge fund in question, it is advisable to contact the fund directly to receive detailed information.

When requesting a Feriepenge disbursement, an employee can receive the funds at the earliest one month before the planned vacation. Normally, the disbursement of funds takes place 8-10 weeks after the end of a given pay month. However, if the reservation of vacation funds is made less than four weeks before the planned vacation, the money will be paid out within four working days. Also note that if you change your place of work or type of employment, the Feriepenge payment deadline may be extended.

In order to recover funds from previous years, it is necessary to contact one of the private vacation funds. As there are many such funds, you must make sure yourself which one your money has been transferred to, and make the appropriate request for payment there. In Denmark, many people choose to carry over unused vacation pay to the next year, which is also worth considering.

If you prefer an alternative solution instead of receiving Feriepenge, you should contact the relevant fund directly and inform them of your decision. Other options are possible, such as donating the benefit to charity or social support, for example. It's also a good idea to consult directly with your Feriepenge fund to discuss your individual situation and find the best solution tailored to you.

As an employee, you may find yourself in a situation in which your salary or vacation pay is not paid on the agreed date, as previously agreed with your employer. The reasons for this situation can range from a lack of willingness or ability to pay on the part of the employer to technical errors. In order to recover the outstanding funds, further steps must be taken, which will depend on the reason for the delay. Direct contact with the employer will help determine why the salary has not been paid. Regardless of the answer given, it is crucial to act quickly to avoid delays that may subsequently result in the loss of rights to the Wage Guarantee Fund (Lønnsgarantien).

Types of employment contracts and their impact on Feriepenge entitlement

In Denmark, the right to Feriepenge (holiday pay) is linked to your status as an employee, not to one specific type of contract. However, the way Feriepenge is earned, calculated and paid out can differ depending on whether you have a permanent, temporary, hourly, zero‑hour or freelance‑type arrangement. Understanding how your contract affects your holiday entitlement helps you check whether your employer is complying with the Danish Holiday Act and whether your Feriepenge is calculated correctly.

Standard permanent employment (monthly paid employees)

Most full‑time and part‑time employees on permanent contracts are paid a fixed monthly salary. In this case, you normally receive paid holidays instead of a separate Feriepenge payout.

Key points:

• You earn 2.08 days of paid holiday per month of employment, i.e. 25 days (5 weeks) per holiday year when employed the whole year.
• Instead of Feriepenge at 12% of your salary, you usually receive your normal monthly salary during holidays plus a holiday supplement (ferietillæg).
• The statutory minimum holiday supplement is 1% of your qualifying salary, but collective agreements often grant a higher rate (for example 1.5% or more).
• Your employer reports your earned holidays and holiday supplement to the Danish authorities, and the information is visible in your online holiday overview (e.g. via borger.dk).

If you leave your job, any unused paid holidays and accrued holiday supplement must be converted into Feriepenge and reported, typically to FerieKonto or another approved holiday scheme. You will then receive the amount as Feriepenge when you take holiday after the end of employment.

Hourly paid employees and temporary contracts

Employees on hourly contracts, fixed‑term contracts or other non‑monthly arrangements usually do not receive paid holidays in the form of continued salary. Instead, they earn Feriepenge as a separate amount.

For these contracts:

• You earn 2.08 days of holiday per month of employment, the same as other employees.
• Your employer must set aside Feriepenge equal to 12% of your holiday‑qualifying pay. This includes hourly wages, overtime, bonuses and most taxable supplements.
• The employer pays the 12% to FerieKonto or another approved holiday fund. The amount is then paid out to you when you take holiday or when you meet the conditions for payout.
• You do not normally receive the 1% holiday supplement, because your holiday benefit is already paid as 12% Feriepenge instead of full salary during holidays.

Short‑term and seasonal workers are fully covered by the Danish Holiday Act as long as they are employees. Even if you only work a few weeks, you still earn holiday days and Feriepenge proportionally to your earnings.

Part‑time work and reduced hours

Part‑time employees have the same legal right to 25 days of holiday per year as full‑time employees. The difference is that both your holiday pay and the value of each holiday day are based on your actual working hours and salary.

Important aspects:

• You still earn 2.08 days of holiday per month, regardless of whether you work 10, 20 or 37 hours per week.
• If you are monthly paid, you receive your regular part‑time salary during holidays plus at least 1% holiday supplement.
• If you are hourly paid, you earn Feriepenge at 12% of your actual earnings, not of a hypothetical full‑time salary.
• If your working hours change (for example from full‑time to part‑time), the value of your future holidays will reflect your new salary level from the date of change.

When you change your working hours, it is important that your employer correctly reports your salary and holiday basis so that your Feriepenge and paid holidays are calculated on the right income.

Zero‑hour contracts and irregular work patterns

In Denmark, so‑called zero‑hour contracts or very flexible “as needed” arrangements are treated like other employment contracts as long as you are legally considered an employee. The absence of a guaranteed number of hours does not remove your right to holiday.

For zero‑hour and highly irregular contracts:

• You earn holiday for each month in which you work and receive salary, even if the number of hours varies from week to week.
• Feriepenge is calculated as 12% of your total holiday‑qualifying earnings in the period, similar to other hourly paid workers.
• Because your income fluctuates, the amount of Feriepenge you receive when taking holiday will also vary depending on how much you have earned.

Employers sometimes mistakenly assume that very casual workers are not entitled to Feriepenge. This is incorrect if there is an employment relationship. As long as you are on the payroll and subject to the employer’s instructions, Feriepenge must be accrued and reported.

Fixed‑term contracts and project‑based employment

Employees hired for a specific period or project (for example 6 months, 1 year or until a project is completed) are covered by the same holiday rules as permanent staff.

Depending on the contract and any collective agreement:

• You may receive paid holidays with salary and a holiday supplement, or
• You may receive Feriepenge at 12% of your earnings instead of paid holidays.

When a fixed‑term contract ends, the employer must ensure that all earned but unused holidays are converted into Feriepenge and reported correctly. You keep the right to use those holidays and Feriepenge in a later employment or, under certain conditions, to have them paid out.

Freelancers, consultants and self‑employed persons

Freelancers and consultants often work under contracts that formally classify them as self‑employed rather than employees. In such cases, the Danish Holiday Act does not apply, and there is no automatic right to Feriepenge.

Key distinctions:

• If you are genuinely self‑employed (you invoice clients, bear your own business risk and are not under the same control as an employee), you must finance your own holidays. You do not earn Feriepenge at 12% and you do not receive the 1% holiday supplement.
• If your “freelance” contract in practice functions like an employment relationship (for example you work fixed hours, use the employer’s tools, and cannot freely send a substitute), you may legally be considered an employee. In that case, you are entitled to Feriepenge under the Holiday Act, regardless of the contract label.

Borderline cases are common, and misclassification can mean that Feriepenge has not been paid correctly. If you suspect that you have been treated as self‑employed but should have been an employee, it can be worth having your situation reviewed by a specialist.

Student jobs, internships and traineeships

Students and trainees who receive salary for their work are usually treated as employees and therefore earn Feriepenge on the same basis as other hourly or monthly paid workers.

Typical rules:

• Paid student jobs and paid internships: you earn holiday and Feriepenge based on your salary (either 12% Feriepenge or paid holidays with a holiday supplement, depending on the contract).
• Unpaid internships that are purely educational: no salary means no Feriepenge, because there is no holiday‑qualifying income.

Many student contracts are part‑time and hourly based, so Feriepenge at 12% of earnings is the most common model.

Collective agreements and company policies

On top of the statutory rules, many sectors in Denmark are covered by collective agreements that improve holiday conditions. These agreements can influence how Feriepenge is handled for different contract types, for example by:

• Increasing the holiday supplement above the statutory 1% for monthly paid employees
• Granting additional paid days off (feriefridage) separate from the 25 statutory holiday days
• Setting specific rules for how holiday is planned and when Feriepenge is paid out

Company policies cannot reduce your statutory rights but may give you better conditions. Always check both your employment contract and any applicable collective agreement to understand exactly how your Feriepenge is calculated and paid.

How your contract type affects your practical Feriepenge rights

Regardless of the contract type, the core principles are the same: you earn holiday continuously as you work, and you are entitled to either paid holidays with salary or Feriepenge at 12% of your holiday‑qualifying income, plus at least a 1% holiday supplement for monthly paid employees. The main differences between contracts relate to:

• Whether you receive full salary during holidays or a separate Feriepenge payout
• Who administers your holiday funds (employer, FerieKonto or another holiday scheme)
• How variable income (overtime, supplements, bonuses) is included in the holiday basis

If you are unsure whether your contract has been classified correctly or whether your Feriepenge has been reported and taxed in line with Danish rules, it is advisable to have your payslips, holiday overview and contract reviewed by a professional familiar with Danish payroll and holiday legislation.

Feriepenge for cross-border workers and international employees in Denmark

Cross-border workers and international employees in Denmark are generally covered by the same Feriepenge (holiday pay) rules as Danish residents. If you work in Denmark and are covered by the Danish Holiday Act, you normally earn 2.08 days of paid holiday for each month of employment, which equals 25 days per holiday year when you work full time. Feriepenge is usually 12.5% of your qualifying salary, unless you are on a scheme with paid holidays instead of a separate holiday allowance.

Who is considered a cross-border or international employee

You are usually treated as a cross-border or international employee if you:

• Live in another country (for example Germany, Sweden, Poland) and commute to work in Denmark
• Are posted to Denmark by a foreign employer but pay tax and social contributions in Denmark
• Are an expat hired directly by a Danish employer on a Danish employment contract
• Work partly in Denmark and partly in another EU/EEA country or Switzerland

The key factor is where your employment is legally placed and which country’s rules apply to your holiday rights. In many cases, if you are working physically in Denmark and your salary is taxed in Denmark, the Danish Holiday Act and Feriepenge rules will apply.

When Danish Feriepenge rules apply to cross-border workers

Danish Feriepenge rules typically apply when:

• You have a Danish employer or a foreign employer with a registered entity in Denmark
• Your employment contract states that Danish law or the Danish Holiday Act applies
• You are insured in the Danish social security system (for example have a Danish CPR number and are covered by Danish labour market schemes)

If you are posted to Denmark from another EU/EEA country and remain under your home country’s social security rules (for example with an A1 certificate), your holiday rights may instead follow your home country’s legislation or a collective agreement. In such cases, you may not earn Danish Feriepenge, even though you work in Denmark.

Earning and using Feriepenge when you live abroad

As a cross-border worker you earn Feriepenge in the same way as Danish residents. Your employer reports your salary and holiday earnings to the Danish holiday system, and your Feriepenge is usually managed through FerieKonto or a private holiday fund (feriekasse) or pension/insurance company, depending on your sector or collective agreement.

You can normally take your Danish holidays while living abroad, as long as you agree the holiday period with your employer and follow the Danish rules on notice periods and main holiday (3 consecutive weeks between 1 May and 30 September, unless you agree otherwise). Your Feriepenge is paid out when you actually take your holiday, not automatically when you leave Denmark, unless specific conditions are met.

Taxation of Feriepenge for non-residents

If you are a non-resident and your salary from Danish work is taxed in Denmark, your Feriepenge is also taxable in Denmark. The taxation depends on your tax status:

• Normal Danish income tax: Feriepenge is taxed as ordinary salary income in the year it is paid out. It is included in your Danish annual income and subject to municipal tax, state tax and labour market contributions (AM-bidrag 8%).
• Foreign researchers and key employees on the 27% expat tax scheme: If you are covered by the special 27% tax regime (effective tax rate 32.84% including AM-bidrag), Feriepenge earned during the period on this scheme is normally taxed under the same regime when paid out, provided it relates to work performed during the expat tax period.
• Limited tax liability (kildeskat) or cross-border tax scheme: If you are taxed only on Danish-source income, Feriepenge from Danish employment remains Danish-source income and is taxed in Denmark when paid. Double tax treaties may affect how this income is treated in your country of residence.

In many cases, your Feriepenge is taxed at source before you receive it. However, if the tax withheld does not match your final tax liability, you may receive a refund or have to pay additional tax after the annual tax assessment in Denmark.

Feriepenge when you leave Denmark permanently

If you stop working in Denmark and move abroad, you do not automatically lose your Feriepenge. The general rules are:

• Feriepenge already earned remains in FerieKonto or the relevant holiday fund until you either take the holiday or the funds expire under Danish rules.
• You can usually apply to have Feriepenge paid out when you take holiday after leaving Denmark, even if you are no longer resident there.
• In some situations, for example when you permanently leave the Danish labour market and have no possibility to take the holiday, you may apply for early payout of remaining Feriepenge. The conditions are strict and depend on current Danish regulations.

When you move, it is important to update your contact details and bank information in the Danish systems so that Feriepenge can be paid to a foreign bank account if needed. International transfers may involve additional fees and processing time.

Coordination with foreign holiday systems

If you work in more than one country, you may be covered by different holiday systems at the same time. For example, you might:

• Earn Feriepenge in Denmark under the Danish Holiday Act
• Accumulate holiday rights in your home country under local labour law or a collective agreement

These systems do not cancel each other out. However, you must coordinate your holiday periods with your employer(s) so that you do not take more time off than allowed under your contracts. In some cases, your home country may allow you to take unpaid leave to use your Danish Feriepenge, or vice versa.

EU/EEA rules and social security aspects

For employees within the EU/EEA and Switzerland, EU coordination rules determine which country’s social security system you belong to. This can influence which holiday rules apply, especially for posted workers and people working in multiple countries. Key points include:

• If you are insured in Denmark, you are usually covered by the Danish Holiday Act and earn Feriepenge.
• If you remain insured in another EU/EEA country (for example with an A1 certificate), your holiday rights may follow that country’s rules, even if you work temporarily in Denmark.

Because these situations can be complex, many cross-border workers benefit from professional advice to ensure that holiday rights, social security and taxation are correctly coordinated.

Practical tips for international employees

To avoid problems with your Feriepenge as a cross-border or international worker in Denmark, it is advisable to:

• Check your employment contract to see which country’s law and holiday rules apply
• Monitor your earned Feriepenge through official Danish portals or statements from your holiday fund
• Keep your address, tax information and bank details up to date in Danish systems when you move
• Plan your holidays in advance with your employer, especially if you need to coordinate with another country’s holiday system
• Seek professional advice if you are posted, work in several countries or are unsure which rules apply to you

Correct handling of Feriepenge ensures that you receive the holiday pay you are entitled to, avoid double taxation issues and comply with both Danish and international regulations.

Taxation of Feriepenge – when and how the benefit is taxed

Feriepenge is treated as taxable income in Denmark and is subject to the same general tax rules as salary. This means that holiday pay is normally taxed with Danish income tax, labour market contribution (AM-bidrag) and, where applicable, church tax. Understanding when Feriepenge is taxed and at which rates helps you avoid unexpected tax bills and plan your cash flow.

Is Feriepenge taxable in Denmark?

Yes. Feriepenge is always taxable in Denmark when it relates to work performed in Denmark, regardless of whether it is paid by your employer, FerieKonto or a private holiday fund. The taxable amount is the gross holiday pay you earn, typically 12.5% of your qualifying salary under the Danish Holiday Act, plus any holiday supplements that are paid out as cash.

Feriepenge is considered A‑income (A‑indkomst), which means tax is normally withheld at source by the payer. You do not pay separate “holiday tax” – Feriepenge is simply added to your other income and taxed under the progressive Danish system.

When is Feriepenge taxed – when earned or when paid?

For most employees, Feriepenge is taxed when it is paid out, not when it is earned. This means:

• Holiday pay earned in one holiday year but paid in a later income year is taxed in the year of payment
• If you receive Feriepenge after leaving a job, the tax is calculated according to your tax card and total income in the year you receive the payout
• If Feriepenge is paid monthly together with your salary (for example under a “paid holiday” scheme), it is taxed together with that month’s salary

This timing can affect which tax bracket you fall into. Large one‑off payouts of Feriepenge may push your annual income into higher tax brackets and trigger top tax (topskat).

Which taxes apply to Feriepenge?

Feriepenge is subject to the standard Danish income tax components:

• Labour market contribution (AM-bidrag) – 8% calculated on your gross Feriepenge before other taxes
• Municipal and regional tax – combined rates typically between about 24% and 27% of your taxable income after AM-bidrag, depending on your municipality
• State tax:
  • Bottom-bracket state tax of 12.10% on taxable income above the personal allowance
  • Top-bracket state tax of 15% on the part of your personal income exceeding the annual topskat threshold (around DKK 588,900 after AM-bidrag)
• Church tax (kirkeskat) – only if you are a member of the Danish National Church; the rate is set by each municipality, typically around 0.6%–0.9%

In practice, the effective tax on Feriepenge can vary from around 37% to more than 55%, depending on your total income, municipality and church membership.

Personal allowance and Feriepenge

Your annual personal allowance (personfradrag) also applies to Feriepenge. The allowance is automatically used against your total income, including holiday pay. If your total income in a year is low, part of your Feriepenge may effectively be taxed at a lower rate or even fall within the allowance. If your income is high, the allowance will usually already be fully used by your regular salary, so additional Feriepenge will be taxed at your marginal rate.

How is tax withheld from Feriepenge?

Tax is normally withheld at source by whoever pays your Feriepenge:

• Employer-paid Feriepenge – your employer uses your primary or secondary tax card and withholds AM-bidrag and A-tax (A‑skat) directly from the payout
• FerieKonto or other holiday funds – they receive your tax information from the Danish Tax Agency (Skattestyrelsen) and withhold AM-bidrag and A-tax before transferring the net amount to your bank account

If no valid tax card is available, the payer may withhold tax at a high standard rate (for example 55%). You can usually correct this later via your annual tax assessment, but it is better to ensure your tax card is updated before the payout.

Feriepenge and your tax card (skattekort)

Because Feriepenge is taxed as ordinary income, it is important that your preliminary income assessment (forskudsopgørelse) reflects expected holiday pay. You should update it if:

• You expect a large Feriepenge payout after changing or leaving a job
• You receive Feriepenge from more than one employer or fund in the same year
• You are a cross-border worker and your Danish-taxable income changes significantly due to Feriepenge

By adjusting your forskudsopgørelse, you reduce the risk of underpayment and an additional tax bill (restskat) when your annual tax assessment (årsopgørelse) is issued.

Taxation of Feriepenge for cross-border and non-resident workers

If you live outside Denmark but earn Feriepenge from Danish employment, the holiday pay is usually taxable in Denmark as Danish-source income. The exact treatment depends on:

• Whether you are fully or limited tax liable to Denmark
• Any applicable double tax treaty between Denmark and your country of residence
• Whether you opt for the cross-border worker scheme or the expat tax regime (27% scheme), if eligible

In many cases, Denmark has the primary right to tax Feriepenge, and your home country may provide relief to avoid double taxation. It is important to coordinate with both Danish and foreign tax rules when planning large Feriepenge payouts.

Special situations: retroactive payments and corrections

Sometimes Feriepenge is paid retroactively, for example after a dispute, recalculation or court decision. In these cases:

• The entire amount is normally taxed in the year you actually receive it, even if it relates to earlier years
• This can move you into a higher tax bracket and trigger topskat
• You may in specific situations request a special tax calculation (for example distribution over several years), but this requires meeting strict conditions and usually an application to the tax authorities

How to check and correct the tax on your Feriepenge

After receiving Feriepenge, you should verify the tax treatment:

• Check your payslip or FerieKonto statement to see the gross amount, AM-bidrag and A-tax withheld
• Log in to your tax account to ensure the income and tax are correctly reported as A‑income
• If the withholding seems too low or too high, adjust your forskudsopgørelse and, if necessary, contact the payer to correct your tax card usage

Any final corrections are made through your annual tax assessment. If too much tax was withheld from your Feriepenge, you will receive a refund; if too little was withheld, you will need to pay the difference.

Feriepenge and maternity, paternity and parental leave

In Denmark, the rules on Feriepenge interact closely with maternity, paternity and parental leave. Understanding how holiday entitlement is earned, used and paid during these periods is essential both for employees and employers. The key point is that you continue to earn holiday rights while on paid leave related to pregnancy, birth and adoption, but not during unpaid leave.

Earning Feriepenge during maternity, paternity and parental leave

Feriepenge is normally accrued at 12.5% of your qualifying salary, or as paid holiday with full salary if you are covered by a “ferie med løn” scheme. During leave connected to childbirth or adoption, your holiday entitlement depends on whether you receive salary from your employer or only public benefits:

• Leave with full or partial salary from your employer: You earn holiday entitlement on the salary you actually receive. Your employer must calculate and report Feriepenge (or holiday with pay) on this income in the same way as for normal work.
• Leave where you only receive public parental benefits (barselsdagpenge): You do not earn Feriepenge on the public benefit itself, because it is not considered salary. Holiday entitlement is only accrued on any salary supplement paid by your employer.
• Unpaid leave: If you are on fully unpaid leave, you do not earn Feriepenge for that period.

For many employees covered by collective agreements, the employer pays full or partial salary for a defined part of the maternity, paternity or parental leave. In these periods, Feriepenge is accrued on the paid amount, unless the agreement explicitly states otherwise.

Using Feriepenge during maternity and parental leave

As a general rule, you cannot take statutory holiday at the same time as you are on maternity, paternity or parental leave with public benefits. If you wish to use Feriepenge during the same period, you must agree with your employer to interrupt or postpone the leave and register the days as holiday instead.

In practice, most employees choose one of the following options:

• Postpone part of their holiday to after the end of the parental leave period
• Take holiday immediately before the start of maternity or paternity leave
• Take holiday between different parts of the parental leave, if the employer agrees

If you are employed and have “ferie med løn”, your employer continues to pay your normal salary during holiday, and Feriepenge is not paid out separately. If you are covered by the Feriepenge (holiday allowance) scheme, your holiday money is normally paid out when you actually take holiday, based on your application through the relevant self-service system.

Postponing holiday because of maternity or paternity leave

The Danish Holiday Act allows you to postpone holiday if you cannot use it within the holiday year because you are on maternity, paternity or parental leave. This applies in particular to your main holiday entitlement of up to three weeks in a continuous period.

Key points include:

• If you are prevented from taking holiday due to protected leave in connection with childbirth or adoption, you have the right to transfer the unused days to the next holiday year.
• The transfer normally requires a written agreement with your employer, but in cases of statutory protection (such as maternity leave), the employer cannot refuse the transfer of holiday you were legally prevented from taking.
• Transferred holiday must be used within the agreed period, typically in the following holiday year, otherwise it may lapse according to the standard expiry rules.

Feriepenge and different types of leave after childbirth

Danish rules distinguish between several types of leave, each with slightly different consequences for Feriepenge:

• Maternity leave (graviditets- og barselsorlov for the mother): Usually starts up to four weeks before the expected birth and continues for a defined period after birth. If the mother receives salary from the employer during this time, Feriepenge is accrued on that salary.
• Paternity leave (fædre- eller medforældreorlov): The other parent may have a right to a certain number of weeks of leave shortly after birth. If this leave is with salary, Feriepenge is accrued on the paid amount.
• Parental leave (forældreorlov): The period after the initial maternity and paternity leave that parents can share. Whether Feriepenge is accrued depends on whether the employer pays salary or only public parental benefits are received.

In all cases, the decisive factor for Feriepenge is whether you receive salary that is subject to holiday accrual, not the formal label of the leave.

Changing employer during or after parental leave

If you change jobs during or shortly after maternity, paternity or parental leave, your Feriepenge follows the general rules:

• Your previous employer must settle any accrued Feriepenge when the employment ends, typically by reporting it to the central holiday account system or to a holiday fund.
• You keep the right to use these Feriepenge when you actually take holiday, even if you are already employed by a new employer.
• Your new employer accrues new holiday entitlement on any salary paid during leave or after your return, according to the standard 12.5% rate or holiday-with-pay rules.

Taxation of Feriepenge related to parental leave

Feriepenge earned during periods of paid maternity, paternity or parental leave is taxed in the same way as holiday money earned during normal work. The amount is treated as personal income and is subject to Danish income tax, labour market contribution (AM-bidrag) and any municipal and church taxes that apply to you.

Tax is usually withheld when the Feriepenge is paid out or when you receive salary during holiday. The fact that the holiday was earned during parental leave does not change the tax treatment, but it may affect your annual income level and, therefore, the marginal tax rate that applies.

Practical steps for employees and employers

To avoid problems with Feriepenge and parental leave, both parties should keep clear documentation and plan ahead:

• Employees should check payslips and holiday statements to ensure that holiday entitlement is correctly accrued on salary paid during maternity, paternity or parental leave.
• Employers should clearly distinguish between periods with salary and periods with only public parental benefits when calculating Feriepenge.
• Any agreement to postpone or transfer holiday because of parental leave should be confirmed in writing, including how many days are transferred and when they must be used.

Correct handling of Feriepenge during maternity, paternity and parental leave ensures that employees keep their full holiday rights and that employers comply with Danish labour and holiday regulations.

What happens to your Feriepenge when you change or lose your job

Changing or losing your job in Denmark does not mean losing your Feriepenge. Holiday pay you have already earned is protected by the Danish Holiday Act and follows you when you move between employers, become unemployed or leave the Danish labour market. What happens in practice depends on how your holiday pay is administered (for example via FerieKonto, an approved holiday fund or your employer’s own scheme) and whether you stay in Denmark or leave the country.

Feriepenge when you change employer

When you change jobs, your right to already earned Feriepenge remains intact. You do not receive the money automatically with your last salary; instead, the amount is registered and paid out when you actually take holiday or when you meet the conditions for a final payout.

Your former employer must report your earned holiday pay to FerieKonto or another approved holiday scheme and pay the corresponding contributions. You continue to earn 2.08 days of paid holiday per month of employment (25 days per full holiday year) with your new employer, but the Feriepenge from each job are kept separate in the relevant systems. When you request holiday, the payout is made from the holiday funds where the entitlement was earned, regardless of your current employer.

Feriepenge when you are dismissed or resign

If your employment ends, you keep all Feriepenge earned up to your last working day, including holiday pay for any notice period you are entitled to. Your employer must calculate your remaining holiday entitlement and report the total Feriepenge to FerieKonto or the relevant holiday fund shortly after the end of employment. You will then see the updated balance in your online self-service (for example on borger.dk) and can apply for payout when you take holiday or when you meet the conditions for a final payout.

If you have taken more paid holiday than you have earned at the time your employment ends, your employer may offset the excess days against your final salary, in line with the Danish Holiday Act and your employment contract. This can reduce the amount of Feriepenge or salary you receive on termination.

Feriepenge during unemployment

When you become unemployed, you do not lose your previously earned Feriepenge. You can still apply for payout when you take holiday, even if you are receiving unemployment benefits from an A-kasse. However, you cannot receive both Feriepenge and unemployment benefits for the same days. If you are on dagpenge, you must report your holiday to your A-kasse so that your benefits are adjusted for the days covered by Feriepenge.

If you receive other public benefits, such as kontanthjælp, holiday pay may also affect your benefit payments. In such cases, the municipality or relevant authority will offset Feriepenge against your benefits according to current rules. It is important to inform the benefit authority about any holiday pay payouts to avoid later repayments.

Feriepenge when you switch between full-time, part-time or temporary work

If you move from full-time to part-time work, or between permanent and temporary positions, your existing Feriepenge are not reduced. They are based on your previous salary and remain linked to the period in which they were earned. In your new job you continue to earn 12.5% holiday pay (or equivalent paid holiday) based on your new salary level, and the different entitlements are simply added to your overall holiday balance in the relevant systems.

Final payout of Feriepenge when leaving the Danish labour market

If you permanently leave the Danish labour market, for example because you move abroad and stop working in Denmark, you can usually request a final payout of your unused Feriepenge. In most cases you must document that you are no longer covered by Danish social security and that you are not working for a Danish employer. The payout is normally made via FerieKonto or the holiday fund that holds your holiday pay.

Feriepenge are taxable in Denmark, even if they are paid out after you have moved abroad. The holiday pay is treated as Danish-source income and is subject to Danish income tax according to the applicable tax rates and your remaining tax relationship with Denmark. In some cases, a fixed withholding tax rate is applied at source, and you may need to file a Danish tax return to ensure correct final taxation.

What happens to Feriepenge if your employer goes bankrupt

If your employer becomes insolvent or goes bankrupt, your earned Feriepenge are normally protected. Holiday pay that has already been reported and paid to FerieKonto or another approved holiday fund is not affected by the bankruptcy and can be paid out as usual when you take holiday or when you qualify for a final payout.

If your employer has not yet transferred the holiday pay, you may be covered by the Employees’ Guarantee Fund (Lønmodtagernes Garantifond, LG), which can step in and pay outstanding Feriepenge, salary and other employment-related claims up to the statutory limits. You will usually need to submit a claim to LG within the applicable deadlines and provide documentation of your employment and outstanding amounts.

Deadlines and expiry of Feriepenge after job change or job loss

Feriepenge must generally be used within the holiday period that runs from 1 September to 31 December of the following year (a total of 16 months). If you change or lose your job, this deadline still applies. Unused holiday pay can lapse if you do not apply for payout and do not take the holiday within the allowed period, unless you are covered by specific exceptions, for example long-term illness or certain types of leave.

In some situations, such as when you permanently leave Denmark or retire, you may be entitled to a final payout of unused Feriepenge even if you do not take the corresponding holiday days. However, you must still apply within the relevant deadlines and be aware that the payout is taxable.

Practical steps when you change or lose your job

When your employment ends or you change employer, it is important to:

• check your final payslip to ensure that your remaining holiday days and Feriepenge are correctly calculated
• log in to your online self-service (for example via borger.dk) to verify that your Feriepenge have been reported to FerieKonto or another holiday fund
• coordinate with your A-kasse or benefit authority if you receive unemployment or other public benefits, so that Feriepenge are correctly offset
• keep documentation of your employment, salary and holiday entitlement in case you need to submit a claim to the Employees’ Guarantee Fund or file a complaint

By monitoring your Feriepenge balance and reacting quickly if something looks incorrect, you can protect your holiday rights and avoid losing money when you change or lose your job in Denmark.

Feriepenge rules for students, part-time workers and temporary staff

Students, part-time workers and temporary staff in Denmark are generally covered by the same Feriepenge rules as full-time employees. You earn the right to paid holiday (feriepenge) from the first day of employment, regardless of your age, nationality, field of study or the number of hours you work, as long as you are employed on an employment contract and receive salary that is reported to the Danish tax authorities (Skattestyrelsen).

How holiday is earned when you study or work part-time

Under the Danish Holiday Act, you earn 2.08 days of paid holiday for each month in which you work. This applies equally to students, part-time employees and temporary staff. Over a full holiday year (12 months) you can earn up to 25 days of holiday, corresponding to 5 weeks.

The amount of Feriepenge you earn is normally 12.5% of your qualifying salary (ferieberettiget løn). This percentage is the same whether you work 8 hours a week or 37 hours a week. What changes is the size of your salary base – the lower your income, the lower the absolute amount of Feriepenge, but the percentage remains 12.5% unless you are covered by a collective agreement with a different arrangement (for example, full salary during holidays instead of a separate Feriepenge payment).

Students with student jobs (study-related and casual work)

If you are a student with a student job (for example in a shop, café, warehouse or office), you usually earn Feriepenge in the same way as other employees. Your employer must:

• calculate 12.5% of your qualifying salary as Feriepenge
• report your earned holiday and Feriepenge to the holiday system (typically FerieKonto or a private holiday fund)
• show your earned holiday allowance on your payslip

It does not matter whether you work only during weekends, evenings or holidays. As long as you are employed and receive salary, you earn Feriepenge. This also applies to short-term student contracts, for example a 2–3 month summer job.

If you are paid by the hour and your hours vary from month to month, your Feriepenge is calculated on the actual salary you receive in each month. Overtime, bonuses, commissions and certain allowances are usually included in the holiday-qualifying salary, while some reimbursements (for example documented travel expenses) are not.

Part-time employees and reduced working hours

Part-time employees earn holiday on the same terms as full-time employees. You still earn up to 25 days of holiday per year, but the value of each holiday day reflects your normal working hours and pay level. If you work 20 hours per week instead of 37, your Feriepenge will be based on your part-time salary.

When you take holiday, you normally take the same number of holiday days as a full-time employee, but the payment corresponds to your part-time salary. If your working hours change (for example, you move from part-time to full-time or the other way around), your future holiday earnings will be based on the new salary level, while previously earned Feriepenge remain based on the salary you had when you earned them.

Temporary staff, agency workers and seasonal employees

Temporary staff and seasonal employees, including those hired via temporary work agencies, also earn Feriepenge according to the Holiday Act. This applies even if:

• you only work for a few weeks or months
• you have several short contracts with breaks in between
• you work for different clients through the same agency

In most cases, the employer or the temporary work agency pays 12.5% of your holiday-qualifying salary into FerieKonto or another approved holiday scheme. You then apply for payment of your Feriepenge when you take holiday or when the employment ends and you leave Denmark or start another job.

If you are on a fixed-term contract that ends before you have used all your earned holiday, your remaining Feriepenge is not lost. It is kept in the holiday system and can be paid out when you take holiday later, or under specific conditions when you leave the Danish labour market.

Minimum hours, small jobs and multiple employers

There is no minimum number of hours you must work to earn Feriepenge. Even if you only work a few hours per week, you still earn holiday and Feriepenge based on your actual salary. However, very small jobs will naturally result in small Feriepenge amounts.

If you have more than one employer at the same time, you earn Feriepenge separately from each job. Each employer must calculate and report your holiday earnings based on the salary they pay you. When you apply for Feriepenge, you will see separate amounts from each employer in the holiday system.

Students on unpaid internships and traineeships

Unpaid internships that are part of a formal education programme and do not involve salary are usually not covered by the Holiday Act, because no salary is paid and therefore no holiday-qualifying income exists. In such cases, you normally do not earn Feriepenge.

If your internship or traineeship is paid (you receive a salary reported to the tax authorities), you are typically treated as an employee for holiday purposes and earn Feriepenge on the same basis as other employees, unless a specific agreement or collective agreement states otherwise.

What happens when you stop working or change jobs as a student

When you leave a student job, part-time position or temporary contract, your earned but unused Feriepenge does not disappear. The employer must:

• calculate your final holiday-qualifying salary
• settle the corresponding 12.5% Feriepenge
• report and transfer the amount to the relevant holiday scheme

You can then apply for payment of your Feriepenge when you take holiday in a later period. If you leave Denmark permanently or stop working in Denmark, you may under certain conditions apply for payout of remaining Feriepenge without taking holiday, subject to the applicable rules and documentation requirements.

Practical tips for students, part-time and temporary workers

To make sure you receive the Feriepenge you are entitled to, it is important to:

• check your payslips regularly to see that holiday earnings (feriepenge or ferieberettiget løn) are correctly stated
• log in to the official holiday system (for example via borger.dk with MitID) to verify that your Feriepenge is registered
• keep employment contracts and final payslips from short-term and seasonal jobs
• be aware of deadlines for using or claiming your Feriepenge, especially if you plan to leave Denmark

If you are unsure whether you are correctly covered by the Danish Holiday Act, or if your employer has not reported your Feriepenge, it is advisable to seek professional assistance. Correct handling of Feriepenge is important not only for your immediate holiday pay, but also for your overall tax position and compliance with Danish regulations.

Deadlines, expiry rules and what happens to unused Feriepenge

In Denmark, Feriepenge (holiday pay) is earned continuously and can normally be used during the holiday year that runs from 1 September to 31 August. The associated “holiday period” during which you can actually take your earned holidays is longer and runs from 1 September to 31 December two years later. This means you have 16 months to earn holiday pay and 28 months to use it.

Key deadlines for using your Feriepenge

For each holiday year you earn up to 25 days of statutory holiday (2.08 days per month of employment). These days, and the Feriepenge linked to them, must generally be taken and paid out no later than 31 December in the second calendar year after the end of the holiday year. If you do not take your holidays by this deadline, they will normally lapse unless specific exceptions apply.

In practice this means:

• You earn Feriepenge from 1 September of one year to 31 August of the next year
• You can use those days and the related Feriepenge from 1 September in the earning year until 31 December two years later
• After 31 December of that second year, unused Feriepenge will usually expire and cannot be paid out as ordinary holiday pay

When Feriepenge expires and when it does not

As a rule, unused Feriepenge expires at the end of the holiday period if you simply choose not to take your holidays. However, Danish holiday legislation protects you when you are objectively prevented from taking holiday. In these situations, your Feriepenge does not automatically lapse.

You are considered prevented from taking holiday, and can usually carry Feriepenge forward or have it paid out, if for example:

• You have been on documented sick leave for a longer period
• You have been on maternity, paternity or parental leave covered by Danish rules
• You have been on certain types of public benefits that make it impossible to take paid holiday
• You start or end employment so late in the holiday period that it is not realistically possible to take all your days

In these cases, you must normally contact the relevant Feriepenge administrator (for example FerieKonto or a private holiday fund) and request that your unused holiday is either transferred to the next holiday period or paid out as a special exception. Documentation such as medical certificates, benefit decisions or employment contracts is often required.

What happens to unused Feriepenge at year-end

At the end of the holiday period, your Feriepenge is reviewed by the system that holds your funds (FerieKonto, an employer-managed scheme or a collective agreement fund). The outcome depends on your situation:

• Holiday taken in time: When you have taken your holiday before the deadline, the corresponding Feriepenge is paid out as normal and taxed as A-income in the month of payment.
• Holiday not taken, no valid reason: The right to those days and the associated Feriepenge lapses. The money is not paid to you and is instead handled according to Danish holiday legislation and the rules of the specific fund.
• Holiday not taken due to valid prevention: You can usually apply to have the unused Feriepenge transferred or paid out after the deadline. There are strict time limits for submitting such applications, typically within a few months after the end of the holiday period.

Transfer of unused holidays and Feriepenge

Danish rules allow some flexibility if you and your employer agree in advance to transfer part of your holiday. The main principles are:

• You must normally take at least 20 days of main holiday within the holiday period
• Up to 5 days can usually be transferred to the next holiday period by written agreement with your employer
• The corresponding Feriepenge is then carried forward and can be used when you take the transferred days

The agreement to transfer must be made before the end of the holiday period. If no valid transfer agreement exists and you are not prevented from taking holiday, unused Feriepenge will lapse at the deadline.

Payment of unused Feriepenge when you leave Denmark or the labour market

If you permanently leave the Danish labour market, for example because you move abroad without continuing Danish employment or you retire fully, you can in many cases request payout of your remaining Feriepenge instead of waiting to take the holidays in Denmark. The same applies if you have small remaining balances that cannot realistically be used as actual holiday.

To receive such a payout you must usually:

• Document that you have left Danish employment or the Danish labour market
• Apply via the relevant portal (for example borger.dk or the holiday fund’s own system)
• Provide bank details and tax information so that the correct A-tax and labour market contributions can be withheld

If you move abroad but continue to work for a Danish employer or are otherwise covered by Danish holiday rules, your Feriepenge will normally follow the standard deadlines and will not be paid out automatically.

Practical tips to avoid losing your Feriepenge

To make sure your Feriepenge does not expire unintentionally, it is worth following a few practical steps:

• Check your Feriepenge balance regularly in your online FerieKonto or employer portal
• Plan your holidays early, especially if you have many unused days close to the deadline
• Keep documentation if you are on long-term sick leave or parental leave that prevents you from taking holiday
• Agree in writing with your employer if you wish to transfer up to 5 days to the next holiday period
• Contact the relevant authority or holiday fund in good time if you are unsure whether your Feriepenge will lapse

Correct planning and timely applications are crucial. If you miss the statutory deadlines and cannot show that you were prevented from taking holiday, Danish authorities and holiday funds are generally not allowed to pay out expired Feriepenge, even if the amount is significant.

Differences between Feriepenge and other Danish holiday schemes (e.g. feriefridage)

In Denmark, Feriepenge is only one element of the broader holiday system. Employees may also encounter schemes such as ferie med løn (paid holidays), feriefridage (extra days off), special company holiday policies and collective agreement arrangements. Understanding how these schemes differ helps you check whether your total holiday entitlement and payments are correct.

Feriepenge vs. ferie med løn (paid holidays)

The Danish Holiday Act gives all employees a right to 5 weeks of holiday per holiday year, corresponding to 25 days. How this is financed depends on the type of employment and agreement:

• Feriepenge – typically for hourly paid employees and employees without “ferie med løn”. You earn 12.5% holiday pay of your qualifying salary, which is paid out when you actually take holiday or when the employment ends.
• Ferie med løn – typically for monthly paid employees. You receive your normal salary during holidays instead of separate Feriepenge. In addition, you usually receive a holiday supplement of at least 1% of your qualifying salary (higher rates may apply under collective agreements).

In practice, this means that two employees with the same salary can have different technical arrangements: one gets Feriepenge paid out, the other keeps receiving normal salary plus a smaller holiday supplement. The total value of the holiday entitlement should, however, be comparable over the year.

Feriepenge vs. feriefridage (extra days off)

Feriefridage are not regulated by the Holiday Act but by collective agreements or individual contracts. They are often called “6th holiday week” or extra days off and are granted in addition to the statutory 5 weeks of holiday.

Key differences:

• Legal basis: Feriepenge and the 5 weeks of holiday are mandatory under the Holiday Act. Feriefridage are voluntary benefits agreed between employer and employees (often via unions).
• Number of days: Feriefridage typically amount to 5 extra days per year for a full-time employee, but the exact number depends on the agreement.
• Payment: During feriefridage you normally receive your usual salary. There is no separate Feriepenge account for these days.
• Accrual and expiry: Rules for earning, transferring or paying out unused feriefridage are set by the agreement or contract. They can differ significantly from the rules for Feriepenge, including stricter expiry rules.

Because feriefridage are contractual, employers may apply different conditions for part-time staff, new hires or employees leaving the company. These conditions do not change your statutory Feriepenge rights.

Feriepenge vs. company-specific holiday schemes

Many Danish employers offer additional holiday-related benefits on top of the statutory system, for example:

• Extra paid days off for seniority or special occasions
• Flexible holiday purchase schemes (buying extra days off by reducing salary)
• Possibility to transfer more days than the minimum allowed by law

These company-specific schemes are governed by internal policies or collective agreements, not by the Holiday Act. They cannot reduce your legal right to earn 2.08 holiday days per month and 12.5% Feriepenge (or equivalent value through paid holidays), but they can improve your overall holiday package.

Feriepenge and special leave schemes

Some types of leave are regulated outside the Holiday Act, for example maternity, paternity and parental leave, or unpaid leave. During such periods, your Feriepenge accrual and your access to other holiday schemes may differ:

• In some cases you continue to earn holiday rights based on benefits or partial salary.
• In other cases you do not earn new Feriepenge but may still use previously accrued holiday.
• Extra contractual schemes (such as feriefridage) may have separate rules for accrual during leave.

It is important to distinguish between holiday pay (Feriepenge) and leave benefits from e.g. Udbetaling Danmark or your employer, as they are calculated and taxed under different rules.

Tax treatment: Feriepenge vs. other holiday payments

Feriepenge is taxable income in Denmark and is normally taxed when it is paid out or made available to you. This applies whether the funds are paid by your employer, FerieKonto or a private holiday fund. The tax is calculated based on your personal tax card and may include labour market contributions (AM-bidrag) and municipal and state income tax according to current rates and thresholds.

For ferie med løn and feriefridage, you are simply receiving your normal salary during days off, so the taxation follows your usual payroll. There is no separate holiday tax rate, but the timing of payment (for example a large Feriepenge payout when you leave Denmark) can affect which tax bracket you fall into for that year.

How to check which scheme applies to you

To understand your exact holiday rights, always review:

• Your employment contract (does it state Feriepenge or ferie med løn?)
• Any collective agreement (overenskomst) covering your position
• Your payslips and Feriepenge overview from FerieKonto or a private holiday fund
• Internal company policies on feriefridage and extra days off

If you work cross-border or plan to leave Denmark, it is especially important to clarify which part of your holiday entitlement is statutory Feriepenge and which part comes from additional schemes, as the payout rules, deadlines and tax consequences can differ.

Common mistakes when applying for Feriepenge and how to avoid them

Applying for Danish Feriepenge is usually straightforward, but many employees lose money or face delays because of avoidable mistakes. Below are the most common issues and practical tips on how to avoid them, based on the current Danish holiday rules (ferieloven) and the ongoing holiday year system.

1. Confusing Feriepenge with feriefridage or other benefits

One of the most frequent mistakes is mixing up Feriepenge (statutory paid holiday under the Holiday Act) with other schemes such as feriefridage (extra contractual days off), overtime compensation or local company benefits. Feriepenge is calculated as 12.5% of your qualifying salary, while feriefridage are usually based on internal company agreements and may be paid differently.

Always check your employment contract and payslips to see which part is statutory Feriepenge and which part is an additional benefit. When you apply through FerieKonto or a private holiday fund, you are applying only for Feriepenge, not for other types of leave.

2. Applying for the wrong holiday period or too late

Under the current Danish concurrent holiday system, you earn 2.08 days of holiday per month and can normally use them as you go during the same holiday year. A common mistake is applying for Feriepenge for dates that do not match your actual holiday or that fall outside the allowed holiday period.

Before submitting an application, make sure that:

• the holiday dates you enter match the days you have agreed with your employer
• you have enough accrued days for the period you are applying for
• you apply before the deadline for using the holiday (typically within the holiday year and any allowed extension period)

If you apply too late, your Feriepenge may expire and be transferred to the Danish state, and you will no longer be able to claim them.

3. Incorrect or incomplete personal and bank details

Delays in payment often result from simple errors in personal data. If your CPR number, address or bank account (NemKonto) details are incorrect or not updated, Feriepenge cannot be paid out correctly.

To avoid this:

• check that your NemKonto is active and linked to your current bank account
• ensure your CPR number and contact details are correct in public registers and on the FerieKonto or holiday fund portal
• if you live abroad, verify that your foreign bank details (IBAN, SWIFT/BIC) are entered correctly and that your bank can receive international transfers

4. Not checking whether Feriepenge is managed by FerieKonto or a private holiday fund

In Denmark, Feriepenge can be administered either by FerieKonto (the public system) or by a private holiday fund or pension/insurance company chosen by your employer. Many employees apply in the wrong place and receive a rejection or no answer.

Always verify on your payslip or in your employment contract who administers your Feriepenge. If your employer uses a private holiday fund, you must follow that fund’s application procedure and not the FerieKonto process.

5. Ignoring tax consequences and net amount

Feriepenge is taxable income in Denmark. Another common mistake is assuming that the full gross amount will be paid out. When your Feriepenge is paid, Danish income tax and labour market contributions are deducted according to your current tax card and total income for the year.

Before you apply, log in to your tax account (Skat) and check your tax card and expected annual income. If you have or will have other income in the same year (salary, benefits, pensions), your Feriepenge may push you into a higher tax bracket, especially if you are close to the top tax threshold. Adjusting your preliminary income assessment can help avoid unexpected back taxes later.

6. Not coordinating with your employer when you are still employed

Employees often apply for Feriepenge without properly coordinating holiday dates with their employer. Under Danish rules, the employer has the right to plan holidays within certain limits, and you must normally agree on the timing of your leave.

Before submitting an application for Feriepenge for ongoing employment:

• obtain written or clear confirmation of your holiday dates from your employer
• ensure that the dates you enter in the application match the approved leave
• avoid applying for Feriepenge for days when you are still expected to work

If the dates do not match, your employer or the holiday fund may reject or adjust your application.

7. Misunderstanding rules when changing or leaving a job

When you change or lose your job, your right to Feriepenge does not disappear, but the way you apply may change. A common mistake is assuming that your former employer will automatically pay everything into your bank account.

In practice, your former employer usually reports and transfers your accrued Feriepenge to FerieKonto or a holiday fund. You must then apply for payment through that system when you actually take your holiday or, in some cases, when you meet the conditions for payout after leaving Denmark or retiring. Always check your final payslip and your FerieKonto or holiday fund overview to ensure that all accrued amounts have been reported.

8. Overlooking special rules for sickness, maternity and other benefits

Another frequent error is applying for Feriepenge for periods when you receive other benefits that affect your holiday rights, such as sickness benefits or maternity, paternity or parental leave. If you are on leave or sick during planned holidays, you may have the right to move your holiday and use your Feriepenge later.

Before applying, verify whether you are entitled to postpone your holiday due to illness or leave. If you are unsure, contact your employer, your union or a professional advisor before submitting the application, so you do not lose days or receive a payment at the wrong time.

9. Not keeping documentation and payslips

Many disputes about Feriepenge arise because employees do not keep documentation. Without payslips, employment contracts and correspondence with the employer, it is harder to prove how much holiday pay you have earned.

To protect your rights:

• keep all payslips, especially the final one when you leave a job
• save your employment contract and any amendments
• store confirmations of holiday dates and any written agreements about special arrangements

If your Feriepenge is calculated incorrectly, this documentation will be crucial in any complaint or appeal.

10. Missing deadlines and letting Feriepenge expire

Feriepenge is subject to strict deadlines. If you do not use your holiday and do not apply for payment within the allowed period, your right to the money can lapse. Many employees simply forget about small amounts from previous jobs or short-term contracts.

To avoid losing money:

• regularly log in to FerieKonto or your holiday fund to check your balance
• note the expiry dates for each holiday year and plan your holidays accordingly
• if you cannot take your holiday for valid reasons, check whether you can have the period extended or transferred under the applicable rules

By paying attention to these common mistakes and checking your data, deadlines and documentation carefully, you can ensure that you receive the full Feriepenge you are entitled to under Danish law and avoid unnecessary tax surprises or disputes with your employer.

How employers should calculate, report and pay Feriepenge contributions

Employers in Denmark are legally responsible for correctly calculating, reporting and paying Feriepenge (holiday pay) for their employees. Proper handling of Feriepenge is not only a matter of compliance with the Danish Holiday Act (Ferieloven), but also a key element of payroll accuracy and good employer branding.

Who is entitled and what income is included

As a rule, all employees earning a salary in Denmark are entitled to Feriepenge, including full-time, part-time and temporary staff. Feriepenge must be calculated on almost all types of remuneration that are taxable as salary, for example:

• fixed monthly salary and hourly wages
• overtime payments and shift allowances
• bonuses and commissions linked to work performance
• taxable benefits in kind that are treated as A-income

Certain payments may be excluded, such as reimbursement of documented expenses or some severance payments not considered salary. Employers should ensure that their payroll system correctly distinguishes between Feriepenge-eligible and non-eligible income.

Standard Feriepenge rate and accrual

Under the Danish Holiday Act, employees accrue 2.08 days of paid holiday for each month of employment, corresponding to 25 days per holiday year. For employees on a “feriegodtgørelse” scheme (holiday allowance instead of paid holiday during employment), the standard Feriepenge rate is:

• 12.5% of the Feriepenge-eligible salary

This 12.5% includes both the basic holiday pay (typically 12%) and the additional 1% holiday supplement where applicable. Some collective agreements may grant a higher holiday supplement; in such cases the employer must follow the agreement and adjust the percentage accordingly.

Step-by-step: how to calculate Feriepenge

In practice, the calculation for an employee on a holiday allowance scheme usually follows these steps:

1. Determine the employee’s total Feriepenge-eligible salary for the accrual period (usually the calendar month).
2. Multiply the eligible salary by 12.5% (or the higher rate under a collective agreement).
3. Record the accrued Feriepenge amount per employee in the payroll system and on the payslip.
4. Ensure that the accrual is correctly allocated to the relevant holiday year and that any changes in salary are reflected in subsequent months.

For employees who receive paid holiday during employment (typical for monthly salaried staff), the employer generally pays normal salary during holidays and, in addition, a holiday supplement (often 1% of the annual salary). In such cases, the calculation and payment logic differs from the pure Feriepenge allowance scheme, but the underlying accrual of holiday entitlement still follows the 2.08 days per month rule.

Reporting Feriepenge to FerieKonto and other schemes

Most employers must report and pay Feriepenge to FerieKonto, the statutory holiday pay fund administered in cooperation with the Danish authorities. Some sectors or companies use an approved private holiday fund or a collective agreement-based scheme instead. The employer must:

• register with the correct holiday scheme (FerieKonto or an approved alternative)
• report the employee’s holiday entitlement and Feriepenge amounts on an ongoing basis
• ensure that the reported information matches the payroll records and payslips

Reporting is typically done electronically via the employer’s payroll system integrated with eIncome (eIndkomst) and the relevant holiday fund. The data sent usually includes the employee’s CPR number, employment period, accrued holiday days and the corresponding Feriepenge amount.

Deadlines for reporting and payment

Employers must respect strict deadlines for both reporting and transferring Feriepenge. As a general rule:

• Feriepenge must be reported monthly through eIncome together with salary information
• Payment to FerieKonto or another holiday fund must be made shortly after the end of the month in which the salary was paid, in line with the deadlines set by the scheme and the tax authorities

When an employee leaves the company, the employer must:

• calculate the total accrued but unused Feriepenge up to the last day of employment
• report the final holiday pay to FerieKonto or the relevant fund
• transfer the amount within the deadline so that the employee can later request payment when taking holiday with a new employer or during unemployment

Taxation and withholding obligations

Feriepenge is taxable income in Denmark. However, the timing of taxation depends on the scheme:

• For Feriepenge paid via FerieKonto or a holiday fund, tax is typically withheld when the employee actually receives the holiday pay.
• For monthly salaried employees who receive normal salary during holidays, tax is withheld as usual through PAYE (A-tax) on the monthly salary.

Employers must ensure that the correct tax card (skattekort) is used and that A-tax and labour market contributions (AM-bidrag) are withheld and reported correctly. Errors in the timing or amount of tax withholding can lead to reassessments and potential penalties.

Payslips and documentation duties

Employees have the right to clear information about their holiday entitlement and Feriepenge. Employers should therefore:

• show accrued holiday days and Feriepenge amounts on each payslip
• indicate which holiday year the entitlement relates to
• provide information about the holiday scheme used (FerieKonto or another fund)

Accurate documentation is essential in case of inspections by the Danish Working Environment Authority, the tax authorities or in the event of disputes with employees.

Common compliance risks for employers

Typical mistakes made by employers include:

• not including all relevant salary components in the Feriepenge calculation
• using an incorrect percentage rate (e.g. forgetting a higher holiday supplement in a collective agreement)
• late reporting or payment of Feriepenge to FerieKonto
• incorrect handling of Feriepenge when an employee changes from hourly to monthly salary or vice versa
• failing to settle all accrued Feriepenge when an employee leaves

Such errors can result in claims from employees, interest on late payments and, in serious cases, fines or legal proceedings. Regular internal audits of payroll and holiday pay calculations help reduce these risks.

Best practices for employers

To ensure correct calculation, reporting and payment of Feriepenge, employers should:

• use an updated payroll system configured for Danish holiday rules
• keep written procedures for handling holiday pay, including for new hires and terminations
• train payroll and HR staff in current Danish holiday legislation and relevant collective agreements
• reconcile Feriepenge balances regularly between payroll, accounting and the holiday fund
• inform employees clearly about their holiday rights and how Feriepenge is managed

Professional support from an accounting or payroll specialist familiar with Danish regulations can significantly reduce the risk of errors and ensure that both the company and its employees benefit from a transparent and compliant Feriepenge process.

Feriepenge in case of illness during planned holidays

If you fall ill during your planned holiday in Denmark, you may have the right to “convert” some of your holiday back into sickness days and use your Feriepenge for a new holiday period later. The rules differ depending on whether you become ill before your holiday starts or after it has already begun, and whether you are employed or unemployed when you take your holiday.

Illness before the holiday starts

If you are already ill on the first day of your planned holiday, you generally have the right to postpone your holiday. In practice this means:

• You must notify your employer that you are sick no later than at the usual starting time on the first planned holiday day.
• The day is then registered as a sickness day instead of a holiday day.
• Your holiday (and the related Feriepenge) can be moved to a later date by agreement with your employer.

If you receive Feriepenge from a former employer (via FerieKonto or a private holiday scheme) and you are unemployed when the holiday should start, you must report your sickness to Jobcenter or Udbetaling Danmark according to the rules that apply to your benefit type (for example unemployment benefits or social benefits). This is necessary if you want to preserve your right to take the holiday later and not lose your Feriepenge entitlement.

Illness during the holiday – when can you get holiday days back?

If you become ill after your holiday has started, you can in some cases get part of your holiday converted into sickness days and use the corresponding Feriepenge for a new holiday period. The key points are:

• You must report your sickness to your employer on the first day of illness, following the company’s normal sickness notification procedure.
• You have a so‑called waiting period of 5 holiday days per holiday year. This means:
  • The first 5 days of illness during holiday in a holiday year are at your own expense and remain holiday days.
  • Only from the 6th day of illness during holiday can the days be converted to sickness days and your holiday be re‑credited.
• If you are entitled to fewer than 25 paid holiday days in the holiday year (for example because you started work mid‑year), the waiting period is reduced proportionally, but cannot exceed the number of paid holiday days you have earned.

When the conditions are met, the employer must re‑credit the relevant number of holiday days to your holiday account, and the Feriepenge linked to those days can be used when you take the replacement holiday.

Documentation requirements

To have holiday days converted into sickness days, you must be able to document that you were ill. Employers are entitled to request:

• a medical certificate from a doctor in Denmark, or
• if you are abroad, a certificate from a local doctor written in or translated into a language the employer can reasonably understand (typically Danish or English).

The employer can require that the medical certificate states the period of incapacity for work and confirms that you were unable to perform your job during those days. The cost of the medical certificate is usually covered by the employee, unless a collective agreement or company policy states otherwise.

How illness affects your Feriepenge payment

Feriepenge are normally calculated as 12.5% of your qualifying salary in the earning year and are paid out when you take holiday. Illness during holiday affects the use of these funds, not the calculation of the 12.5% itself.

If holiday days are converted into sickness days:

• The Feriepenge already paid out for those days are considered used for that period, but
• You gain the right to take the same number of holiday days again later in the same holiday year or in the extended period for taking holiday.

In practice, this is handled in one of two ways, depending on your employer’s setup and the holiday scheme used:

• The employer adjusts your holiday balance and agrees new holiday dates. The Feriepenge for the new holiday period are then paid out as usual when you apply for them through FerieKonto or the relevant holiday scheme.
• If Feriepenge were paid directly by the employer with your salary, the employer corrects the internal holiday and salary accounts so that you do not lose the right to the replacement holiday.

For employees receiving Feriepenge from FerieKonto, the re‑credited days will appear in the online overview once the employer has reported the correction.

Illness during holiday for unemployed persons

If you are unemployed and receive unemployment benefits (dagpenge) or other public benefits, and you fall ill during a holiday financed by Feriepenge, you must:

• report your sickness to your unemployment insurance fund (a‑kasse) and Jobcenter according to their deadlines, and
• follow the rules for sickness registration that apply to your specific benefit type.

Only if the sickness is correctly reported and documented can you normally preserve the right to take the unused holiday days later and use the corresponding Feriepenge.

Illness of a child or close family member during your holiday

Danish law distinguishes between your own illness and the illness of a child or other family member. As a general rule, only your own illness gives you the right to convert holiday into sickness days and have holiday days re‑credited. If you stay at home or interrupt your holiday because your child or partner becomes ill, this is usually still counted as holiday, unless a collective agreement or company policy grants more favourable rights.

Practical steps if you fall ill during holiday

To protect your Feriepenge entitlement and avoid losing holiday days, it is important to act quickly:

1. Notify your employer immediately on the first day of illness, following the company’s sickness reporting procedure.
2. Seek medical attention and obtain a certificate if the illness lasts more than a short period or if your employer requires documentation.
3. Keep written records of your notification (for example email or message) and copies of medical documents.
4. Agree on replacement holiday with your employer once you are fit for work again, so that the re‑credited days and Feriepenge can be used before the expiry deadline.

Deadlines and expiry of re‑credited holiday

Re‑credited holiday days due to illness must generally be taken within the same holiday year or, at the latest, within the extended period allowed by Danish holiday law. If you do not use the re‑credited days in time, the right to take them and to use the corresponding Feriepenge can lapse, unless special rules apply in your situation (for example long‑term illness or maternity leave combined with illness).

Because the deadlines interact with other rules on Feriepenge, sickness benefits and unemployment benefits, it is often advisable to seek individual guidance, especially if you have several periods of illness or complex employment conditions.

Appeals and complaint procedures if your Feriepenge is calculated incorrectly

If you believe your Feriepenge has been calculated incorrectly, you have the right to question the amount and start a formal complaint process. Acting quickly is important, because both holiday entitlement and claims for underpaid Feriepenge can become time-barred after a few years.

Step 1 – Check your documentation

Before you submit a complaint, carefully review all documents related to your holiday pay. In most cases you should gather:

• Employment contract and any addendums
• Pay slips for the period in which Feriepenge was earned
• Annual statements from your employer and eIndkomst records
• Statements from FerieKonto or a private holiday fund (feriekasse), if applicable
• Correspondence with your employer about holiday and Feriepenge

Compare the number of holiday days and the 12.5% Feriepenge rate (for employees covered by the standard Danish Holiday Act) with what appears on your pay slips and in FerieKonto. Check whether all relevant income – including bonuses, commissions and certain allowances – has been included in the calculation.

Step 2 – Contact your employer or holiday fund

The first formal step is to contact the party that calculated and reported your Feriepenge. This will usually be:

• Your employer’s payroll department, or
• FerieKonto (if your employer pays holiday pay into this scheme), or
• A collective holiday fund (feriekasse) if you are covered by a sector agreement

Explain in writing why you believe the calculation is wrong, attach your documentation and ask for a written explanation and correction. Many errors are resolved at this stage, for example when overtime, variable supplements or periods of employment have been reported incorrectly.

Step 3 – Involve your trade union or employee representative

If you are a member of a trade union, you should contact them as soon as you suspect an error. Danish unions have extensive experience with Feriepenge disputes and can:

• Check whether your rights under the Holiday Act and any collective agreement have been respected
• Negotiate directly with the employer on your behalf
• Bring the case before the relevant complaint or arbitration body if no agreement is reached

In workplaces with a shop steward (tillidsrepræsentant), you can also ask them to assist in the dialogue with the employer.

Step 4 – File a complaint with public authorities

If the dispute is not resolved, or if your employer does not respond, you may be able to escalate the case to public authorities. Depending on the situation, the following bodies can become involved:

• Styrelsen for Arbejdsmarked og Rekruttering (STAR) – supervises the application of the Holiday Act and can intervene in certain cases
• Arbejdsmarkedets Feriefond – manages unclaimed and expired holiday pay and can be relevant if your employer has ceased operations
• Skattestyrelsen – if the dispute concerns taxation of Feriepenge rather than the amount itself

Complaints are usually submitted digitally via the relevant authority’s self-service system, often using MitID. You will be asked to upload contracts, pay slips and any correspondence with your employer or holiday fund.

Deadlines and limitation periods

It is crucial to respect the time limits for claiming incorrectly calculated Feriepenge. As a rule of thumb:

• Holiday pay must be claimed within the holiday year and the following 4-month period, unless you have a valid reason for postponement
• Financial claims against an employer, including underpaid Feriepenge, generally become time-barred after 3 years under Danish limitation rules, counted from the time the claim could first be made
• Special, shorter deadlines may apply under collective agreements or specific complaint procedures

If your employer has gone bankrupt, you must submit your claim to Lønmodtagernes Garantifond (LG) within their specific deadlines; otherwise, you risk losing your right to unpaid Feriepenge.

Appeals against decisions

If an authority or a holiday fund has made a formal decision about your Feriepenge and you disagree, the decision letter will state:

• Which body made the decision
• How and where you can appeal
• The exact appeal deadline (often 4 weeks from the date you received the decision)

Appeals must usually be submitted in writing and should clearly state which parts of the decision you contest and why. Attach all relevant evidence and, if possible, a calculation showing the amount of Feriepenge you believe you are entitled to.

Typical Feriepenge calculation errors

When preparing your complaint, it is helpful to know the most common mistakes:

• Not including all holiday-qualifying income (e.g. bonuses, commissions, shift allowances)
• Using the wrong accrual rate or holiday year (e.g. not applying the 12.5% rate correctly)
• Incorrect registration of start or end date of employment
• Not transferring unused Feriepenge correctly when changing jobs
• Misunderstanding rules for employees on maternity, paternity or parental leave

Identifying which of these applies to your situation will make your complaint more precise and easier to process.

Professional assistance with Feriepenge disputes

Feriepenge rules interact with tax law, employment contracts and collective agreements, which can make disputes complex. Professional advisors, such as accountants and payroll specialists, can:

• Recalculate your Feriepenge entitlement based on your actual income
• Check whether your employer has reported correctly to eIndkomst and FerieKonto
• Prepare documentation and calculations to support your complaint or appeal

Using expert support increases the chance that underpaid Feriepenge is identified and recovered, and that your complaint is handled efficiently by employers, funds and authorities.

How to apply for Feriepenge

The letter from the Feriekonto office provides instructions on where to submit the application. This document should be delivered to the applicant at the beginning of the year or at the end of December. The letter indicates whether the application should be submitted to the Feriekonto office or directly to the employer. In addition, the letter contains data on the amount accumulated, the daily rate and the number of vacation days to be taken. Under Feriekonto, we can apply for payments for up to 2-3 years back.

Here are the steps to apply for a Feriepenge payment:
To begin with, identify the Feriepenge fund to which you have been assigned for a benefit claim form.
2. In the form, provide all the required information and then send it to the fund according to the specified deadline. When completing the form for an employee, follow the instructions below:
- Enter the name of the person applying for Feriepenge.
- If the employee's number is on the vacation statement received from Feriepengeinfo, enter it.
- Make sure that the CPR number (the Danish equivalent of the PESEL, consisting of 10 digits) is also listed on the form.
- You will find the information about the employer's name on the contract, in most cases it is located in the upper left corner, near the stamp.
- You will also need to enter the SE number on the form, which is the Danish equivalent of the NIP and is also found on the contract (in the upper left corner).
- At the end, in the “Paid by” field, write FERIEKONTO.
- At the end of the application should be the employee's handwritten signature.
3. After submitting your application, you should await confirmation of its receipt by the fund and further instructions on the status of your Feriepenge payout.

When selecting a reason for applying for Feriepenge payment, be sure to select only one of the available options:
I. If you are currently on vacation or have had a leave of absence, indicate this reason with the first day of your leave and the number of days you have taken. You are entitled to 2.08 days of vacation for each month of work.
II. If you are terminating your employment in the Danish market, select the appropriate reason for termination. Your last day of work should correspond to the date of termination or the date specified in your contract.

It is also possible to apply for Feriepenge payments electronically. To do this, log on to borger.dk using your NemID and fill out the forms available on the site. If you are still employed, the documents should indicate the days of vacation leave that have been taken. Otherwise, indicate the date you stopped working in Denmark. To fill out the application correctly, simply follow the on-screen instructions. Your application will then be sent to the vacation payer. This can be either the Feriekonto organization or your employer. To learn more about this, log into your account. Once the application is approved by the vacation benefit payer, Feriepenge funds will be transferred to your NemKonto, the account for receiving benefits from Danish institutions.

You have two options when it comes to sending in your application to receive Feriepenge:
1. One solution is to apply via an application at blanket.virk.dk. Enter the message “Application for payment of feriepenge” in the appropriate field, and be sure to include your contact information, such as name, CPR, address, phone number and email. The completed form should be attached as an attachment. After verifying that all information is correct, click the SEND button.
2. Another option is to send the application by traditional mail to: Feriepengeinfo Kongens, Vænge 8, 3400 Hillerød, Denmark.

The waiting period for the Feriepenge application to be processed depends on where it was submitted. If the application was submitted directly to the employer, in many cases the processing takes only a few days. When documents are submitted to Feriekonto, the waiting time is usually between 1 and 3 weeks. In the case of applications directed to private funds, the processing time can be difficult to predict, as it depends on the number of applications and the servicing capacity of the specific entity.

If the automatic disbursement of funds does not take place, you have the option of initiating the disbursement of vacation funds yourself. In this case, it is necessary to fill out the appropriate form and submit it through the application, which can be found at blanket.virk.dk.

At our company, we offer professional support in obtaining vacation benefits in Denmark. Our experts are happy to help you fill out the Feriepenge forms and answer any questions you may have. With our services, you can count on getting your due benefits in Denmark efficiently.