Consequences of Great Prayer Day (Store Bededag)

On February 28th, 2023, the Danish Government passed a bill (Act L 13 2022/2023) on the consequences of abolishing the Great Prayer Day as a public holiday. 2023 will be the last year in which Great Prayer Day is a public holiday according to legislation.

2023 is the last time

This will effectively mean that all employees annual working hours will increase, and this leads to a mandatory compensation.

The changes apply to all employees as per a normal employee definition, which means that the law covers anyone who performs personal work for remuneration in an employment relationship.

All employees will be entitled to an allowance of 0.45% of the yearly salary.

Monthly salaried employees

Monthly salaried employees, in the sense of the law, are employees who receive a fixed monthly salary or fixed salary for another period, regardless of how many holidays are included in the salary period. 

These employees will have an increase in their effective working time by one (1) working day per year, and the law introduces a special salary allowance as compensation for this increased working time.

The allowance amounts to 0.45% of the employee’s annual salary, corresponding to the normal value of a working day. Both full-time employees, part-time employees, temporary employees, and employees who do not normally work on Fridays, are entitled to the allowance.

Even if the employees are provided compensation with additional paid time off, the employee is still entitled to the allowance of 0.45%.

Two models for payout

  1. Yearly model: Payout twice a year in May and August (e.g., the 1% holiday allowance)
  2. Monthly model: Payout with the monthly salary

Hourly salaried employees

Hourly salaried employees, who from January 1st, 2024, work on the day, which was previously Great Prayer Day, will receive their regular hourly wage for the working hours.

Non-Danish employees

The changes will also impact non-Danish employees.

Recommendations

Generally, the issues can be highlighted as the following:

  1. Consider the relevant model for payment to monthly salaried employees (monthly or annually)
  2. Adjust the payroll processing for monthly salaried employees to reflect on the model of the payment
  3. Consider if the adjustment of workdays and allowance must be captured in internal policies, employment contracts, or similar
  4. In case you opt for the annual payment model, consider if an accrual of the liability shall be added to the payroll process/backfeed

latest news

The image features an illustration related to the upcoming Time Registration Act, effective from July 2024. It depicts a person taking a stretch at their desk, which is equipped with a laptop and documents, symbolizing a break or relaxation moment in an office environment. A large stopwatch and a checklist are also present, highlighting the theme of time management. The overall message conveys the importance of tracking time in accordance with the new legislation.

Time Registration Act to come into force July 2024

On the 8th of November 2023, a legislative proposal was presented in the Danish parliament on mandatory registration of employees’ working hours. The legislative proposal has been adopted and will come into force on 1 July 2024.

A serene illustration of six wind turbines standing in the ocean under a sky with fluffy clouds and flying birds, depicting clean energy production.

Offshore Wind Farms Put Up For Tender

The Danish government has opened for the largest ever tender of offshore wind farms in the history of Denmark to support the ambition that Denmark is to be green power centre of Europe.

Sustainable work life

Easter approaches and brings the spirit of rebirth, renewal, and a welcome reminder for us to reflect on our impact on the world around us.

do you have any questions?

* By checking GDPR Consent, you agree to let us store the information you provided in our system. You can always contact us to permanently remove your data. 

Scroll to Top