Parental leave in Denmark (2026)
Last reviewed: 7 November 2026
In short: A mother has leave from 4 weeks before the birth and for 10 weeks after it. A father or co-mother has 2 weeks, and each parent has a further 32 weeks that can be extended to 46. Dismissal because of pregnancy or leave is not allowed.
| Rule | What applies |
|---|---|
| Maternity leaveTaking parental leave | A woman has the right to leave when the birth is expected in 4 weeks (earlier if the pregnancy is at risk). A mother has the right and duty to leave in the first 2 weeks after birth and the right to a further 8 weeks, so 10 weeks after the birth. [1] |
| Paternity leaveTaking parental leave | A father or co-mother has the right to 2 consecutive weeks of leave after the birth, or by agreement with the employer within the first 10 weeks after the birth. Employees can take the 2 weeks in separate periods by agreement with the employer. [1] |
| Parental leaveTaking parental leave | After week 10 after the birth, each parent has the right to 32 weeks of leave (§ 9). Each parent can extend the leave to 40 weeks, and employees and self-employed people up to 46 weeks (§ 10). Employees can postpone up to 5 weeks of the leave until the child is 9. [1] |
| Pay during leaveTaking parental leave | Udbetaling Danmark pays barselsdagpenge for the leave before and in the first 10 weeks after the birth (§ 20). For leave under §§ 9-10 a mother has dagpenge for 14 weeks and a father or co-mother for 22 weeks, until 1 year after the birth (§ 21). For employees the benefit is based on average hourly earnings in the last 3 months and is capped at DKK 3,332 a week in the Act's text, a figure raised each January (§ 33-35). [1] |
| Job protectionTaking parental leave | An employer may not dismiss an employee, or treat them less favourably, because the employee has claimed or used leave under the maternity leave act (§§ 6-14 a, 23 b, 23 c) or because of pregnancy, maternity or adoption. A dismissal in breach of this must be set aside on request, unless that is manifestly unreasonable; otherwise compensation is payable. [2] |
Notes
- Retsinformation shows the Act consolidated on 22 January 2026 with an end date of 31 October 2026 in its metadata, so a newer consolidation may exist. An amendment in force on 1 December 2026 (law no. 630 of 2024) is not yet included in the text read.
Sources
- Retsinformation (Beskæftigelses- og Ligestillingsministeriet): Bekendtgørelse af lov om ret til orlov og dagpenge ved barsel (barselsloven), LBK nr 206 af 22/01/2026 (consulted 7 November 2026) · all sources
- Retsinformation (Beskæftigelses- og Ligestillingsministeriet): Bekendtgørelse af lov om ligebehandling af mænd og kvinder med hensyn til beskæftigelse m.v., LBK nr 942 af 19/07/2024 (consulted 7 November 2026) · all sources
Related pages
General information, not legal advice. Rules change: check the official source before you fly or ride.