European Foundation
for the Improvement of
Living and Working Conditions

The tripartite EU agency providing knowledge to assist
in the development of better social, employment and
work-related policies

EU PolicyWatch

Database of national-level policy measures

Eurofound's EU PolicyWatch collates information on the responses of government and social partners to the COVID-19 crisis, the war in Ukraine, rising inflation, as well as gathering examples of company practices aimed at mitigating the social and economic impacts.

Factsheet for measure DK-2020-11/305 Updated – measures in Denmark

Jobsharing made more flexible

Arbejdsfordeling

Country Denmark , applies nationwide
Time period Temporary, 12 March 2020 – 31 December 2021
Context COVID-19
Type Legislations or other statutory regulations
Category Ensuring business continuity and support for essential services
– Change of work arrangements (working time, rota schemes)
Author Carsten Jørgensen (FAOS, University of Copenhagen), Anders Randrup (Oxford Research) and Eurofound
Measure added 06 April 2020 (updated 11 November 2021)

Background information

In order to avoid direct dismissals, the government has made it possible for the companies to make use of the existing jobsharing scheme in a more flexible way. Jobsharing is covered by collective agreement. The flexible measures was passed by a so-called urgent statute in the Parliament. According to the statute, a rule about notifying the local jobcentre a week before jobsharing can begin is abolished because it might create unnecessary red tape for the company.

Content of measure

According to the collective agreement a company can introduce a period of 13 weeks of jobsharing in the company as a provisional measure. Normally, the company must notify the local jobcentre a week before the jobsharing can start. This rule is abolished with the aim that the company can start jobsharing the same day the notification is send.

At the same time, it becomes possible for companies to switch between the types of jobsharing periods when a cycle of jobsharing is completed. As it is, the working hours must be reduced by at least two full days per day. week or with one week of full-time work followed by one week of unemployment. However, the distribution can also be arranged with two weeks of full-time work followed by one week of unemployment or with two weeks of full-time work followed by two weeks of unemployment. According to the urgent statute, the employer can switch between the periods when the one in use expires.

During the periods of unemployment, the employees in question will receive a supplementary unemployment benefit.

On the 27. November 2020 the agreement was extended, and the expiration date is now ultimo 2021, it thus runs all of 2021 to avoid additional layoffs.

Updates

The following updates to this measure have been made after it came into effect.

27 November 2020

On the 27 November 2020 the agreement was extended, and the expiration date is now ultimo 2021, it thus runs all of 2021 to avoid additional layoffs.

09 July 2020

In February 2020, the number of employees encompassed by jobsharing was 264. After the partial closure of the labour market 12 March, the number in the same month increased to 5,788 employees. In April the number increased further to 8,244 and in May - the last month of statistics - the number was 7,475, that is a small decrease in relation to the previous month.

Use of measure

In February 2020, the number of employees encompassed by jobsharing was 264. After the partial closure of the labour market 12 March, the number in the same month increased to 5,788 employees. In April the number increased further to 8,244 and in May - the last month of statistics - the number was 7,475, that is a small decrease in relation to the previous month.

As an additional measure, the employees in the agreement can receive an increased benefit rate and they do not deduct their two-year allowance while they are covered by the agreement.

Target groups

Workers Businesses Citizens
Employees in standard employment
Workers in non-standard forms of employment
Does not apply to businesses Does not apply to citizens

Actors and funding

Actors Funding
National government
National funds

Social partners

Social partners' role in designing the measure and form of involvement:

Trade unions Employers' organisations
Role Consulted Consulted
Form Direct consultation outside a formal body Direct consultation outside a formal body

Social partners' role in the implementation, monitoring and assessment phase:

  • Social partners jointly
  • Main level of involvement: Peak or cross-sectoral level

Involvement

The social partners have welcomed the initiative to make the existing jobsharing scheme more flexible for an (open ended) period.

Views and reactions

The social partners have welcomed the initiative to make the existing jobsharing scheme more flexible for an (open ended) period.

Sources

  • 12 March 2020: Arbejdsfordeling gøres mere fleksibel (bm.dk)
  • 12 October 2021: Ordning om arbejdsfordeling forlænges med et år (sn.dk)

Citation

Eurofound (2020), Jobsharing made more flexible, measure DK-2020-11/305 (measures in Denmark), EU PolicyWatch, Dublin, https://static.eurofound.europa.eu/covid19db/cases/DK-2020-11_305.html

Eurofound publications based on EU PolicyWatch

19 May 2022

 

Working life in the COVID-19 pandemic 2021

This publication consists of individual country reports on working life during 2021 for 28 countries (the 27 EU Member States and Norway).

Publication

24 June 2020

 

COVID-19: Policy responses across Europe

This report aims to present an overview of both large-scale government measures and collective agreements that impact on large groups of workers.

16 June 2022

 

COVID-19 in the workplace: Employer's responsibility to ensure a safe workplace

Throughout 2021, the second year of the COVID-19 pandemic, specific occupational health and safety rules were reintroduced due to increases in infection rates.

Article

16 June 2022

 

Back to work after COVID-19: Testing, vaccines and green certificates

In the second pandemic year 2021, access to one's place of work was increasingly dependent on providing proof of either having been tested, vaccinated or recovered from COVID-19 in several countries.

Disclaimer: This information has not been subject to the full Eurofound evaluation, editorial and publication process.