For many of us, vacation is the highlight of the year – a much-needed break from everyday life where batteries are recharged and new memories are made. But to get the most out of your vacation, it's crucial to understand the rules.
The Danish Holiday Act, which underwent a significant change in 2020 with the introduction of concurrent holiday (samtidighedsferie), remains the foundation for how we earn and take vacation.
This article is your guide to Ferieloven (the Danish Holiday Act) as it looks and is practiced in 2026. We dive into the core principles, look at accrual and usage, and give you concrete tips for navigating the system, whether you're new to the job market or experienced.
Background: From offset vacation to today's concurrent holiday
To understand the holiday landscape in 2026, it's important to know the journey to get here. The holiday law we operate with today is the result of a desire for a more flexible and EU-compliant system.
The old system: Offset vacation accrual
Before September 1, 2020, the Danish Holiday Act worked with offset vacation. This meant you earned vacation in one calendar year and could only take this vacation from May 1 the following year. This system could be challenging for recent graduates or people returning to the job market, as they could risk waiting up to 16 months before they could take paid vacation.
The transition and "frozen holiday pay"
The transition to the new holiday law involved a transition period where holiday pay earned in the period September 1, 2019 to August 31, 2020 was "frozen." These funds are managed by Lønmodtagernes Feriemidler (Employees' Holiday Funds) and are typically paid out when you reach state pension age or leave the labor market for other reasons.
Concurrent holiday: The core of the current law
On September 1, 2020, the new Holiday Act came into effect, based on the principle of concurrent holiday (samtidighedsferie). This means you earn and can take vacation in the same period. This is the model that applies in 2026 and has made the vacation system more dynamic.
Example: If Benjamin starts a new job on March 1, 2026, he already earns 2.08 vacation days in March, which he can theoretically agree to take as early as April 2026.
Core principles of Ferieloven in 2026
Concurrent holiday: Earn and take vacation continuously
The cornerstone is concurrent holiday. You earn 2.08 days of paid vacation for each month of employment. These days can in principle be taken as early as the month after they are earned. This provides much greater flexibility, especially for newcomers to the job market.
Think of it as a continuous "vacation account" where vacation days are deposited each month, ready for use.
The holiday year and the holiday entitlement period
Although vacation is earned continuously, the law still operates with a "holiday year" and a "holiday entitlement period":
- Holiday year: Runs from September 1 to August 31 (12 months). This is the period in which you earn your 25 vacation days.
- Holiday entitlement period: Runs from September 1 to December 31 the following year (16 months). You have 16 months to take the vacation you have earned in the holiday year.
Example for 2026: The vacation you earn from September 1, 2026 to August 31, 2026, you can take until December 31, 2026.
Number of vacation days and the special holiday allowance
All employees in Denmark are entitled to 5 weeks of paid vacation per year, which equals 25 vacation days if you have been employed for the entire holiday year. In addition to salary during vacation or holiday compensation, you are also entitled to a holiday allowance:
- The holiday allowance amounts to 1% of your holiday-eligible salary earned in the holiday year.
- It is typically paid either when your vacation begins, or in two annual installments (e.g., May and August).
How you earn holiday pay and vacation days in 2026
Monthly accrual: The fixed 2.08 days
For each full month of employment, you earn 2.08 days of paid vacation. This applies regardless of your employment form (full-time, part-time, hourly).
Table: Vacation day accrual
- 1 month of employment: 2.08 vacation days earned
- 3 months of employment: 6.24 vacation days earned
- 6 months of employment: 12.48 vacation days earned
- 12 months of employment: 25 vacation days earned (rounded)
Special situations: Illness, parental leave, and job change
Illness:
- Illness before vacation: If you become ill before your planned vacation starts, you are not obligated to begin the vacation. You must report sick to your employer, and your vacation is postponed to a later date.
- Illness during vacation: If you become ill during your vacation, you may be entitled to replacement vacation. However, there is a waiting period (typically 5 sick days within a holiday year) before you earn the right to replacement vacation.
Parental leave: During parental leave, you continue to earn the right to paid vacation as if you were at work.
Job change: When you change jobs, your former employer must settle your earned, unused holiday pay. These are typically deposited into FerieKonto.
Planning and taking your vacation in 2026
Timely notice and agreement with employer
Your employer has management rights and can ultimately determine when your vacation should be placed if you cannot agree. However, the employer should accommodate your wishes as much as possible.
- Main vacation: You are entitled to 3 weeks of consecutive vacation (main vacation) in the period May 1 to September 30. This must be announced by the employer with at least 3 months' notice.
- Remaining vacation: The remaining 2 weeks of vacation (remaining vacation) can be placed outside the main vacation period and must be announced by the employer with at least 1 month's notice.
Your role: It's always a good idea to be proactive. Talk to your manager in good time about your vacation wishes for 2026.
Carrying over vacation: Rules and options
What if you don't manage to take all your vacation before the end of the holiday entitlement period (December 31)?
- As a general rule, vacation should be taken.
- However, you have the right to agree with your employer to carry over up to 5 days of vacation (the 5th vacation week) to the next holiday entitlement period. The agreement must be in writing and made by December 31 at the latest.
- Vacation beyond 4 weeks that has not been taken or agreed to be carried over can be paid out after the end of the holiday entitlement period.
What happens to vacation in case of illness or resignation?
Resignation:
- Dismissed by employer: Your employer cannot require you to take main vacation during the notice period unless the 3-month notice can be observed. Remaining vacation can be imposed with 1 month's notice.
- You resign: As a general rule, you can take already planned vacation during the notice period. Often, outstanding vacation will be paid out as holiday compensation.
Challenges and pitfalls in Ferieloven
The "frozen holiday pay" (Lønmodtagernes Feriemidler)
Holiday pay earned in the period September 1, 2019 – August 31, 2020 was frozen. In 2026, this money is still "parked" for most active in the labor market.
- Status: The money earns interest annually. You can see your balance on borger.dk.
- Payout: The money is generally paid out when you reach state pension age.
Understanding holiday obstacles
A holiday obstacle is a situation that legally prevents you from taking your vacation. The most common are:
- Own illness
- Parental leave
- Leave to care for close relatives
If you have a holiday obstacle up to the end of the holiday entitlement period (December 31), up to 4 weeks of vacation that could not be taken can be carried over to the following holiday entitlement period.
Communication with employer is key
Many potential vacation conflicts can be avoided with open and honest communication:
- Be clear about your wishes – and be out in good time
- Understand the company's needs
- Get agreements in writing, especially when carrying over vacation
The future of Ferieloven after 2026
Possible adjustments and evaluations
Laws are continuously evaluated. After several years with concurrent holiday, there will be a solid experience base:
- Evaluation of flexibility: Does the desired flexibility work for both employees and employers?
- Administrative burdens: Is the system too administratively heavy for small businesses?
- International standards: The EU's Working Time Directive may evolve.
International inspiration and trends
We see trends abroad that could eventually inspire debate in Denmark:
- More vacation days/6th vacation week: The demand for a 6th vacation week has historically been put forward by unions.
- "Right to disconnect": Discussions about the right not to be digitally available during vacation.
- Flexible work arrangements: Increased use of remote work may affect how vacation is perceived and planned.
Resources and help
If you need further help or information, there are many good Danish resources:
- Borger.dk: The public portal provides comprehensive and updated information about vacation rules, holiday pay, FerieKonto, etc.
- Styrelsen for Arbejdsmarked og Rekruttering (STAR): Is the responsible authority and has guidance material about Ferieloven.
- Your union: Experts in Ferieloven and can give you personal advice.
- Your employer/HR department: Has a duty to inform you about your vacation rights.
- Lawyers specializing in employment law: For more complex disputes.
Conclusion
Ferieloven, with its principle of concurrent holiday, is designed to give you as an employee more direct and flexible access to the vacation you earn. In 2026, after several years of experience with the system, both you and your employer should have a good understanding of how it works in practice.
The key to optimal use of your vacation rights lies in knowledge and proactivity:
- Understand your rights: Know about the 2.08 days monthly accrual, the holiday year and the holiday entitlement period's framework.
- Plan in good time: Talk to your employer about your vacation wishes, and be aware of the notice rules.
- Keep track of your vacation account: Check your payslip and any messages from FerieKonto.
- Be aware of special situations: Illness, parental leave, job change – know the rules.
- Use the available resources: Your union, borger.dk, and your HR department can help.
By taking active ownership of your vacation planning and knowing the rules, you can ensure the breaks you need and the vacation you deserve. Happy vacation planning – and happy holidays when the time comes in 2026 and beyond!