ansættelsestiden

Ansættelsestiden is a term used to describe the length of time an individual is employed by an employer under a contract. It covers both fixed-term and open-ended (permanent) employment and is determined by the employment contract, applicable collective agreements, or national law.

In open-ended employment, there is no predefined end date. The employment continues until either the employee or the employer terminates it with the statutory and contractual notice required. Fixed-term employment has a specified duration or is tied to a particular event or project. The contract ends automatically when the term expires or the event concludes, unless the agreement provides for renewal or conversion to a permanent position under applicable rules.

Probationary periods (prøvetid) are common in many Danish contracts. During през, which may last a limited period, both parties can terminate with relatively short notice. The length of prøvetid is typically governed by the contract or collective agreement and is not universally fixed.

Renewals and conversion can affect ansættelsestiden. In some cases, repeated fixed-term contracts or long periods of fixed-term work may create a right to permanent employment under national or sector-specific rules. Employers and employees should review relevant collective agreements and legislation to determine when such rights apply.

End of the ansættelsestiden depends on the contract type. A fixed-term contract ends automatically at the stipulated end date or upon completion of the attached condition. An open-ended contract ends when proper notice is given by either party, or by mutual agreement, with the applicable notice period and any severance provisions.

Overall, ansættelsestiden is a key concept in Danish employment practice, reflecting how long an employee is engaged and under what conditions that engagement may end or transition.