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Opdateret af Karina Baisgaard VISMA ‎20-03-2018 08:32
 A. Pension contribution for the employee as well as the employer must be withheld each month if applicable. The contribution is calculated upon the actual pensionable salary. In this example employee contribution is 5%, deductible in the taxable income, employer’s contribution is 10%. Please note that pension amounts can be subject to and determined by collective agreements.   B. Compulsory ATP contribution also called “old age pension”. The employee contribution is DKK 94.65 each month and employer contribution is DKK 189.35 each month for a full-time employee in year 2018. See current contribution rates on this link Payment of withheld contribution for the employee as well as the employer is due every third month on the 7 th in the month of February, May, August and November. If the original due date is in a weekend or on a public holiday, the due date will be changed to the first coming weekday after the original due date.   C. Labor market contribution 8% (AM-bidrag) All working citizens must pay labor market contributions. The employer will deduct the contributions from the employees pay. Labor market contributions are used for the Government's labor market expenses, for example to cover unemployment benefits, supplementary training courses and maternity. It should be noted that the labor market contributions are actually a tax, deducted from employees' gross pay. Company withheld labor market contribution is paid together with the company withheld tax for employees. You can find more information about tax payment and due dates etc. via the following link   D. Tax, as a foreign company liable to pay tax in Denmark, you must withhold labor market contributions and A-tax for your employees according to the same rules that apply to Danish businesses with employees. You must withhold tax from the employees' first day of work in Denmark. Every employee needs to have a Danish civil registration number (CPR number) and their own personnel tax card with a tax percentage and a tax-free amount each month. When you hire a new employee, Visma will automatically request the tax card electronically from SKAT. If an employee gets a new tax card Visma will automatically get the new tax card from SKAT. For more info please visit   E. The tax card Basis for holiday payment is the holiday entitled pay, taxable amount of company car and telephone if applicable. The employee saves up an additional holiday supplement of 1% that is due with the salary in May, if the employee still is employed with the company. It is calculated upon basis for holiday payment earned the previous year. When an employee is terminated, he/she is entitled to 12,5% of basis for holiday payment earned the previous year. In Denmark, you earn the right to 2,08 days of holiday per month during the calendar year, which is 25 days for a whole year = 5 weeks. You take the holiday earned the previous year from May to April. Ex. Holiday earned in 2 January – December 2017 – can be taken from April 2018 – May 2019. Please note that new vacation rules will apply as of September 2019. You can find an description of the new holiday law here:   The employer’s actual costs are: Gross salary ATP Pension (if applicable) Company car (if applicable) Company telephone (if applicable) Holiday payment 12½ % AER DKK per employee every three month
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Opdateret af Marlene Due VISMA ‎09-03-2018 15:13
The Danish parliament has enacted a new holiday law. The reason for this new law is, among other things, that the EU-Commission have assessed that the current Danish holiday law is fundamentally against the regulations of the EU-court, as all employees according to the EU rules should have the right to four weeks paid vacation per year.  The current Danish rules of staggered holiday (slightly offset), means that today a new member of the labor market would have to wait up to 16 months before they can take any paid holiday. A holiday-law committee was therefore asked to come up with their suggestions for a new holiday law, which should meet the international obligations that Denmark has. These suggestions act as the base of the new holiday law. The new holiday law introduces the possibility that new members of the labor market in the future will be able to take paid holiday within the first year of their employment.   The current holiday rules Today in Denmark we have staggered (slightly offset) holiday. This means that the employed person earns paid holiday per calendar year 1. January to 31. December, but the paid holiday cannot be taken before May 1 st of the next year. As a result of this, up to 16 months can pass from the time the holiday is earned to the time the paid holiday can be taken.  Days is earned in this period.     The new holiday rules With the new holiday law, the employed person will earn and take his/her holiday at the same time in a 12-month period (The holiday year). This means that the holiday earned in February can be taken as soon as March the same year. The employed person will however, have the opportunity to take the earned vacation for an additional 4 months which means that he/she will have 16 months to take the earned holiday (Holiday period). This gives the individual employed person a higher flexibility to take their holiday.     Going forward there will still be two types of holiday payment. Holiday with pay and holiday supplement and holiday with holiday-compensation. For all employed persons the new holiday law will introduce the element that holiday is earned continuously during the holiday year which runs from September 1 st to August 31. The next year (12 months). With the new holiday law, the employed person will earn 2,08 days per month – exactly as they do today – and exactly as before they will not earn the right to paid holiday for periods where their employer does not pay them any salary. The earned holiday can be taken during the “holiday period” which runs from September 1 st to December 31. The next year (16 months). Part of the period where the employees can take their earned holiday is therefore coincident with the earning period – but it is 4 months longer. This makes the holiday planning more flexible.   What does the new law mean to the employer? The new holiday law keeps some of the rules and principles we know from the current holiday law. But apart from the introduction of Same-Time-Holiday it changes some of the ways that the employer handles the holiday. Here below you can find a list of which rules that remain unchanged and which that have been changed:   Holiday payment The new holiday law still provides the opportunity to either give holiday with pay and holiday-supplement or give holiday-compensation (Payment through Holiday account (Feriekonto) or by using a holiday-card-agreement. The calculation of the holiday-supplement and the holiday-compensation will not be changed with the new law.   With the new law the employer will now be able to extract a holiday-card-agreement, agreed upon in a collective agreement, to all employees in the same company regardless of the employee’s organization situation. Thereby the employer can avoid having to handling the holiday payment in various ways.   Today the holiday-supplement should, at the latest, be paid together with the first holiday taken, but in praxis the holiday-supplement is normally paid once a year together with the payroll for April or May. Going forward the holiday-supplement should be paid twice a year in May and in August or together with any taken holiday.   Taking holiday Holiday is still taken as 5 days a week and as whole days as a rule. Start- and end date of the holiday is not changed either and the rules about summer holiday and other holiday also still applies.   The new law does not change the deadlines for notification of the summer holiday and other holiday, but the deadlines can no longer be set aside in general by making a contract; they can only be set aside in the individual concrete situation.   The employer and the employee can agree that the employee can take holiday in advance. Holiday taken in advance is afterwards paid off as it is earned. If the employee is terminated, before the holiday taken in advance have been paid off, the employer can only setoff the balance in their favor in the owed payroll to the same employee.   Further the new term “Foundation-holidays” is introduced, from this foundation new employed persons can get their holiday earned in 2019 paid out. The payment for these max. 8,3 holidays will be paid out by applying for it, and this payment will afterwards be deducted from the payment the employed person where to received when they leave the labor marked to retire.   Another new rule is that holiday which has not be taken as the result of holiday-hindrance will automatically be transferred to the next holiday period.   If your work hours/work load is changed from the time the holiday is earned to the time where the holiday can be taken The current rules demand that it, as a rule, is the salary at the time of taking the holiday (Not the earning time) which should be paid to the employee when any holiday is taken. The exception is however the holiday laws §23 section 3 which states that the salary should be adjusted in case the work hours/work load is changed by more than 20% at the time of taking the holiday compared to the work hours/Work load in the earning period.   It is important to note that it is the change in the work hours/work load alone that is taken into consideration when determining if three would have to be a proportional adjustment of the salary at the time of taking the holiday. Any salary increase or salary deduction will because of this not be taken into consideration.   This 20% rule will disappear when the new holiday law is carried out.  Instead it is now evident that if the work hours or the work load, which would require a new contract, is changed, the employee is entitled to pay during the holiday which matched the work hours and work load at the holiday-earning time.  In these events the current salary should always be adjusted when it is paid as holiday pay.   The labor marked and collective agreements The new holiday law will not become effective until September 1 st 2020, however the transition agreement will become effective on September 1 st 2019 (See more below). This gives the parties of the labor market time to adjust the collective agreements to fit the new rules. At the same time, it gives time to go through and negotiate new local agreements as well as adjusting any individual employment contracts in the extend needed.   In this connection it should also be determined to which extend general and/or local agreements about extra holidays and care days etc. should be amended to fit the new holiday rules. At Visma we are excited to follow the dialog and the collective agreements negotiations including the progress on the labor market in general as the decisions made will have a great impact on many of our customers. Also, because the decisions made will affect the functionalities that our payroll solutions will have to handle.   The transition agreement As mentioned above, a transition agreement will be introduced because of the new holiday law. The idea behind the transition agreement is to make the transition from staggered-holiday (slightly offset) to same-time-holiday as easy as possible, avoid double coverage and to show regard for the companies.   The transition agreement involves that holiday earned from 1 September 2019 to 31 August 2020 will be “frozen” and not be paid out to the employed person before they leave the labor market to retire.   To ensure the purpose of the transition agreement a special trust fund will be setup within “Lønmodtagerens dyrtidsfond” (The employed persons high priced foundation) who will handle the transition agreement. “Lønmodtagerens dyrtidsfond” (The employed persons high priced foundation) writes the following about the transition agreement:   At the time of the transition to the new holiday law every employed person will get holiday pay for up to 25 days frozen in a fund within “Lønmodtagerens dyrtidsfond”. The frozen holiday means will be paid back with interest, as well as any other pension saving and will be paid out when the employed person leaves the labor market to retire.   An economical transition By freezing the holiday funds, the transition is made easier for the employers. With the new holiday law, the employed person will get the opportunity to take holiday as soon as it is earned. This simultaneity between earning and taking holiday can challenge the employer’s economy. At the same time, it would not be appropriate for the employer’s if the employed person would be able to take double holiday in the transition year from the current holiday law to the new. To avoid having the employer’s pay out the already earned holiday and the new earned holiday within the same year, everyone will get their already earned holiday frozen in a fund. The employed person already earned holiday means will of course stay the employed persons own money. Every individual employed person will get an account in the new holiday fund within ”Lønmodtagerens dyrtidsfond” and it is this fund which needs to keep track of the employed persons money.   For every employee, all employers will have to calculate and report the holidays and holiday pay which have been earned in the time from 1 September 2019 to 31 August 2020. The holiday pay is calculated as 12,5% of the salary at the time of earning the holiday. This information should be reported to the fund on 31 December 2020 at the latest. If the information has already been reported to the holiday account (FerieKonto) or another private holiday fund it will however be holiday account (FerieKonto) or the private fund who will report the information to the fund.   In the events where the holiday pay has already been transferred to holiday account or another private fund, holiday account or the other private fund will transfer the money to ”Lønmodtagerens dyrtidsfond”. If the money has not been transferred to holiday account or another private fund the employer can choose to keep the frozen holiday means instead of transferring them to ”Lønmodtagerens dyrtidsfond”. If the employer should choose to keep the holiday means, they can at any time choose to voluntarily transfer the holiday means for one or more employees (including indexation) to ”Lønmodtagerens dyrtidsfond”. Should the employer choose to keep the holiday means, they will at the due date receive a request from ”Lønmodtagerens dyrtidsfond” asking them to transfer the holiday means to the fund.   As an employer you will get the opportunity to keep the frozen holiday means, which is why you should consider both advantages and disadvantages of settling the frozen holiday means to the fund by the end of 2020 or on the other side keeping the holiday means – or part of these – within the company as long as possible. Another possibility is to settle the holiday means by instalments, where you would pay the holiday means into the fund in smaller portions over a period of several years.
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Af Karina Baisgaard VISMA
Folketinget har vedtaget en ny Ferielov. Baggrunden for den nye lov er blandt andet, at EU-Kommissionen vurderede, at den gældende danske ferielov grundlæggende er i strid med EU-retten, da alle lønmodtagere ifølge EU’s regler skal have ret til fire ugers betalt ferie om året. De danske regler om forskudt ferie betyder, at nye på arbejdsmarkedet i dag skal vente op til 16 måneder, før de kan holde betalt ferie. Et ferielovsudvalg fik derfor til opgave at komme med et forslag til en ny ferielov, som skulle tage hensyn til Danmarks internationale forpligtelser. Forslaget fra ferielovsudvalget ligger til grund for den nye lov. Den nye ferielov medfører, at nye på arbejdsmarkedet i fremtiden kan afholde betalt ferie allerede i deres første år af deres ansættelse, hvor de med reglerne i dag kunne risikere at skulle vente op til 16 mdr., før de kan holde betalt ferie.   De nuværende regler[1] I Danmark er der i dag forskudt ferie. Det betyder, at lønmodtageren optjener ferie i kalenderåret fra 1. januar til 31. december, men at ferien først kan afholdes fra 1. maj året efter. Der kan dermed gå op til 16 måneder, fra ferien optjenes, til ferien kan afholdes.   De nye regler[2] Med den nye ferieordning optjener og afvikler lønmodtageren sin ferie på samme tid over en periode på 12 måneder (ferieåret). Det betyder fx, at den ferie, der optjenes i februar måned, allerede kan afholdes i marts måned samme år. Lønmodtageren har dog mulighed for at afholde ferien i yderligere 4 måneder, så der er 16 måneder til at afholde ferien i (ferieafholdelsesperioden). Det giver den enkelte øget fleksibilitet til at afholde ferien.   Der vil fortsat være to former for feriebetaling, nemlig ferie med løn og ferietillæg og ferie med ferie-godtgørelse.   For alle lønmodtagere medfører den nye ferieordning, at ferien optjenes løbende i ferieåret fra den 1. september til den 31. august året efter (12 måneder). Med en ny ferieordning vil lønmodtageren – som i dag – optjene 2,08 feriedage om måneden, og der optjenes fortsat ikke ret til betalt ferie i perioder, hvor arbejdsgiver ikke betaler hel eller delvis løn.   Den optjente ferie kan afholdes i ferieafholdelsesperioden fra den 1. september til den 31. december året efter (16 måneder). Den periode, lønmodtageren kan holde sin ferie i, er således sammenfaldende med optjeningsperioden – men fire måneder længere. Det betyder, at ferien kan planlægges mere fleksibelt.   Se eksempel på person, der er ny på arbejdsmarkedet:   Se eksempel på person, der allerede er på arbejdsmarkedet:   Hvordan stiller den nye Ferielov arbejdsgiverne? Den nye Ferielov bibeholder en række af de regler og principper, vi kender fra den eksisterende ferielov. Men ud over indførelsen af samtidighedsferieændrer den på en række områder arbejdsgivernes måde at skulle håndtere ferie på. Herunder har vi listet en række af de regler, der fortsætte uændret, og af ændringerne:   Feriebetaling Den nye ferielov giver fortsat mulighed for enten at give ferie med løn og ferietillæg eller ferie med feriegodtgørelse (udbetaling via Feriekonto eller en feriekortordning). Og grundlaget for beregning af ferietillæg og feriegodtgørelse ændres heller ikke i den nye lov.   Med loven kan arbejdsgiver som noget nyt udstrække en feriekortordning aftalt i én overenskomst, til alle ansatte på samme virksomhed, uanset organiseringsforhold. Arbejdsgiver undgår derved at skulle håndtere feriebetaling på forskellig vis. [3]   I dag skal ferietillægget senest udbetales i takt med, at ferien afholdes, men i praksis udbetales tillægget vanligt én gang årligt med april/maj-lønnen.   Ferietillægget skal fremover udbetales i to portioner i maj og august eller samtidig med, at den dertil svarende ferie begynder.   Afholdelse af ferie Ferie afholdes fortsat med 5 dage om ugen og som udgangspunkt i hele dage. Start- og sluttidspunkt for ferien ændres ikke, og reglerne om sommerferie og øvrig ferie fortsætter også.   Den nye lov ændrer ikke på fristerne for varsling af henholdsvis sommerferie og øvrig ferie, men varslingsfrister kan ikke længere fraviges generelt i en kontrakt; det kan kun ske i den konkrete situation.   Arbejdsgiver og lønmodtager kan aftale, at lønmodtageren holder betalt ferie på forskud. Ferie, der holdes på denne måde, afdrages herefter i takt med, at den optjenes. Fratræder lønmodtageren, inden ferie er ”tilbagebetalt”, kan arbejdsgiver kun modregne sit tilgodehavende i udestående løn.   Desuden indføres et nyt begreb, fondsferiedage, hvorefter nye på arbejdsmarkedet kan få betaling fra fonden for feriedage, lønmodtageren har optjent i 2019, men som er indefrosset på grund af overgangsordningen. Betalingen for disse op til 8,3 feriedage udbetales efter ansøgning, og de vil herefter blive modregnet i den udbetaling, der sker når lønmodtageren når folkepensionsalderen.   Nyt er også, at ferie, der ikke er afholdt på grund af en feriehindring op til ferieafholdelsesperiodens udløb, automatisk overføres til den efterfølgende periode.   Ændret arbejdstid/arbejdsomfang fra optjeningsperiode til udbetalingsperiode De nuværende regler fordrer, at det som udgangspunkt er lønnen på ferieafholdelsestidspunktet (og ikke optjeningsåret), der skal udbetales til lønmodtageren under lønmodtagerens ferie. Undtagelsen er dog Ferielovens § 23 stk. 3, der siger at lønnen skal reguleres, såfremt arbejdstiden/arbejdsomfanget på ferietidspunktet afviger med mere end 20% i forhold til arbejdstiden/arbejdsomfanget i optjeningsåret.   Det er her væsentligt at anføre, at det alene er afvigelsen i arbejdstid/arbejdsomfang, der indgår ved vurderingen af, hvorvidt der skal ske en forholdsmæssig regulering af lønnen på ferieafholdelsestidspunktet. En lønforhøjelse eller lønnedgang har således ingen påvirkning.   Med ændringer i den nye Ferielov forsvinder 20%-reglen. I stedet fremgår det nu, at hvis der sker ændringer i arbejdstid eller -omfang, som kræver et nyt ansættelsesbevis, har lønmodtager ret til løn under ferie, der svarer til arbejdstid/-omfang på optjeningstidspunktet. I disse tilfælde skal den aktuelle løn således altid reguleres, når den udbetales som løn under ferie.   Arbejdsmarkedets parter og kollektive overenskomster Den nye Ferielov træder først i kraft 1. september 2020, idet overgangsordningen dog træder i kraft 1. september 2019 (se nærmere om overgangsordningen herunder). Dette giver arbejdsmarkedets parter tid til at indrette de kollektiver overenskomster efter de nye regler. Derudover giver det tid til at gennemgå og forhandle nye lokalaftaler samt tilrette individuelle ansættelsesaftaler i det omfang, der måtte være behov for dette.   I denne forbindelse skal det også afklares, i hvilket omfang generelle og/eller lokale aftaler om feriefridage og omsorgsdage mv. skal tilpasses de nye regler på ferieområdet.Visma følger spændt dialogen og aftaler om de kollektiver overenskomster samt udviklingen på arbejdsmarkedet i øvrigt, da udfald af beslutninger vil påvirke en stor del af vores kunder. Hertil vil beslutningerne påvirke den nye funktionalitet, som vores lønsystemer skal kunne håndtere.    Overgangsordningen Som nævnt ovenfor indføres der med den nye Ferielov en overgangsordning. Formålet med overgangsordningen er at gøre overgangen fra forskudt ferie til samtidighedsferie så smidig som muligt, at undgå dobbeltdækning, og at tilgodese hensynet til virksomhedernes likviditet.   Overgangsordningen indebærer, at ferie der optjenes i perioden fra 1. september 2019 til 31. august 2020, indefryses og først udbetales til lønmodtageren, når denne har nået folkepensionsalderen eller forlader arbejdsmarkedet.   For at sikre formålet med overgangsordningen oprettes en særlig fond under Lønmodtagernes Dyrtidsfond, som håndterer overgangsordningen. Lønmodtagernes Dyrtidsfond skriver følgende: Ved overgangen til den nye lov får alle lønmodtagere nemlig indefrosset feriepenge for op til 5 ugers ferie i en fond under Lønmodtagernes Dyrtidsfond (LD). De indefrosne feriemidler skal forrentes, ligesom en hvilken som helst anden pensionsopsparing, og bliver udbetalt, når lønmodtageren når folkepensionsalderen eller forlader arbejdsmarkedet. En økonomisk overgangsordning Ved at indefryse feriemidlerne lettes overgangen til den nye ferielov for arbejdsgiverne. Med den nye lov får lønmodtagerne mulighed for at afvikle ferie, så snart den er optjent. Denne samtidighed mellem optjening og afvikling af ferie kan udfordre arbejdsgiverne rent økonomisk. Det er heller ikke hensigtsmæssigt for arbejdsgiverne, hvis lønmodtagerne kan holde dobbelt ferie i overgangsåret fra gammel til ny ferielov. For at undgå at arbejdsgiverne skal udbetale både allerede optjente feriepenge og nye feriepenge inden for samme år, får alle ved overgangen til den nye lov indefrosset deres optjente feriemidler. Lønmodtagernes optjente feriemidler forbliver selvfølgelig lønmodtagernes egne penge. Hver enkelt lønmodtager får en konto i den nye feriemiddelfond under LD, og det bliver fonden, der skal holde styr på lønmodtagernes penge.[4]   Alle arbejdsgivere skal for hver medarbejder opgøre og indberette de feriedage og den feriebetaling, der er optjent i perioden fra 1. september 2019 til 31. august 2020. Feriebetalingen beregnes som 12,5% af lønnen i optjeningsperioden. Oplysningerne skal indberettes til fonden senest 31. december 2020. Hvis oplysningerne allerede er indberettet til FerieKonto eller til en privat feriekasse, vil det dog være FerieKonto eller den private feriekasse, der indberetter oplysningerne.   I det omfang feriebetalingerne er indbetalt til FerieKonto eller en privat feriekasse, vil FerieKon­to/den private feriekasse indbetale feriebetalingerne til fonden. Er pengene ikke indbetalt til FerieKonto/en privat feriekasse, kan arbejdsgiver vælge at beholde indefrosne feriebetalinger i stedet for at indbetale feriebetalingen til fonden. Vælger arbejdsgiver at beholde alle eller en del af feriebetalingen, kan arbejdsgiver efterfølgende på ethvert tidspunkt vælge frivilligt at indbetale én eller flere lønmodtageres tilgodehavende feriebetaling (inkl. indeksregulering) til fonden. Beholder arbejdsgiver feriebetalingen, vil arbejdsgiver få en opkrævning fra fonden, når en lønmodtagers tilgodehavende feriemidler er forfaldet til udbetaling fra fonden.   Hvis man som arbejdsgiver har mulighed for at beholde indefrosne feriebetalinger, skal man overveje fordele og ulemper ved på den ene side at afregne de indefrosne feriebetalinger til fonden ultimo 2020 og på den anden side beholde alle – eller en del af – feriebetalingerne i virksomheden længst muligt. En mulighed er også at vælge en ”afdragsordning”, hvor arbejdsgiver over en årrække indbetaler lønmodtagernes tilgodehavender til fonden.   Kurser i den nye Ferielov En stor del af vores kunder efterspørger vores personalejuridiske kurser, der specifikt klæder dig på hvad angår de nye regler. Flere af de kommende kurser er allerede fuldt bookede, men læs mere om vores kurser og tilmeld dig her:   Fodnoter [4] [3] [2] [1]  
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