The Notice of Layoff is a crucial document in Danish employment law, used when an employer needs to terminate employment for business-related reasons rather than performance or conduct issues. It must be drafted in accordance with the Danish Salaried Employees Act (Funktion脙茠脗娄rloven) and any applicable collective agreements, ensuring proper notice periods are observed and all legally required information is included. The document serves multiple purposes: it officially communicates the termination decision, outlines the notice period and final working day, details any financial settlements including salary and vacation pay, and provides information about the return of company property and other practical matters. In cases of mass layoffs, additional requirements under the Collective Redundancies Act must be incorporated. The notice should be clear, comprehensive, and compliant with all relevant legal requirements to protect both employer and employee interests.
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Key Requirements PROMPT example:
Notice Of Layoff
I need a Notice of Layoff for a senior software developer in our Copenhagen office, effective March 1, 2025, due to department restructuring, including standard 6-month notice period and outplacement support details.
1. Employee and Company Information: Full names and addresses of both the employee and the company, including employee ID/number if applicable
2. Date and Notice Period: Clear statement of the termination date and the applicable notice period as per employment contract and Danish law
3. Reason for Layoff: Brief explanation of the business reasons for the layoff (e.g., restructuring, economic circumstances)
4. Final Working Day: Specification of the employee's last working day and any garden leave arrangements
5. Financial Terms: Overview of final salary, outstanding vacation pay, and any other monetary entitlements
6. Company Property: Instructions regarding the return of company property and handling of work-related materials
7. Contact Person: Details of HR representative or manager for questions and further communication
1. Severance Package: Details of any additional compensation or benefits offered beyond legal requirements - include when additional severance is being offered
2. Outplacement Support: Information about any career transition services provided - include when the company offers such support
3. Non-Compete/Non-Solicitation Reminder: Reminder of any post-employment restrictions - include only if such clauses exist in the employment contract
4. Release Agreement: Reference to any separate agreement for additional benefits in exchange for releasing claims - include when offering additional benefits
5. Union/Works Council Reference: Reference to any consultation with employee representatives - include when applicable under collective agreements
6. Transition Period Duties: Description of any specific handover responsibilities - include when knowledge transfer is critical
7. Mass Layoff Information: Additional information required under the Collective Redundancies Act - include only in mass layoff situations
1. Calculation of Final Payment: Detailed breakdown of final salary, holiday pay, and other entitlements
2. Handover Checklist: List of company items to be returned and tasks to be completed before departure
3. Benefits Summary: Overview of the treatment of various benefits and insurance coverage post-termination
4. Relevant Employment Contract Excerpts: Copies of relevant sections from the employment contract regarding termination
5. Contact Information Sheet: List of relevant contacts for various post-employment matters
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Relevant Teams
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Employee Relations
Compliance
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Personnel Administration
Talent Management
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Relevant Roles
Human Resources Director
HR Manager
Legal Counsel
Employment Lawyer
HR Business Partner
Personnel Administrator
HR Specialist
Compensation and Benefits Manager
Employee Relations Manager
HR Operations Manager
Chief Human Resources Officer
HR Coordinator
Talent Management Director
HR Compliance Manager
Employee Experience Manager
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