[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fda-dk\u002Farbejde-i-danmark\u002Farbejdsretten\u002Fkontrakter-og-afskedigelser\u002Fopsigelse-og-fratraedelsesgodtgorelse\u002F":3,"sites:htmlblocks":58,"menu:\u002Fda-dk:":1257,"subsites":1427,"cite-subsites":4991,"footer:da-dk":5468,"suggested:da-dk":5544,"cite-footer:da-dk":5550},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":27,"rendered":36,"description":37,"body":38,"body_blocks":39,"call_to_action":40,"owner":47,"related_pages":54,"related_sites":55,"in_subsite":56,"contact_page_url":7,"banner_message":57},4179,"opsigelse-og-fratraedelsesgodtgorelse","Opsigelse og Fratrædelsesgodtgørelse",null,"","\u002Fda-dk\u002Farbejde-i-danmark\u002Farbejdsretten\u002Fkontrakter-og-afskedigelser\u002Fopsigelse-og-fratraedelsesgodtgorelse","labourlaw.labourlawpage","da_DK","\u002Fcms\u002Fpages\u002F4179\u002Fedit\u002F",[14,17,20,23,26],{"title":15,"slug":16},"Danmark","da-dk",{"title":18,"slug":19},"Arbejde i Danmark","arbejde-i-danmark",{"title":21,"slug":22},"Arbejdsretten","arbejdsretten",{"title":24,"slug":25},"Kontrakter og afskedigelser","kontrakter-og-afskedigelser",{"title":6,"slug":5},{"title":28,"description":8,"image":29,"canonical":30,"robots":31,"og_type":32,"twitter_card":33,"locale":16,"created_at":34,"last_modified_at":35},"Opsigelse, Udbetaling af Fratrædelsesgodtgørelse","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fda-dk\u002Farbejde-i-danmark\u002Farbejdsretten\u002Fkontrakter-og-afskedigelser\u002Fopsigelse-og-fratraedelsesgodtgorelse\u002F","index, follow","website","summary_large_image","2025-09-05T18:34:33.607624+02:00","2025-09-10T01:40:28.507974+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Opsigelse og Fratrædelsesgodtgørelse\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2025-02-13\u003C\u002Fspan>\n\n  \n\n    \n\n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Opsigelseskrav\u003C\u002Fh2>\n          \u003Cp>I forbindelse med opsigelse skelner man mellem funktionærer og timelønnede. Funktionærer er omfattet af specifik lovgivning om opsigelsesvarsel, fratrædelsesgodtgørelse og urimelige afskedigelser. Lovbestemmelser for funktionærer er minimumskrav, som kan udvides i de kollektive overenskomster. De timelønnede er omfattet af kollektive overenskomster uden lovbestemte minimumskrav.\u003C\u002Fp>\n\u003Cp>En ansættelseskontrakt kan opsiges af arbejdsgiveren pga. forhold vedrørende medarbejderen (kompetence eller adfærd) eller økonomiske årsager. Lovgivningen tillader både almindelig afskedigelse og bortvisning. Efter det første års ansættelse skal der være en rimelig begrundelse for afskedigelse. Rimelig begrundelse vedrører medarbejderen eller virksomheden. En afskedigelse, der ikke er rimeligt begrundet i medarbejderens adfærd eller i omstændighederne i virksomheden, medfører erstatning. En arbejdsgiver, der bringer et ansættelsesforhold til ophør uden god grund, skal betale kompensation.\u003C\u002Fp>\n\u003Cp>Almindelig afskedigelse betyder, at en medarbejder er afskediget af økonomiske årsager eller medarbejderrelaterede faktorer såsom dårlig opførsel eller mangelfuld udførelse af arbejdet. Før almindelig afskedigelse skal medarbejderen modtage et varsel, der skal retfærdiggøre opsigelsen. Bortvisning finder sted i tilfælde af grov uagtsomhed eller forsømmelse fra medarbejderens side og omfatter økonomisk kriminalitet, grov uagtsomhed i arbejdssituationen, særdeles illoyale handlinger (der overtræder den indgåede aftalte om fortrolighed) og andre overgreb mod arbejdsgiveren.\u003C\u002Fp>\n\u003Cp>Opsigelsesvarslet for almindelige afskedigelser er reguleret af Funktionærloven (Nr. 1002 af 2017) og afhænger af funktionærens anciennitet. Opsigelsesvarslet er en måned ved ansættelse kortere end seks måneder, tre måneder for seks måneders til tre års ansættelse, fire måneder for tre til seks års ansættelse, fem måneder for seks til ni års ansættelse og seks måneder for mere end ni års ansættelse. I prøvetiden (på højst tre måneder) er opsigelsesvarslet 14 dage.\u003C\u002Fp>\n\u003Cp>Kortere opsigelsesvarsel kan aftales (en måned) mellem parterne, hvis medarbejderen har oppebåret løn under sygdom i samlet set 120 dage i løbet af en periode på 12 på hinanden følgende måneder. Der kan også aftales længere opsigelsesvarsel i en individuel ansættelseskontrakt, der er underlagt visse krav.\u003C\u002Fp>\n\u003Cp>Opsigelsesperioderne for timelønnede (for afskedigelser forårsaget af arbejdsgiver eller medarbejder) er reguleret af de kollektive overenskomster.\u003C\u002Fp>\n\u003Cp>En funktionær kan opsige en ansættelseskontrakt med en måneds varsel (op til udgangen af en kalendermåned). Begge parter kan aftale et længere opsigelsesvarsel (stillet som krav fra medarbejderen) på den betingelse, at opsigelsesvarslet fra arbejdsgiveren skal forlænges tilsvarende. I prøvetiden er medarbejderen ikke pålagt et opsigelsesvarsel før fratrædelse.\u003C\u002Fp>\n\u003Cp>En medarbejder har ikke krav på betaling i stedet for afskedigelse, medmindre han\u002Fhun bortvises, og denne bortvisning ikke er rimeligt begrundet i medarbejderens adfærd, eller hvis en medarbejder siger op uden varsel som følge af væsentligt kontraktbrud fra arbejdsgiveren.\u003C\u002Fp>\n\u003Cp>Kilder: § 2 (2, 6 og 7), 3 og 5 i bekendtgørelse af lov om retsforholdet mellem arbejdsgivere og funktionærer (Nr. 1002 af 2017) (Funktionærloven)\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Fratrædelsesgodtgørelse\u003C\u002Fh2>\n          \u003Cp>Loven indeholder bestemmelser om fratrædelsesgodtgørelse i tilfælde af individuel afskedigelse og kollektiv afskedigelse. Fratrædelsesgodtgørelse udbetales kun i forbindelse med almindelig afskedigelse og i tilfælde af retsstridige\u002Furimelige afskedigelser.\u003C\u002Fp>\n\u003Cp>Fratrædelsesgodtgørelse er en måneds løn efter 12 års ansættelse, to måneders løn efter 15 år og tre måneders løn efter 18 års ansættelse. Fratrædelsesgodtgørelse udbetales ikke, hvis en medarbejder har ret til folkepension eller en arbejdsmarkedspension (som medarbejderen har tilmeldt sig før det fyldte 50 år) på tidspunktet for ansættelsesforholdets ophør.\u003C\u002Fp>\n\u003Cp>For timelønnede udbetales fratrædelsesgodtgørelse, hvis den er fastsat i den kollektive overenskomst.\u003C\u002Fp>\n\u003Cp>\u003Cspan>Med det formål at forenkle fratrædelsesgodtgørelser, er der blevet foretaget en ændring i lovgivningen og indført nye anciennitetskrav. Funktionærer, uanset alder, vil stadig have ret til en måneds løn, hvis de har været ansat i samme virksomhed i mere end 12 år. De vil også have ret til tre måneders løn, hvis de har været ansat af den samme arbejdsgiver i mere end 17 år. Denne bestemmelse vil også være gældende i tilfælde af uberettigede afskedigelser.\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp>Kilde: § 2A i bekendtgørelse af lov om retsforholdet mellem arbejdsgivere og funktionærer (Nr. 1002 af 2017) (Funktionærloven)\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n    \n    \n        \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Relaterede emner\u003C\u002Fh2>\n      \n          _ll_employmentsecurity_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Dine rettigheder: Opsigelse, udbetaling af fratrædelsesgodtgørelse i Danmark .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2025-02-13\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Opsigelseskrav\u003C\u002Fh2>\n\u003Cp>I forbindelse med opsigelse skelner man mellem funktionærer og timelønnede. Funktionærer er omfattet af specifik lovgivning om opsigelsesvarsel, fratrædelsesgodtgørelse og urimelige afskedigelser. Lovbestemmelser for funktionærer er minimumskrav, som kan udvides i de kollektive overenskomster. De timelønnede er omfattet af kollektive overenskomster uden lovbestemte minimumskrav.\u003C\u002Fp>\n\u003Cp>En ansættelseskontrakt kan opsiges af arbejdsgiveren pga. forhold vedrørende medarbejderen (kompetence eller adfærd) eller økonomiske årsager. Lovgivningen tillader både almindelig afskedigelse og bortvisning. Efter det første års ansættelse skal der være en rimelig begrundelse for afskedigelse. Rimelig begrundelse vedrører medarbejderen eller virksomheden. En afskedigelse, der ikke er rimeligt begrundet i medarbejderens adfærd eller i omstændighederne i virksomheden, medfører erstatning. En arbejdsgiver, der bringer et ansættelsesforhold til ophør uden god grund, skal betale kompensation.\u003C\u002Fp>\n\u003Cp>Almindelig afskedigelse betyder, at en medarbejder er afskediget af økonomiske årsager eller medarbejderrelaterede faktorer såsom dårlig opførsel eller mangelfuld udførelse af arbejdet. Før almindelig afskedigelse skal medarbejderen modtage et varsel, der skal retfærdiggøre opsigelsen. Bortvisning finder sted i tilfælde af grov uagtsomhed eller forsømmelse fra medarbejderens side og omfatter økonomisk kriminalitet, grov uagtsomhed i arbejdssituationen, særdeles illoyale handlinger (der overtræder den indgåede aftalte om fortrolighed) og andre overgreb mod arbejdsgiveren.\u003C\u002Fp>\n\u003Cp>Opsigelsesvarslet for almindelige afskedigelser er reguleret af Funktionærloven (Nr. 1002 af 2017) og afhænger af funktionærens anciennitet. Opsigelsesvarslet er en måned ved ansættelse kortere end seks måneder, tre måneder for seks måneders til tre års ansættelse, fire måneder for tre til seks års ansættelse, fem måneder for seks til ni års ansættelse og seks måneder for mere end ni års ansættelse. I prøvetiden (på højst tre måneder) er opsigelsesvarslet 14 dage.\u003C\u002Fp>\n\u003Cp>Kortere opsigelsesvarsel kan aftales (en måned) mellem parterne, hvis medarbejderen har oppebåret løn under sygdom i samlet set 120 dage i løbet af en periode på 12 på hinanden følgende måneder. Der kan også aftales længere opsigelsesvarsel i en individuel ansættelseskontrakt, der er underlagt visse krav.\u003C\u002Fp>\n\u003Cp>Opsigelsesperioderne for timelønnede (for afskedigelser forårsaget af arbejdsgiver eller medarbejder) er reguleret af de kollektive overenskomster.\u003C\u002Fp>\n\u003Cp>En funktionær kan opsige en ansættelseskontrakt med en måneds varsel (op til udgangen af en kalendermåned). Begge parter kan aftale et længere opsigelsesvarsel (stillet som krav fra medarbejderen) på den betingelse, at opsigelsesvarslet fra arbejdsgiveren skal forlænges tilsvarende. I prøvetiden er medarbejderen ikke pålagt et opsigelsesvarsel før fratrædelse.\u003C\u002Fp>\n\u003Cp>En medarbejder har ikke krav på betaling i stedet for afskedigelse, medmindre han\u002Fhun bortvises, og denne bortvisning ikke er rimeligt begrundet i medarbejderens adfærd, eller hvis en medarbejder siger op uden varsel som følge af væsentligt kontraktbrud fra arbejdsgiveren.\u003C\u002Fp>\n\u003Cp>Kilder: § 2 (2, 6 og 7), 3 og 5 i bekendtgørelse af lov om retsforholdet mellem arbejdsgivere og funktionærer (Nr. 1002 af 2017) (Funktionærloven)\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Fratrædelsesgodtgørelse\u003C\u002Fh2>\n\u003Cp>Loven indeholder bestemmelser om fratrædelsesgodtgørelse i tilfælde af individuel afskedigelse og kollektiv afskedigelse. Fratrædelsesgodtgørelse udbetales kun i forbindelse med almindelig afskedigelse og i tilfælde af retsstridige\u002Furimelige afskedigelser.\u003C\u002Fp>\n\u003Cp>Fratrædelsesgodtgørelse er en måneds løn efter 12 års ansættelse, to måneders løn efter 15 år og tre måneders løn efter 18 års ansættelse. Fratrædelsesgodtgørelse udbetales ikke, hvis en medarbejder har ret til folkepension eller en arbejdsmarkedspension (som medarbejderen har tilmeldt sig før det fyldte 50 år) på tidspunktet for ansættelsesforholdets ophør.\u003C\u002Fp>\n\u003Cp>For timelønnede udbetales fratrædelsesgodtgørelse, hvis den er fastsat i den kollektive overenskomst.\u003C\u002Fp>\n\u003Cp>\u003Cspan>Med det formål at forenkle fratrædelsesgodtgørelser, er der blevet foretaget en ændring i lovgivningen og indført nye anciennitetskrav. Funktionærer, uanset alder, vil stadig have ret til en måneds løn, hvis de har været ansat i samme virksomhed i mere end 12 år. De vil også have ret til tre måneders løn, hvis de har været ansat af den samme arbejdsgiver i mere end 17 år. Denne bestemmelse vil også være gældende i tilfælde af uberettigede afskedigelser.\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp>Kilde: § 2A i bekendtgørelse af lov om retsforholdet mellem arbejdsgivere og funktionærer (Nr. 1002 af 2017) (Funktionærloven)\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Relaterede emner\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fda-dk\u002Farbejde-i-danmark\u002Farbejdsretten\u002Fkontrakter-og-afskedigelser'>Kontrakter og afskedigelser\u003C\u002Fa>\n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\u003C\u002Fdiv>",[],{"text":41,"link_description":42,"link":43},"Kontakt os",[41],{"id":44,"short_title":7,"title":45,"url":46},24590,"Contact Us","\u002Fabout\u002Fcontact",{"id":48,"first_name":49,"last_name":50,"email":51,"image":52,"function":53},2,"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",[],[],true,"\u003Cp>Lontjek er WageIndicator. Samme organisation, samme information, nyt 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