[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fda-dk\u002Farbejde-i-danmark\u002Farbejdsretten\u002Fsygefravaer\u002Farbejdsskadeerstatning":3,"sites:htmlblocks":58,"menu:\u002Fda-dk:":1257,"footer:da-dk":1427,"cite-subsites":1503,"subsites":5067,"cite-footer:da-dk":5544,"suggested:da-dk":5582},{"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},4186,"arbejdsskadeerstatning","Arbejdsskadeerstatning",null,"","\u002Fda-dk\u002Farbejde-i-danmark\u002Farbejdsretten\u002Fsygefravaer\u002Farbejdsskadeerstatning","labourlaw.labourlawpage","da_DK","\u002Fcms\u002Fpages\u002F4186\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},"Sygefravær","sygefravaer",{"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},"Arbejdsskadeerstatning, Handicap - ydelser","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\u002Fsygefravaer\u002Farbejdsskadeerstatning\u002F","index, follow","website","summary_large_image","2025-09-05T18:34:37.165085+02:00","2025-09-10T01:45:23.681387+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Arbejdsskadeerstatning\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>Godtgørelse ved arbejdsskader \u002F invalidering\u003C\u002Fh2>\n          \u003Cp>Arbejdsskader kan klassificeres på grundlag af deres konsekvenser som dem, der resulterer i: (i) vedvarende total uarbejdsdygtighed (ii) permanent delvis uarbejdsdygtighed (iii) midlertidig uarbejdsdygtighed og (iv) fatal kvæstelse, der fører til medarbejderens død.\u003C\u002Fp>\n\u003Cp>Arbejdsulykker (der fører til kvæstelser) og sygdomme er reguleret i henhold til lov om arbejdsskadesikring. For at være berettiget til arbejdsskadegodtgørelse skal en forsikret mindst have tabt 15 % af erhvervsevnen. Arbejdsskadegodtgørelse kan reduceres eller endda suspenderes, hvis en medarbejder har forårsaget eller bidraget til den arbejdsrelaterede sygdom og arbejdsskade. Den midlertidige arbejdsskadegodtgørelse udbetales i maksimalt et år (52 uger) inden for en 18 måneders periode.\u003C\u002Fp>\n\u003Cp>Andre specifikke erstatninger for ulykker og sygdomme forårsaget af en persons arbejde eller arbejdsvilkår vurderes af Arbejdsskadestyrelsen og kan omfatte udgifter til lægebehandling, rehabiliteringsforanstaltninger, erstatning for permanent invaliditet; erstatning for tab af erhvervsevne, kompensation til forsørgede i tilfælde af dødsfald samt midlertidig godtgørelse til efterladte.\u003C\u002Fp>\n\u003Cp>Arbejdsskadegodtgørelser finansieres via to obligatoriske forsikringsordninger, finansieret af arbejdsgiverbidrag. Med hensyn til arbejdsskader skal arbejdsgiveren tegne en forsikring i et godkendt forsikringsselskab, der yder erhvervsmæssig risikodækning. Med hensyn til erhvervssygdomme skal arbejdsgiveren registrere alle medarbejdere i den lovpligtige Arbejdsmarkedets Erhvervssygdomssikring - AES).\u003C\u002Fp>\n\u003Cp>Erstatningen for tab i arbejdsevne erstatter tabt arbejdsfortjeneste som følge af arbejdsulykke eller -sygdom. Det er lig med beløbsforskellen mellem den indkomst, som et offer kunne have tjent (hvis arbejdsskaden ikke havde fundet sted), og det beløb, ofret forventes at tjene under hensyntagen til skaden. Arbejdsskadestyrelsen vurderer tabet af arbejdsevnen, og tabet skal være større end 15 % for at kunne modtage denne godtgørelse. I tilfælde af total tabt arbejdsevne, dvs. total invaliditet, er kompensationen lig med 83 % af den samlede årlige vederlag (med et loft på det årlige vederlag). Hvis tab af arbejdsevnen er delvis, vil erstatningen justeres forholdsmæssigt. Erstatningen for tab af arbejdsevne udbetales normalt som en pension, dog kan den også blive udbetalt som et engangsbeløb, hvis tabet i arbejdsevne er mindre end 50 %.\u003C\u002Fp>\n\u003Cp>Der er også mulighed for godtgørelse for permanent invalidering. For en total invalidering (100 %) betales et fast beløb i visse tilfælde. Beløbet er korrigeret efter skadens alvorlighed i henhold til en fast skala.\u003C\u002Fp>\n\u003Cp>Erstatning for tab af forsørger ydes til en efterlevende ægtefælle eller andre forsørgede efterladte som f.eks. forældreløse. Kompensationen er fast, men der tages hensyn til de efterladtes evne til at forsørge sig selv. Den udgør 30 % af afdøde medarbejders årlige indkomst og udbetales i en periode på højst 10 år. Forældreløse modtager en årlig ydelse på 10 % af afdøde medarbejders årsløn (20 % for helt forældreløse), indtil han\u002Fhun fylder 18 (21 for studerende).\u003C\u002Fp>\n\u003Cp>Hvis en arbejdsskade medfører døden, har efterladte ægtefælle også ret til et engangsbeløb.\u003C\u002Fp>\n\u003Cp>Kilder: § 5-34 i bekendtgørelse af lov om sygedagpenge, § 17-23 i bekendtgørelse af lov om arbejdsskadesikring\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_sickleave_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: Arbejdsskadeerstatning og handicap - ydelser i Danmark .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2025-02-13\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Godtgørelse ved arbejdsskader \u002F invalidering\u003C\u002Fh2>\n\u003Cp>Arbejdsskader kan klassificeres på grundlag af deres konsekvenser som dem, der resulterer i: (i) vedvarende total uarbejdsdygtighed (ii) permanent delvis uarbejdsdygtighed (iii) midlertidig uarbejdsdygtighed og (iv) fatal kvæstelse, der fører til medarbejderens død.\u003C\u002Fp>\n\u003Cp>Arbejdsulykker (der fører til kvæstelser) og sygdomme er reguleret i henhold til lov om arbejdsskadesikring. For at være berettiget til arbejdsskadegodtgørelse skal en forsikret mindst have tabt 15 % af erhvervsevnen. Arbejdsskadegodtgørelse kan reduceres eller endda suspenderes, hvis en medarbejder har forårsaget eller bidraget til den arbejdsrelaterede sygdom og arbejdsskade. Den midlertidige arbejdsskadegodtgørelse udbetales i maksimalt et år (52 uger) inden for en 18 måneders periode.\u003C\u002Fp>\n\u003Cp>Andre specifikke erstatninger for ulykker og sygdomme forårsaget af en persons arbejde eller arbejdsvilkår vurderes af Arbejdsskadestyrelsen og kan omfatte udgifter til lægebehandling, rehabiliteringsforanstaltninger, erstatning for permanent invaliditet; erstatning for tab af erhvervsevne, kompensation til forsørgede i tilfælde af dødsfald samt midlertidig godtgørelse til efterladte.\u003C\u002Fp>\n\u003Cp>Arbejdsskadegodtgørelser finansieres via to obligatoriske forsikringsordninger, finansieret af arbejdsgiverbidrag. Med hensyn til arbejdsskader skal arbejdsgiveren tegne en forsikring i et godkendt forsikringsselskab, der yder erhvervsmæssig risikodækning. Med hensyn til erhvervssygdomme skal arbejdsgiveren registrere alle medarbejdere i den lovpligtige Arbejdsmarkedets Erhvervssygdomssikring - AES).\u003C\u002Fp>\n\u003Cp>Erstatningen for tab i arbejdsevne erstatter tabt arbejdsfortjeneste som følge af arbejdsulykke eller -sygdom. Det er lig med beløbsforskellen mellem den indkomst, som et offer kunne have tjent (hvis arbejdsskaden ikke havde fundet sted), og det beløb, ofret forventes at tjene under hensyntagen til skaden. Arbejdsskadestyrelsen vurderer tabet af arbejdsevnen, og tabet skal være større end 15 % for at kunne modtage denne godtgørelse. I tilfælde af total tabt arbejdsevne, dvs. total invaliditet, er kompensationen lig med 83 % af den samlede årlige vederlag (med et loft på det årlige vederlag). Hvis tab af arbejdsevnen er delvis, vil erstatningen justeres forholdsmæssigt. Erstatningen for tab af arbejdsevne udbetales normalt som en pension, dog kan den også blive udbetalt som et engangsbeløb, hvis tabet i arbejdsevne er mindre end 50 %.\u003C\u002Fp>\n\u003Cp>Der er også mulighed for godtgørelse for permanent invalidering. For en total invalidering (100 %) betales et fast beløb i visse tilfælde. Beløbet er korrigeret efter skadens alvorlighed i henhold til en fast skala.\u003C\u002Fp>\n\u003Cp>Erstatning for tab af forsørger ydes til en efterlevende ægtefælle eller andre forsørgede efterladte som f.eks. forældreløse. Kompensationen er fast, men der tages hensyn til de efterladtes evne til at forsørge sig selv. Den udgør 30 % af afdøde medarbejders årlige indkomst og udbetales i en periode på højst 10 år. Forældreløse modtager en årlig ydelse på 10 % af afdøde medarbejders årsløn (20 % for helt forældreløse), indtil han\u002Fhun fylder 18 (21 for studerende).\u003C\u002Fp>\n\u003Cp>Hvis en arbejdsskade medfører døden, har efterladte ægtefælle også ret til et engangsbeløb.\u003C\u002Fp>\n\u003Cp>Kilder: § 5-34 i bekendtgørelse af lov om sygedagpenge, § 17-23 i bekendtgørelse af lov om arbejdsskadesikring\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Relaterede emner\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fda-dk\u002Farbejde-i-danmark\u002Farbejdsretten\u002Fsygefravaer'>Sygefravær\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. 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