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A Notice of Termination is a formal written document that ends an employment relationship in Denmark. Under Danish labor laws, both employers and employees must provide this notice when ending their work arrangement, with the required notice period typically ranging from 1 to 6 months based on the employee's length of service.

The notice must include key details like the termination date, reason for dismissal (if employer-initiated), and any relevant severance terms. Danish law places strict requirements on employers to ensure fair dismissal practices, making this document crucial for maintaining legal compliance and protecting both parties' rights during the separation process.

Use a Notice of Termination when ending any employment relationship in Denmark, both for voluntary resignations and dismissals. The timing matters: employers must issue this notice immediately after making a termination decision, while employees planning to leave need to provide it within their contractual notice period.

Critical moments for sending this notice include company restructuring, individual performance issues, or when employees accept new jobs elsewhere. Danish law requires specific documentation for different termination reasons - from collective redundancies to individual dismissals. Getting the timing and content right helps avoid legal disputes and ensures compliance with Denmark's strict employment protection rules.

• Separation Letter From Employer: Formal document issued by companies for involuntary terminations, including reason for dismissal and severance details
• Notice Of Termination From Employee: Employee's resignation letter stating their intent to leave, last working day, and handover plans
• Lease Termination Form: Used to end rental agreements legally, outlining move-out dates and property conditions
• Ending Rental Agreement Letter: Tenant's formal notice to landlord about vacating, including required notice period and property inspection details
• Letter For Leaving Rental House: Detailed communication covering security deposit return and final utility settlements

• Employers: Companies, organizations, and business owners who must issue formal termination notices following Danish employment law requirements and collective agreements
• HR Departments: Handle the practical aspects of drafting and delivering notices, ensuring compliance with legal requirements and internal policies
• Employees: Submit resignation notices or receive termination documents, with rights to review and respond within legal timeframes
• Union Representatives: Often involved in reviewing notices for collective agreement compliance and protecting member interests
• Legal Advisors: Review notices for legal compliance, especially in complex cases or when disputes might arise

• Employee Details: Gather full name, position, start date, and employee ID number from HR records
• Notice Period: Check employment contract and Danish law for required notice period based on length of service
• Termination Reason: Document specific, factual grounds for dismissal if employer-initiated, or resignation details if employee-initiated
• Final Arrangements: Calculate final salary, unused vacation days, and any severance pay obligations
• Documentation: Compile performance reviews, warnings, or relevant correspondence supporting the termination decision
• Template Selection: Use our platform's legally-verified templates to ensure all mandatory elements are included under Danish law

• Identification Details: Full names and addresses of both employer and employee, plus employment position and start date
• Termination Date: Clear statement of last working day and notice period calculation under Danish law
• Legal Grounds: Specific reason for termination that complies with Danish employment law requirements
• Financial Terms: Details of final salary, holiday pay, pension contributions, and any severance package
• Return of Property: List of company assets to be returned and timeline
• Confidentiality Obligations: Ongoing duties regarding company information and trade secrets
• Signature Block: Space for dated signatures from both parties, with company stamp when applicable

A Notice of Termination differs significantly from a Disciplinary Action Notice in several key ways, though both documents play important roles in Danish employment law. Here are the main distinctions:

• Purpose and Timing: A Notice of Termination ends the employment relationship definitively, while a Disciplinary Action Notice aims to correct behavior and typically comes before termination
• Legal Effect: Termination notices trigger immediate statutory obligations like notice periods and severance calculations, whereas disciplinary notices create a documented performance improvement pathway
• Content Requirements: Termination notices must include specific end dates and final settlement terms, while disciplinary notices focus on improvement targets and consequences
• Employee Rights: Termination notices activate specific legal protections under Danish law, but disciplinary notices initiate internal HR processes with different appeal mechanisms