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A Notice Period Notice is a formal document Danish employers must give workers when changing their notice periods - the time they need to give before leaving their job. This is a specific requirement under Danish employment law, helping protect both workers and companies during employment transitions.

The notice sets out the new notice period length, explains any changes to existing terms, and must follow rules in the Danish Salaried Employees Act (Funktionærloven). Companies typically use it during reorganizations or when updating employment terms, making sure workers understand their new obligations while maintaining legal compliance.

Use a Notice Period Notice when your organization needs to modify employment notice periods across teams or departments. Common triggers include company restructuring, changes to collective agreements, or updates to internal policies that affect how much advance notice employees must give before resignation.

Danish law requires this formal notification when altering notice periods under the Salaried Employees Act. Timing is crucial - issue the notice before implementing any changes, especially during mergers, acquisitions, or when harmonizing employment terms across different worker groups. This protects your company legally while maintaining clear communication with employees about their obligations.

• Basic Notice Period Notice: Covers simple changes to notice periods across an entire organization, typically used by smaller companies
• Department-Specific Notice: Tailored for changing notice periods within specific departments or job categories
• Collective Agreement Notice: Used when notice period changes stem from updates to collective bargaining agreements
• Executive-Level Notice: Contains additional provisions for senior management positions, reflecting their extended notice requirements
• Project-Based Notice: Adapted for temporary or project-specific employment relationships with specialized notice terms

• HR Directors & Managers: Lead the drafting and implementation of Notice Period Notices, ensuring compliance with Danish employment law
• Legal Counsel: Review and validate notices to confirm alignment with the Salaried Employees Act and other regulations
• Department Managers: Help identify needed changes and communicate updates to their teams
• Employees: Receive and must comply with the new notice period terms outlined in the document
• Union Representatives: Review notices affecting collectively bargained agreements and ensure worker interests are protected

• Current Terms Review: Gather existing employment contracts and notice period terms for affected employees
• Legal Requirements: Check Danish Salaried Employees Act provisions for minimum notice periods by employee category
• Change Documentation: Outline specific changes and business reasons for modifying notice periods
• Timeline Planning: Set implementation dates and communication schedule for the new terms
• Employee Data: List affected staff members, their positions, and current notice periods
• Template Selection: Use our platform to generate a legally compliant notice that includes all mandatory elements

• Employee Information: Full name, position, and current employment details of affected staff
• Current Terms: Existing notice period requirements and reference to original employment contract
• New Terms: Clear statement of revised notice period length and effective date
• Legal Basis: Reference to relevant sections of Danish Salaried Employees Act
• Implementation Timeline: Specific dates when changes take effect
• Acknowledgment Section: Space for employee signature and date of receipt
• Company Authorization: Official company letterhead, authorized signatory details, and company stamp

A Notice Period Notice often gets confused with a Notice of Termination, but they serve distinct purposes in Danish employment law. While both relate to employment endings, they function differently and are used at different stages of the process.

• Timing and Purpose: A Notice Period Notice modifies the required notice time for future terminations, while a Notice of Termination actually ends the employment relationship
• Legal Effect: Notice Period Notices change contractual terms going forward, whereas Termination Notices trigger the end of employment immediately or after a set period
• Content Requirements: Notice Period Notices must detail both current and new notice periods, while Termination Notices focus on final working date and exit procedures
• Employee Response: Notice Period Notices typically require employee acknowledgment of changed terms, but Termination Notices simply inform of the decision to end employment