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A Termination Notice formally ends an employment relationship under Danish labor law. It's the official document that either an employer or employee must provide to end a work contract, following the specific notice periods set by Danish collective agreements or individual contracts.

Danish law requires these notices to include key details like the termination date, reason for termination (when legally required), and any relevant severance terms. The notice periods typically range from one to six months, depending on how long you've worked at the company. For employers, sending this notice incorrectly can lead to compensation claims under the Danish Salaried Employees Act.

Send a Termination Notice when ending any employment relationship in Denmark - both for voluntary resignations and dismissals. Common situations include when an employee accepts a new job offer, during company restructuring, or if performance issues persist after documented warnings. The timing matters: deliver it early enough to comply with required notice periods.

Danish employers need this document to protect against wrongful termination claims and ensure compliance with the Salaried Employees Act. It's especially important when terminating employees covered by collective agreements, during probationary periods, or in cases involving severance packages. Always issue the notice in writing, even if first communicated verbally.

• Termination Letter: Standard employment termination format, covering basic notice periods and severance terms under Danish labor law
• Tenant Lease Termination Letter: Specialized for ending residential tenancies, following Danish Rent Act requirements
• Apartment Lease Termination Letter: Specific to apartment rentals, with detailed move-out conditions
• Tenant Notice To End Tenancy: Tenant-initiated termination with required notice periods
• Letter Of Notice To Landlord: Formal notification from tenant to landlord, including required moving dates and property condition details

• HR Managers & Department Heads: Draft and issue Termination Notices on behalf of companies, ensuring compliance with Danish employment law and collective agreements
• Employees: Submit notices when resigning, and receive them during dismissals, with rights protected under the Salaried Employees Act
• Union Representatives: Review notices for compliance with collective agreements and represent employee interests during the process
• Legal Advisors: Verify notice content and procedures, especially for complex terminations or potential disputes
• Company Directors: Approve and sign notices for senior staff terminations and major restructuring decisions

• Employment Details: Gather accurate start date, position, and salary information from employee records
• Notice Period: Calculate the required notice period based on employment duration and any collective agreements
• Reason Documentation: Compile performance reviews or incident reports if termination is performance-based
• Benefits Status: List all outstanding vacation days, pension contributions, and other benefits
• Template Selection: Our platform generates legally-compliant Termination Notices customized to Danish law
• Final Review: Double-check dates, amounts, and specific terms before sending to ensure accuracy and compliance

• Basic Information: Full names, addresses, and employment details of both employer and employee
• Termination Date: Clear statement of last working day and notice period calculation
• Legal Grounds: Specific reference to relevant sections of Danish employment law or collective agreements
• Financial Terms: Outstanding salary, vacation pay, and any severance package details
• Return of Property: List of company assets to be returned by the termination date
• Data Protection: Information about handling of personal data under GDPR requirements
• Signature Block: Space for dated signatures from both parties, making the notice legally binding

A Termination Notice differs significantly from a Disciplinary Action Notice in several key ways, though both are important employment documents under Danish law. Understanding these differences helps ensure you're using the right document for your situation.

• Purpose and Timing: Termination Notices end employment relationships definitively, while Disciplinary Action Notices aim to correct behavior and maintain employment
• Legal Requirements: Termination Notices must include statutory notice periods and severance details; Disciplinary Notices focus on performance improvement plans and warnings
• Consequences: Termination Notices trigger final payments and benefit calculations, whereas Disciplinary Notices often start a documented improvement period
• Follow-up Actions: Termination Notices lead to exit procedures and final settlements, while Disciplinary Notices require monitoring and review meetings
• Legal Protection: Both documents serve as evidence in potential disputes, but Disciplinary Notices help establish fair grounds for any future termination