Werknemersvakantierechten in Groenland

Managing employee leave and vacation entitlements is a cruciaal aspect of human resources, particularly when operating internationally. In Greenland, labor regulations provide a framework for various types of leave, ensuring employees receive time off for rest, illness, family responsibilities, and other significant life events. Understanding these entitlements is essential for employers to ensure compliance and maintain positive employee relations.

The legal basis for leave in Greenland is influenced by Danish labor law principles, adapted to the local context. This includes provisions for annual vacation, public holidays, sick leave, and comprehensive parental leave options. Employers must navigate these regulations to correctly calculate entitlements, manage requests, and administer pay during periods of absence.

Annual Vacation Leave

Employees in Greenland are entitled to paid annual vacation. The minimum entitlement is based on the principle of earning vacation rights during the previous calendar year (the earning year) for use in the subsequent vacation year.

Earning Period: Vacation rights are typically earned from January 1st to December 31st.
Vacation Year: The period during which earned vacation can be taken usually runs from September 1st to August 31st of the following year.
Minimum Entitlement: Employees generally earn 2.08 vacation days for each month of employment during the earning year, totaling 25 vacation days per year for full-time employment.
Vacation Pay: Employees are entitled to receive vacation pay during their leave. This is often calculated as a percentage of the employee's salary earned during the earning year, typically 12.5%. Alternatively, some employees may receive continued salary during their vacation period if stipulated in their employment contract or a collective agreement.
Scheduling: Employees have the right to take at least 3 weeks of their earned vacation consecutively during the main vacation period (often defined as May 1st to September 30th). The employer must notify the employee of the scheduled vacation dates with reasonable notice, typically 3 months for the main vacation and 1 month for remaining vacation.
Untaken Vacation: Rules exist regarding the transfer or payment of untaken vacation days, often allowing for the transfer of up to 5 days to the next vacation year or payment upon termination of employment.

Public Holidays

Greenland observes several public holidays throughout the year, during which employees are typically entitled to time off, often paid. The specific rules regarding pay for working on a public holiday may depend on employment contracts or collective agreements.

Common public holidays include:

New Year's Day (January 1)
Maundy Thursday
Good Friday
Easter Sunday
Easter Monday
Great Prayer Day (Store Bededag)
Ascension Day
Whit Sunday
Whit Monday
Greenland National Day (June 21)
Christmas Day (December 25)
Boxing Day (December 26)

Note that the dates for holidays tied to Easter vary each year.

Sick Leave

Employees in Greenland are generally entitled to paid sick leave when they are unable to work due to illness. The specific entitlements and duration of paid sick leave can vary depending on the employee's length of service and applicable collective agreements.

Entitlement: Employees are typically entitled to full pay during periods of illness for a certain duration. The exact period can be defined by law or collective agreements.
Notification: Employees are required to notify their employer of their absence due to illness as soon as possible, usually on the first day of absence.
Documentation: For longer periods of absence, employers may require a doctor's note (medical certificate) to document the illness.
Employer Reimbursement: Employers may be eligible for reimbursement of sick pay costs from the municipality after a certain initial period of payment (the waiting period), provided specific conditions are met.

Parental Leave

Greenlandic law provides comprehensive parental leave entitlements, allowing parents time off to care for a new child. These rules are designed to be flexible and can be shared between parents.

The total duration of leave and the distribution between maternity, paternity, and shared parental leave, as well as the entitlement to benefits or pay during these periods, are regulated. While specific details can be complex and depend on employment status and collective agreements, the general structure includes:

Maternity Leave: Time off for the mother before and after childbirth.
Paternity Leave: Time off for the father/co-parent around the time of birth.
Parental Leave: A significant block of leave that parents can share to care for the child after the initial maternity/paternity periods.

Entitlement to pay or benefits during parental leave is often provided through a combination of employer-paid leave (if stipulated in contracts or agreements) and municipal benefits. The total combined leave period for parents is substantial, allowing for significant time at home with the child during their first year.

Leave Type	Typical Duration (Approximate)	Pay/Benefit Source (General Principle)
Maternity Leave	Weeks before and after birth	Employer/Municipality Benefits
Paternity Leave	Weeks around birth	Employer/Municipality Benefits
Shared Parental Leave	Significant number of weeks	Employer/Municipality Benefits

Note: The exact number of weeks and the split between paid/benefit periods can vary based on specific regulations and agreements.

Other Leave Types

Beyond the primary categories of vacation, public holidays, sick leave, and parental leave, employees may be entitled to other types of leave, often depending on collective agreements, company policy, or specific circumstances.

Bereavement Leave: Time off following the death of a close family member.
Care Leave: Leave to care for a sick child or potentially other sick family members, often for a limited number of days per year.
Study Leave: Leave for educational purposes, which may be paid or unpaid depending on the agreement.
Sabbatical Leave: Extended leave for personal or professional development, typically unpaid and subject to employer approval.

The availability and terms of these other leave types are not always strictly mandated by law and are frequently governed by specific employment contracts or collective bargaining agreements applicable to the employee's sector or workplace. Employers should consult relevant agreements or seek local expertise to understand their obligations regarding these less common leave types.