Maybe you are unemployed, or maybe you fear that you will become unemployed during the corona crisis, which is expected to hit many companies hard.
The government and social partners have made a deal that provides support for companies that send employees home with pay, rather than dismissing people. This will hopefully save many jobs. However, many have already been laid off.
Here, you can get an overview of your situation, whether you get made redundant, are sent home, or already are unemployed. The guidelines below are indicative, and rules and suggestions may go through amendments on a day-to-day basis. Stay tuned on 3f.dk, where you will find the latest gathered information on the implications of the corona virus. You can also contact your local branch.
If you have become infected, for example, as the result of having travelled, you may stay home and receive unemployment benefits at the same time.
If you become infected or are quarantined, this would be considered sickness/illness. In this case, you will receive unemployment benefits from the unemployment insurance fund for the first 14 days, after which you will receive sickness benefits from the municipality instead, if you are still ill.
Here are several possible scenarios.
The first is that you are sent home with pay, cf. the agreement from 15th March on compensation to companies.
Another possibility is that you will get laid off:
It is important that you register as unemployed on the first day of unemployment. You can do this on jobnet.dk In addition, you must apply for unemployment benefits. You do this on Mit3F - remember your NemID. Finally, you must create a CV at jobnet.dk, or update your resume if you have one already.
To be able to get unemployment benefits, you need to meet the requirements for unemployment benefits, including the one that stipulates that you have been a member of the unemployment insurance fund for one year. In addition, you must meet an income requirement.
If you do not meet the requirements or you are not a member of the unemployment insurance fund, then you must contact the municipality and apply for cash benefits, for example.
A new temporary agreement on work-sharing is to help workplaces that are still under strain caused by the Corona crisis. Among other things, the agreement means that where work-sharing is used as an alternative to redundancies, maximum unemployment benefit will increase to 23,000 DKK per month.
On the 29th of August, the wage compensation agreement which has until now safeguarded many jobs, expired. Instead, labour market partners and the government have agreed on an expanded model for work sharing that can help employees and enterprises avoid layoffs, even if they are still being negatively impacted by the crisis.
Work-sharing agreements can be made of 2020.
The agreement means that if there is not enough work to do within the enterprise, employees can share the work, thereby avoiding redundancies. While not at work, workers will receive supplementary unemployment benefits. As part of the agreement, the highest employment benefit rate will be increased to 23,000 DKK per month. This is a good 20 percent more than the normal highest rate. The rate will still be calculated on an individual basis.
During non-working periods, you will also have the opportunity to further your training.
You are not utilising your right to unemployment benefit if you are part of the new work-sharing initiative. This means that if you become unemployed at a later date, the work-sharing has not been included in your overall unemployment benefit entitlement.
Their will be a flexible relationship between working and being sent home. This means you can be sent home for a minimum of 20 percent, but a maximum of 50 percent of working hours on average, measured over four weeks, in relation to the agreed working hours.
During the period in which the new work-sharing initiative is underway at the enterprise, no new persons may be hired for internships, as temps from a temp agency, or receive wage subsidies A new employee who starts work while work-sharing is in place, joins the initiative from their first day.
The enterprise is also not allowed to lay people off during this period, if notification has not been made in advance – unless there are extenuating circumstances.
Some details within the agreement will require clarification and interpretation during the days after ratification.
Until this has been addressed, not all questions can be answered in detail.
We will provide further information as soon as possible.
Now, foreign workers must present a negative COVID-19 test upon entering Denmark. In the following, you can read more about the precautions aimed at reducing the transmission of COVID-19 among foreign workers.
On 23 October, the Danish government presented a number of new COVID-19 rules to stop the transmission of COVID-19 in the labour market.
One of these rules targets the foreign workforce. This is because infections have been detected among Polish workers, among others, and several outbreaks are linked to construction sites and slaughterhouses employing foreign workers.
Therefore, from Monday 26 October, anyone coming from a high-risk country will be required to present a negative COVID-19 test before being allowed to cross the border. The test must have been taken no more than 72 hours before entering Denmark. The requirement does not apply to commuters who cross the border on a daily basis nor to freight transport.
In addition, mobile testing units will be deployed, particularly to big workplaces and foreign worker accommodation sites. Furthermore, the Danish Working Environment Authority will implement stricter COVID-19 inspection of workplaces with a high percentage of foreign workers.
When car-pooling to and from work or whenever more than two people are riding in a car, all passengers are urged to wear face masks.
Prepared Monday, August 31, 2020. 3.30 pm.
Yes, if a work-sharing agreement has been made at your workplace. It is the enterprise that makes the decision, but the employees must be informed and consulted. The agreement states that work-sharing under the new agreement must be based on objective grounds.
You have 24 hours (on a weekday) to decide if you want to participate. This also applies in cases where the enterprise increases the quota of time you spend at home registered as unemployed, from one four-week cycle to the next; in other words, capitalising on the agreement. If you say no, it is up to the enterprise whether or not you might lose your job. This means that you risk being presented with a formal letter of dismissal. Should this occur, you are entitled to your usual notice period of termination.
The agreement also includes an option allowing you to resign without notice if you are able to get another job with longer working hours.
There are also unclarified details regarding the above that 3F is trying interpret and shed some light upon.
No. No. The 23,000 DKK is a new, temporary maximum rate, and equates to you being full-time unemployed for a month. You still need to have an individual rate calculated, based on your salary. However, the final terms are not yet known. Once the agreement has been interpreted in further detail, we will let you know as soon as we can.
If there is no salary for calculating your rate, then the graduate rate for non-providers applies. Here too, the details are not yet in place.
No. Only those covered by the new, temporary work-sharing initiative.
Otherwise, the normal rates and rules apply.
The agreement is valid until the end of 2020, and work-sharing can last for a maximum duration of four months. There is the possibility however, that if a scheme is established this year, it can continue into 2021, but still for a maximum of four months’ duration in total.
Work-sharing can be stopped ahead of time, if the circumstances of the enterprise improve.
The way in which work and unemployment is shared will be flexible, depending on the needs of the enterprise. It has been agreed that time registered as unemployed should constitute a minimum 20 percent and a maximum of 50 percent of working hours. This is calculated as an average measured over four weeks in relation to the agreed working hours.
After four weeks, the workshare allocation can be altered if needed.
No. While receiving supplementary unemployment benefits under the new scheme, you do not use your ordinary unemployment benefit entitlement. This means that you are not at a disadvantage if you become unemployed at a later date, despite receiving unemployment benefits in accordance with the work sharing agreement.
Both yes and no. On the one hand, you must be available to be assigned more working hours. This means that if the job centre or the unemployment insurance fund arranges another job for you while you are on supplementary unemployment benefit, then you must accept it in order to fulfill the obligation to be available.
There is also a requirement that you must have an active CV on jobnet.dk.
However, on the other hand, you do not have to actively seek work yourself, or go to interviews, etc., at the job centre and unemployment insurance fund. Therefore the effort is less intensive
Yes. The agreement gives you – and enterprises – the opportunity to use this crisis period for upskilling. Employers and employees are encouraged to find out whether training can be carried out as an alternative to employees having to stay at home. This could be via competency funds provided by a number of industries. In some cases, full pay is provided during the training period.
No. General rules state that you can risk having unemployment benefit deducted for hours you have not actually accrued, due to what is referred to as “technical coverage”. However, the parties behind the agreement have expressly stated that such a rule is not to be in effect here.
Yes. Here, the rules are a little different. And both are in effect. So, if an enterprise for some reason finds the existing scheme preferable, then this would be possible. However, the parties urge enterprises to use the new, improved scheme.
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