My Vacation Money

[Alacoque Whitchurch]

FerieKontoadministrates holiday allowance for all employees that are not included in a collective holiday arrangement.

Read more about when your employer is to pay holiday allowance to FerieKonto here, if FerieKonto is to disburse your holiday allowance:

If you have applied for holiday allowance from FerieKonto, you will receive your allowance approx. four working days after you applied via the online self-service. This also applies if you enter the holiday retrospectively. Your holiday allowance will not be disbursed until one month before your first day of holiday at the earliest. The money will be paid into your NemKonto.

If you have applied for holiday allowance from your employer or another holiday fund, the time it takes before your holiday allowance is disbursed may vary. For more information, contact the company which is to disburse your holiday allowance.

If you have been prevented from taking holiday up until 31 December 2023, you can transfer the amount of prevented days to the following holiday period. You can maximum transfer four weeks of prevented holiday.

The main rule is that holidays must be taken from 1 September to 31 December the following year. If you are unable to do so, you can agree with your employer that you will transfer accrued holidays in excess of four weeks to the next holiday-taking period.

The holiday does not have to be accrued in the company at which you are now working. If you have accrued the holiday allowance from another employer, it is your current employer you must make an agreement with on the transfer of holidays.

Please note that you may be covered by a collective agreement that imposes other rules on transferring holidays to the next period. You can contact your labour union if you are in doubt about what is in your collective agreement.

Please note that you must take transferred holidays before taking other accrued holidays. Even if you have transferred holidays, you are not entitled to take a primary holiday of more than three consecutive weeks.

If you have not taken all of your holiday before 31 December (the end of the holiday taking period), you can enter into a written agreement with your employer regarding the disbursement of the part of your holiday that exceeds 4 weeks. You can enter into a written agreement without taking the holiday.

It is not your right to get holiday in excess of 4 weeks disbursed ahead of time. You and your employer have to enter into a written agreement regarding the disbursement. You have to be employed when you enter into the written agreement.

When you choose to have holiday in excess of 4 weeks disbursed, you no longer have the right to take the remaining holiday within the holiday taking period. Similarly, your employer cannot notify you to take the remaining holiday within the holiday taking period.

If you have received public benefits during the holiday year, you must declare which public benefits you have received and how many days you have received them. This is because the number of holidays you can get disbursed will be reduced by the number of days you have received public benefits.

Please note that you cannot get holiday in excess of 4 weeks disbursed if you have already entered into an agreement with your employer regarding the transfer of your holiday to the next holiday taking period.

Generally, you will automatically get holiday in excess of 4 weeks disbursed if you have unused holiday that has not been transferred when the holiday taking period ends on 31 December. The holiday must be disbursed to you at the latest 31 March after the holiday taking period.

In order to get your holiday automatically disbursed, you must have been employed full-time with your current employer for the duration of the holiday taking period (from 1 September to 31 December the following year).You can request the disbursement of holiday in excess of 4 weeks yourself if you have not been employed by the same employer during the totality of the holiday taking period.

If you have received public benefits during the holiday taking period, you must disclose which public benefits you have received and the number of days you have received them. The reason for this is that the number of holidays you can get disbursed will be reduced by the number of days you have received public benefits.

You apply for disbursement of your holiday allowance on the self-service page. If you do not have MitID, you can apply for the disbursement of holiday in excess of 4 weeks by filling out the following form:

If you believe there are errors in the amount or the number of days of holiday, you must contact the employer from which you earned the holiday allowance, because the errors can only be corrected by the employer.

When you take the holidays that you have accrued during your maternity/paternity leave or adoption leave, the payment will depend on whether you are working for the same employer that you accrued the holidays with.

If you have received maternity/paternity benefits during your leave period, you must contact your unemployment insurance fund.If you work part-time and are on maternity/paternity leave or adoption leave, you will accrue paid holidays if you are paid for every working day of the month.

You cannot take holiday when on maternity/paternity leave or adoption leave. If your leave begins during your holiday or if you get a pregnancy-related illness during your holiday, then you can interrupt your holiday and take the rest at a later date.

If you have partially resumed work and are working full-time days, you can take your remaining holidays on the days that you are working. You cannot take your primary holiday of 15 days, as this must be taken in a consecutive period.

Example: You have resumed full-time work from Monday to Wednesday. You are on maternity/paternity leave on Thursday and Friday. You can therefore take your remaining holidays on Mondays, Tuesdays or Wednesdays.

You can transfer up to four weeks of holiday if you are prevented from taking a holiday due to maternity/paternity leave or adoption leave all the way up to the end of the holiday taking period which expires on 31 December. It is your employer that must notify Feriepengeinfo about how many days of holiday to transfer. Your employer must notify of this before 31 January after the period has ended.

Please note that if you have been prevented from taking a holiday due to maternity/paternity leave or adoption leave in the period from 1 May 2020 to 31 August 2020, then your holidays have automatically been transferred to be held in the period from 1 September 2020 to 31 December 2021.

In order to get the holidays paid out, it is a requirement that you are prevented from taking your holiday due to maternity/paternity leave or adoption leave in two holiday-taking periods in a row. If, for example, you are prevented from taking holiday before the first period expires on 31 December, and you can then take the holiday in the subsequent period, you will not be able to get the holidays paid out.

Example: A pregnant wage earner with paid holiday gets complications during the fourth month of pregnancy on 1 November 2021. She is then on sick leave until birth on 1 March 2022 and is on maternity leave up until 31 December 2022. When she got sick, she had taken three weeks of holiday and therefore had 10 days left of accrued but unused paid holiday.

Five of the excess holidays can be transferred as a prevented holiday in the first holiday-taking period and when the second holiday-taking period expires, i.e. on 31 December of the year in which the child was born, the holidays can be paid out.

You accrue holiday allowance from September to August the following year (12 months). You can use the holiday allowance from September, the year you start to accrue holiday allowance, to December the following year (16 months). The Holiday Act allows you to take your holiday as soon as the month after you have earned it e.g. the holiday allowance you accrue in September you can use in October.

If you are entitled to paid holiday, you will receive your usual pay when you take holiday. In addition, you are entitled to a holiday supplement of 1% of your pay from September to August. There are two ways of getting the holiday supplement disbursed:

Employees who do not get paid holiday may have earned entitlement to payment in lieu of untaken days of holiday. When you have earned entitlement to payment in lieu of untaken days of holiday, you can claim an amount corresponding to the number of days of holiday you take. At lifeindenmark.dk you can see the payment in lieu of untaken days of holiday you have earned.

I assume some of the increase in vacation debt in recent years has to do with the prevalence of social media. When our friends and parent-peers brag on social media about the extravagance of their summer adventures, we naturally feel inclined to desire the same for our kids.

My parents have been married for over 51 years. Both sets of my grandparents remained married their entire lives. And I am still in contact with every aunt and uncle, cousin, niece and nephew in my family. We go back home to the Midwest to visit twice every year (Summer and Christmas) and we all look forward to games and food and laughter and conversation deep into the night every evening.

The closeness of my family is a blessing to me and my children. But growing up, our summer vacations were anything but extravagant. And yet, they were incredibly memorable, meaningful, and helped us develop and enrich these relationships I am so thankful for today.

The cousins and us would try to stay up all night in the basement, eating potato chips, sneaking soda from the fridge, and playing Atari. The parents would play cards and talk upstairs in the kitchen.

If you grew up taking simple summer vacations that you now look back upon as amazingly sweet, memorable, and meaningful, can you add that story below as a comment? Where did you go? What did you do? And how precious to you now are those memories of your simple vacations growing up?

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