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Vacation Policy - Apprentices and Trainees

Special holiday rules apply to 1st and 2nd year apprentices/trainees.

Mathias Anneberg avatar
Written by Mathias Anneberg
Updated this week

Create vacation policy for apprentices

Apprentices can be divided into two groups:

  • 1st & 2nd year apprentices are typically covered by one shared apprentice vacation policy.​

  • 3rd & 4th year apprentices can either have their own policy or be moved to the policy used for permanent employees. This depends on whether 3rd & 4th year apprentices should be allowed to take advance vacation beyond what permanent employees are permitted.

The apprentice vacation policy is set up like the policy for permanent employees, using monthly accrual in accordance with the Danish Holiday Act.

The difference is that apprentice policies allow advance vacation, and newly hired apprentices may need to be granted additional days.

How to setup a policy for apprentices

Start by opening or creating the apprentice’s vacation policy by doing the following:

  1. Click "Setup admin"

  2. Click "Modules"

  3. Click "Edit" next to the apprentice policy, or click "Create new policy"

  4. Open the "Vacation" section

  5. Then follow the guide below:

Vacation policy for 1st & 2nd year apprentices:

  1. Select the Danish vacation year with monthly accrual.

  2. Select end-of-month accrual.

  3. Enable advance vacation.

  4. Allow a maximum of 15 days in advance.

  5. Set that the employee may use a maximum of accrued days + any granted days.

Vacation policy for 3rd & 4th year apprentices:

  1. Select the Danish vacation year with monthly accrual.

  2. Select end-of-month accrual.

  3. Choose whether advance vacation should be available.

  4. Set that the employee may take a maximum of accrued days only, if advance vacation is enabled.

Special Accrual Rules in the First Year of Employment

As a rule, trainees earn 2.08 vacation days per month of employment.

However, depending on the date of employment, the trainee is entitled to be granted extra days, in the first year of employment.

Rules for Granting Extra Vacation Days in the First Year of Employment

The student starts in the period from September 2nd to October 31st.

The student starts in the period from November 1st to June 30th.

The student starts in the period from July 1st to August 31st.

During this period, the student is entitled to

5 weeks of paid vacation.

During this period, the student is entitled to at least 3 weeks of paid vacation.

During this period, the student is only entitled to days earned per month.

Example:

  • Student starts on October 1st.

  • Earnings for the vacation year: 22.88.

  • 2.12 days are granted so the student can use 25 days off.

Example:

  • Student starts on December 1st.

  • Earns 18.72 in the vacation year.

  • No days are granted because the student earns a minimum of 3 weeks of vacation.

Example:

  • Student starts on August 1st.

  • Earnings for the vacation year: 2.08 days. Days can be used from September 1st.

  • No days are granted.

Allocation Matrix for Apprentices Hired on a Rolling Basis

When a new apprentice (or student) is hired, the apprentice is connected to your 1st & 2nd year apprentice policy.

Depending on the month of hire, there may be a need to manually allocate days upon hiring. This is to meet the requirement in the holiday law for newly hired apprentices.

The figure below shows the number of days that need to be manually allocated depending on the hiring month:

* According to the holiday law, the company must allocate days in the hiring month so that the employee can take either 5 weeks or 3 weeks of vacation in the vacation year the employee is hired.

** Can be used from September 1st.

ℹ️ The employee may not be restricted to only taking vacation days when they have been earned. Therefore, taking vacation in advance (3 weeks) is allowed.

When days need to be allocated, it is important that the days are allocated in the hiring month.

The days are allocated through a manual adjustment of the holiday balance.

Transition from Apprentice to Permanent Employee

When the apprentice transitions to a permanent employee, the policy changes from apprentice to permanent employee.

The difference will typically only be that there may now be restrictions on the allowed use of vacation in advance.

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