Extra vacation days are additional days off granted to an employee beyond the standard vacation entitlement (which is typically 5 weeks per year in Denmark). These days may be provided as part of a collective agreement, an individual contract between employer and employee, or a company-wide policy.

They are often considered a benefit, allowing employees to take time off without using their accrued statutory vacation days. Extra vacation days can also be granted in connection with special events, such as unofficial holidays or additional time off days not otherwise covered by standard vacation.

Unlike regular vacation days, extra vacation days are not governed by statutory vacation law but are based on agreements or internal company policies.

Care days are days off that allow an employee to take care of a sick child, spouse, or a close relative who needs assistance or care.

Care days are not required by law in Denmark, but they can be included in a collective bargaining agreement or in an individual agreement between the employer and the employee.

In many workplaces, care days are offered as a benefit so employees can attend to family obligations without having to use their vacation or sick days.

Monthly accrual:
With monthly accrual, extra vacation or care days are earned gradually — typically during each payroll run. The employee does not start out with any days but accrues them over time as payroll is processed in Salary.

Annual accrual:
With annual accrual, all days are granted at once — for example, in May. This means the employee can use all their days immediately, without waiting to accrue them month by month. Each year in May, the balance is reset, and the new annual allowance is granted.

Example:
If you assign 5 extra vacation days to an employee on July 30, 2021, using annual accrual, the balance will immediately be 5 days. If the employee uses 4 of them before May 2022, the balance will automatically reset to 5 days in May. The one unused day will be removed from the system as part of the annual reset.

No.

If you want to change the month in which these days are granted, please contact our support team. They’ll be happy to help you configure it correctly.

If the employee does not already have any days assigned, the days will be granted immediately.

If the employee already has days, the new days will be granted at the time of the next scheduled allocation.

Yes. If an employee starts mid-year and their extra vacation days should be allocated based on the number of months employed, you can enable proportional allocation under Advanced Settings.

Steps:

1. Enable the feature in Advanced Settings via this link.

2. Then, enter the full annual number of days in the employee’s contract field.
The system will automatically calculate the proportional allocation based on the employee’s hire date.

Example:
If an employee starts on September 1st, and the full annual allocation is 5 days (with allocation date January 1st), simply enter “5 days” in the contract.
The system will automatically allocate a proportionate number of days based on the start date.

If employees are only entitled to these days after 9 months of employment, you should wait to add the days to the contract until the 9 months have passed.
Otherwise, the system will allocate the days immediately, regardless of the intended eligibility date.

If the employee already has extra vacation or care days specified in their contract, simply update the annual number of days they should receive going forward.

Note: This change will only take effect the next time days are automatically allocated in the system.
If you want the days to be added immediately, you need to perform a balance correction instead.

Guide:

1. Go to the employee’s profile and click on Balance adjustments.

2. Click Create absence balance adjustment.

3. Fill in the fields:

Adjustment date: Keep the pre-filled date.

Absence type: Select Extra holiday or Care Day from the dropdown.

Operation: Keep the default option.

Earned: Enter the number of days to be added.

4. Click Save changes. The days will then be available to the employee and shown on the next payslip.

If your employee has been assigned too many days, first make sure the correct annual number is specified in the employee’s contract.

To remove any excess days, you’ll also need to perform a balance adjustment.

Guide:

1. Go to the employee’s profile and click on Balance adjustments.

2. Click Create absence balance adjustment.

3. Fill in the fields:

Adjustment date:: Keep the pre-filled date.

Absence type: Select Extra holiday or Care Day from the dropdown.

Operation: Select Decrease.

Earned: Enter the number of days to be deducted from the total balance.

Click Save changes.

No. Extra vacation days do not have an automatic monetary value in Salary, and are therefore not paid out automatically—neither upon termination nor at any other time. The reason is that there is no legal requirement in Denmark for unused extra vacation days to be paid out upon resignation or termination.

There is also no legislation defining the monetary value of an extra vacation day.

As a result, Salary cannot automatically calculate or pay out extra vacation days upon termination, since both the amount and the practice may vary depending on your collective agreement or internal company policies.

If you decide to pay out unused extra vacation days, this must be done manually.

You need to create a standard bonus for the payout amount, and then perform a balance correction to deduct the days.

Guide:

1. Go to the Employees tab and find the relevant employee.

2. Click Give bonus.

3. Then click Create bonus to start a new entry.

4. Fill in the fields correctly:

Disposition date: Must be in the same month as the payout.

Amount for bonus: Enter the gross amount representing the value of the days to be paid out.

Type: Keep it as Standard.

With holiday entitled pay: Decide whether vacation pay should be accrued on this amount. (If the toggle is green, vacation pay will be included.)

Text on payslip: Enter the text to appear on the payslip.
​Example: "Payout of extra vacation days"

When you're done, click Save changes.

5. Return to the employee’s overview and click Balance correction.
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6. Click Create absence balance adjustment.

7. Fill in the fields:

Adjustment date: Must be the same month as the payout.

Absence type: Select Extra holiday.

Operation: Keep the default option.

Spent: Enter the number of days being paid out.

8. Click Save changes.
Salary will now pay out the value of the extra vacation days in the next payroll run and simultaneously deduct those days from the employee’s vacation balance.

Since extra vacation and care days are not legally regulated, the payout amount depends on your internal agreement or applicable collective agreement.

If no specific rate is defined, you can use the same method as for a statutory vacation day: One vacation day typically corresponds to 4.8% of the monthly salary.