Common use of Pregnancy and Maternity Leave Clause in Contracts

Pregnancy and Maternity Leave. (1) In the event of pregnancy and maternity leave, a female employee is entitled to full pay when on leave, which may begin four weeks before the expected birth date and last until 14 weeks after the birth at most. By arrangement, paternal leave on the usual salary (four weeks) and parental leave on the usual salary are to be allocated between the employer and the employee. Paternal leave must be taken no later than 14 weeks after the birth of the child. The following shall apply if agreement is not reached on the timing of such leave: (a) Male employees are entitled to full salary for up to four weeks (paternity leave). This leave is to be timed in continuous periods of two weeks. Two of these weeks may be timed in the period from week 15 to week 60. (b) Employees are entitled to continuous parental leave on full salary for up to 12 weeks, which may be placed at the employee's discretion within the period from 15 weeks after until 60 weeks after the birth date. Employees can also decide to place parental leave as two continuous periods of six weeks during the same period. Employees must inform their employer of their decision to take parental leave on full pay and the timing thereof in accordance with point b) no later than eight weeks after the birth. The employer’s obligation to pay full salary, as above, is determined by the employee’s right to receive at least 32/46 of the maximum benefits according to the Danish Act on Leave and Benefits on the grounds of Pregnancy and Childbirth. If maternity leave is prolonged because of the baby’s hospitalisation, according to the Danish Act on Leave and Benefits on the grounds of Pregnancy and Childbirth salary will be paid in full. The parents choose who is entitled to the extended leave. If the maternity leave is extended in accordance with this provision, the employee’s entitlement to time-off under paragraph (b) or (3) will be postponed by a similar number of weeks. Where a baby dies, salary will be paid in full during those periods when benefits are paid under the Danish Act on Benefits. The father will also receive his usual salary during those periods when he is entitled to benefits under Section 7(2) of the Act on Leave and Benefits on the grounds of Pregnancy and Childbirth (the mother’s illness within the first 14 weeks). In addition, salary will be paid in full during any absence caused by documented medical problems associated with the pregnancy. (2) A pregnant employee cannot be dismissed by the company during the last three months preceding the expected date of birth unless special circumstances on the part of the employee justify the dismissal. (3) For any employee wishing to exercise the right to maternity leave without pay from the company, cf. Danish Act on Leave and Benefits on the grounds of Pregnancy and Childbirth, the company will pay both its and the employee’s normal pension contributions during this period, subject to a maximum of 60 weeks after the birth. (4) After an absence in accordance with (1), letter (b) above, an employee shall be entitled to part-time employment up to and including week 60 following the birth. If negotiations at local level do not result in an agreement on the reduction of working hours, the employee shall be entitled to half- time employment during this period. The employee shall notify the company within eight weeks of the birth if the employee wishes to exercise this right. The company shall pay both its and the employee’s normal pension contributions during the period. (5) Childcare leave agreed with the employer counts as continuous employment for seniority purposes. (6) Accordingly, the provisions in (1)-(5) shall also apply when an employee in a registered (or civil) partnership adopts a child from birth in accordance with the provisions of the Danish Adoption Act.

Pregnancy and Maternity Leave. (1) In the event of pregnancy and maternity leave, a female employee is entitled to full pay when on leave, which may begin four weeks before the expected birth date and last until 14 weeks after the birth at most. By arrangement, paternal leave on the usual salary (four weeks) and parental leave on the usual salary are to be allocated between the employer and the employee. Paternal Xxxxxxxx leave must be taken no later than 14 weeks after the birth of the child. The following shall apply applies if agreement is not reached on the timing of such leave: (a) Male employees are entitled to full salary for up to four weeks (paternity leave). This leave is to be timed in continuous periods of two weeks. Two of these weeks may be timed in the period from week 15 to week 60. (b) Employees are entitled to continuous parental leave on full salary for up to 12 weeks, which may be placed at the employee's discretion within the period from 15 weeks after until 60 weeks after the birth date. Employees can also decide to place parental leave as two continuous periods of six weeks during the same period. Employees must inform their employer of their decision to take parental leave on full pay and the timing thereof in accordance with point b) no later than eight weeks after the birth. The employer’s obligation to pay full salary, as above, is determined by the employee’s right to receive at least 32/46 of the maximum benefits according to the Danish Act on the Right to Leave and Benefits on in the grounds event of Pregnancy and ChildbirthChildbirth (the Maternity Leave Act). If maternity leave is prolonged because of the babychild’s hospitalisation, according to see the Danish Act on Maternity Leave and Benefits on the grounds of Pregnancy and Childbirth Act, salary will be paid in full. The parents choose who is entitled to the extended leave. If the maternity leave is extended in accordance with this provision, the employee’s entitlement to time-off under paragraph (b) or (3) will be postponed by a similar number of weeks. Where a baby child dies, salary will be paid in full during those the periods when benefits are paid under the Danish Act on BenefitsMaternity Leave Act. The father will also receive his usual salary during those such periods when he is entitled to benefits under Section section 7(2) of the Maternity Leave Act on Leave and Benefits on the grounds of Pregnancy and Childbirth (the mother’s illness within the first 14 weeks). In addition, salary will be paid in full during any absence caused by documented medical problems associated with the pregnancy. (2) A pregnant employee canmay not be dismissed by the company during the last three months preceding the expected date of birth birth, unless special circumstances on the part of the employee justify the dismissal. (3) For any employee wishing to exercise the right to maternity leave without pay from the company, cf. Danish Act on see the Maternity Leave and Benefits on the grounds of Pregnancy and ChildbirthAct, the company will must pay both its own and the employee’s normal pension contributions during this the leave period, subject to a maximum of 60 weeks after the birth. Pension contributions are also payable during the taking of deferred leave under section 11 of the Maternity Leave Act if the deferred leave is taken later than 60 weeks after the date of birth. (4) After an absence in accordance with An employee who has been absent under (1), letter (b1)(b) above, an employee shall be above is entitled to part-time employment up to and including the 60th week 60 following the date of birth. If negotiations at local level do not result in an agreement on the reduction of working hours, the employee shall will be entitled to half- time employment during this period. The employee shall must notify the company within eight weeks of the birth if the employee wishes to exercise this right. The company shall must pay both its and the employee’s normal pension contributions during the period. (5) Childcare leave agreed with the employer counts as continuous employment for seniority purposes. (6) Accordingly, the The provisions in (1)-(5) shall also above apply by analogy when an employee in a registered (or civil) partnership adopts a child from birth in accordance with the provisions of the Danish Adoption Act.

Pregnancy and Maternity Leave. (1) In the event of pregnancy and maternity leave, a female employee is entitled to full pay when on leave, which may begin four weeks before the expected birth date and last until 14 weeks after the birth at most. By arrangement, paternal leave on the usual salary (four weeks) and parental leave on the usual salary are to be allocated between the employer and the employee. Paternal Xxxxxxxx leave must be taken no later than 14 weeks after the birth of the child. The following shall apply if agreement is not reached on the timing of such leave: (a) Male employees are entitled to full salary for up to four weeks (paternity leave). This leave is to be timed in continuous periods of two weeks. Two of these weeks may be timed in the period from week 15 to week 60. (b) Employees are entitled to continuous parental leave on full salary for up to 12 weeks, which may be placed at the employee's discretion within the period from 15 weeks after until 60 weeks after the birth date. Employees can also decide to place parental leave as two continuous periods of six weeks during the same period. Employees must inform their employer of their decision to take parental leave on full pay and the timing thereof in accordance with point b) no later than eight weeks after the birth. The employer’s obligation to pay full salary, as above, is determined by the employee’s right to receive at least i 32/46 of the maximum benefits according to the Danish Act on Leave and Benefits on the grounds of Pregnancy and Childbirth. If maternity leave is prolonged because of the baby’s hospitalisation, according to the Danish Act on Leave and hos Benefits on the grounds of Pregnancy and Childbirth salary will be paid in full. The parents choose who is entitled to the extended leave. If the maternity leave is extended in accordance with this provision, the employee’s entitlement to time-off under paragraph (b) or (3) will be postponed by a similar number of weeks. Where a baby dies, salary will be paid in full during those periods when benefits are paid under the Danish Act on Benefits. The father will also receive his usual salary during those periods when he is entitled to benefits under Section 7(2) of the Act on Leave and Benefits on the grounds of Pregnancy and Childbirth (the mother’s illness a within the first 14 weeks). In addition, salary will be paid in full during any absence caused by documented medical problems associated with the pregnancy. (2) A pregnant employee cannot be dismissed by the company during the last three months preceding the expected date of birth unless special circumstances on the part of the employee justify the dismissal. (3) For any employee wishing to exercise the right to maternity leave without pay from the company, cf. Danish Act on Leave and Benefits on the grounds of Pregnancy and Childbirth, the company will pay both its and the employee’s normal pension contributions during this period, subject to a maximum of 60 weeks after the birth.birtthh. is perio (4) After an absence in accordance with (1), letter (b) above, an employee shall be entitled to part-time employment up to and including week 60 following the birth. If negotiations at local level do not result in an agreement on the reduction of working hours, the employee shall be entitled to half- time employment during this period. The employee shall notify the company within eight weeks of the birth if the employee wishes to exercise this right. The company shall pay both its and the employee’s normal pension contributions during the period.du (5) Childcare leave agreed with the employer counts as continuous employment for seniority purposes. (6) Accordingly, the provisions in (1)-(5) shall also apply when an employee in a registered (or civil) partnership adopts a child from birth in accordance with the provisions of the Danish Adoption Act.

Pregnancy and Maternity Leave. (1) In the event of pregnancy and maternity leave, a female employee is entitled to full pay when on leave, which may begin four weeks before the expected birth date and last until 14 weeks after the birth at most. By arrangement, paternal leave on the usual salary (four weeks) and parental leave on the usual salary are to be allocated between the employer and the employee. Paternal Xxxxxxxx leave must be taken no later than 14 weeks after the birth of the child. The following shall apply if agreement is not reached on the timing of such leave: (a) Male employees are entitled to full salary for up to four weeks (paternity leave). This leave is to be timed in continuous periods of two weeks. Two of these weeks may be timed in the period from week 15 to week 60. (b) Employees are entitled to continuous parental leave on full salary for up to 12 weeks, which may be placed at the employee's discretion within the period from 15 weeks after until 60 weeks after the birth date. Employees can also decide to place parental leave as two continuous periods of six weeks during the same period. Employees must inform their employer of their decision to take parental leave on full pay and the timing thereof in accordance with point b) no later than eight weeks after the birth. The employer’s obligation to pay full salary, as above, is determined by the employee’s right to receive at least 32/46 of the maximum benefits according to the Danish Act on Leave and Benefits on the grounds of Pregnancy and Childbirth. If maternity leave is prolonged because of the baby’s hospitalisation, according to the Danish Act on Leave and Benefits on the grounds of Pregnancy and Childbirth salary will be paid in full. The parents choose who is entitled to the extended leave. If the maternity leave is extended in accordance with this provision, the employee’s entitlement to time-off under paragraph (b) or (3) will be postponed by a similar number of weeks. Where a baby dies, salary will be paid in full during those periods when benefits are paid under the Danish Act on Benefits. The father will also receive his usual salary during those periods when he is entitled to benefits under Section 7(2) of the Act on Leave and Benefits on the grounds of Pregnancy and Childbirth (the mother’s illness within the first 14 weeks). In addition, salary will be paid in full during any absence caused by documented medical problems associated with the pregnancy. (2) A pregnant employee cannot be dismissed by the company during the last three months preceding the expected date of birth unless special circumstances on the part of the employee justify the dismissal. (3) For any employee wishing to exercise the right to maternity leave without pay from the company, cf. Danish Act on Leave and Benefits on the grounds of Pregnancy and Childbirth, the company will pay both its and the employee’s normal pension contributions during this period, subject to a maximum of 60 weeks after the birth. (4) After an absence in accordance with (1), letter (b) above, an employee shall be entitled to part-time employment up to and including week 60 following the birth. If negotiations at local level do not result in an agreement on the reduction of working hours, the employee shall be entitled to half- time employment during this period. The employee shall notify the company within eight weeks of the birth if the employee wishes to exercise this right. The company shall pay both its and the employee’s normal pension contributions during the period. (5) Childcare leave agreed with the employer counts as continuous employment for seniority purposes. (6) Accordingly, the provisions in (1)-(5) shall also apply when an employee in a registered (or civil) partnership adopts a child from birth in accordance with the provisions of the Danish Adoption Act.

Pregnancy and Maternity Leave. (1) In the event of pregnancy and maternity leave, a female employee is entitled to full pay when on leave, which may begin four weeks before the expected birth date and last until 14 weeks after the birth at most. By arrangement, paternal leave on the usual salary (four weeks) and parental leave on the usual salary are to be allocated between the employer and the employee. Paternal leave must be taken no later than 14 weeks after the birth of the child. The following shall apply applies if agreement is not reached on the timing of such leave: (a) Male employees are entitled to full salary for up to four weeks (paternity leave). This leave is to be timed in continuous periods of two weeks. Two of these weeks may be timed in the period from week 15 to week 60. (b) Employees are entitled to continuous parental leave on full salary for up to 12 weeks, which may be placed at the employee's discretion within the period from 15 weeks after until 60 weeks after the birth date. Employees can also decide to place parental leave as two continuous periods of six weeks during the same period. Employees must inform their employer of their decision to take parental leave on full pay and the timing thereof in accordance with point b) no later than eight weeks after the birth. The employer’s obligation to pay full salary, as above, is determined by the employee’s right to receive at least 32/46 of the maximum benefits according to the Danish Act on the Right to Leave and Benefits on in the grounds event of Pregnancy and ChildbirthChildbirth (the Maternity Leave Act). If maternity leave is prolonged because of the babychild’s hospitalisation, according to see the Danish Act on Maternity Leave and Benefits on the grounds of Pregnancy and Childbirth Act, salary will be paid in full. The parents choose who is entitled to the extended leave. If the maternity leave is extended in accordance with this provision, the employee’s entitlement to time-off under paragraph (b) or (3) will be postponed by a similar number of weeks. Where a baby child dies, salary will be paid in full during those the periods when benefits are paid under the Danish Act on BenefitsMaternity Leave Act. The father will also receive his usual salary during those such periods when he is entitled to benefits under Section section 7(2) of the Maternity Leave Act on Leave and Benefits on the grounds of Pregnancy and Childbirth (the mother’s illness within the first 14 weeks). In addition, salary will be paid in full during any absence caused by documented medical problems associated with the pregnancy. (2) A pregnant employee canmay not be dismissed by the company during the last three months preceding the expected date of birth birth, unless special circumstances on the part of the employee justify the dismissal. (3) For any employee wishing to exercise the right to maternity leave without pay from the company, cf. Danish Act on see the Maternity Leave and Benefits on the grounds of Pregnancy and ChildbirthAct, the company will must pay both its own and the employee’s normal pension contributions during this the leave period, subject to a maximum of 60 weeks after the birth. Pension contributions are also payable during the taking of deferred leave under section 11 of the Maternity Leave Act if the deferred leave is taken later than 60 weeks after the date of birth. (4) After an absence in accordance with An employee who has been absent under (1), letter (b1)(b) above, an employee shall be above is entitled to part-time employment up to and including the 60th week 60 following the date of birth. If negotiations at local level do not result in an agreement on the reduction of working hours, the employee shall will be entitled to half- time employment during this period. The employee shall must notify the company within eight weeks of the birth if the employee wishes to exercise this right. The company shall must pay both its and the employee’s normal pension contributions during the period. (5) Childcare leave agreed with the employer counts as continuous employment for seniority purposes. (6) Accordingly, the The provisions in (1)-(5) shall also above apply by analogy when an employee in a registered (or civil) partnership adopts a child from birth in accordance with the provisions of the Danish Adoption Act.