{"id":2649,"date":"2017-07-18T11:04:27","date_gmt":"2017-07-18T09:04:27","guid":{"rendered":"http:\/\/lead-roedl.dk\/?p=2649"},"modified":"2024-07-08T13:44:52","modified_gmt":"2024-07-08T11:44:52","slug":"faq-ansaettelsesret","status":"publish","type":"post","link":"https:\/\/lead-roedl.dk\/fr\/faq-ansaettelsesret\/","title":{"rendered":"FAQ concernant le droit du travail"},"content":{"rendered":"

Ce n’est pas \u00abnouveau\u00bb mais c\u2019est \u00abutile\u00bb<\/p>\n

Vous trouverez ci-dessous des r\u00e9ponses aux questions les plus fr\u00e9quemment pos\u00e9es sur le droit du travail danois et plus particuli\u00e8rement concernant les employ\u00e9s soumis \u00e0 la loi danoise sur les \u00ab salari\u00e9s \u00bb.<\/p>\n

    \n
  1. Quelle est la dur\u00e9e l\u00e9gale maximale de travail hebdomadaire au Danemark?<\/strong><\/li>\n<\/ol>\n

    En dehors du maximum fix\u00e9 par l\u2019UE, la loi danoise ne pr\u00e9voit pas de temps de travail maximal. Cependant une r\u00e9glementation r\u00e9sultera souvent de conventions. Le temps de travail habituellement fix\u00e9 par la plupart des conventions collectives est de 37 heures par semaine. Cette r\u00e8gle est le plus souvent suivie par les entreprises qui ne sont pas soumises aux conventions collectives.<\/p>\n

    Le temps de travail est dans les faits plafonn\u00e9 par la r\u00e8glementation imp\u00e9rative sur les heures de repos \u00e0 laquelle les employeurs ne peuvent d\u00e9roger.<\/p>\n

      \n
    1. Quel sont les d\u00e9lais de pr\u00e9avis de licenciement au Danemark?<\/strong><\/li>\n<\/ol>\n

      Pour l’employ\u00e9, la p\u00e9riode de pr\u00e9avis est toujours d’un mois. Pour l’employeur, la dur\u00e9e de pr\u00e9avis d\u00e9pend de l’anciennet\u00e9 de l’employ\u00e9.<\/p>\n\n\n\n\n\n\n\n\n
      Anciennet\u00e9 de l\u2019employ\u00e9<\/td>\nDur\u00e9e de pr\u00e9avis<\/td>\n<\/tr>\n
      De 0 \u00e0 6 mois<\/td>\n1 mois<\/td>\n<\/tr>\n
      De 6 mois \u00e0 3 ans<\/td>\n3 mois<\/td>\n<\/tr>\n
      De 3 \u00e0 6 ans<\/td>\n4 mois<\/td>\n<\/tr>\n
      De 6 \u00e0 9 ans<\/td>\n5 mois<\/td>\n<\/tr>\n
      Plus de 9 ans<\/td>\n6 mois<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

       <\/p>\n

        \n
      1. De combien de semaines de cong\u00e9 annuel b\u00e9n\u00e9ficie un employ\u00e9 au Danemark?<\/strong><\/li>\n<\/ol>\n

        Conform\u00e9ment \u00e0 la loi sur les cong\u00e9s annuels, un employ\u00e9 a droit \u00e0 25 jours de cong\u00e9s par an (semaine de 5 jours ouvrables). L\u2019employ\u00e9 acquiert le droit \u00e0 2,08 jours de cong\u00e9s pay\u00e9s par mois d\u2019embauche. L\u2019ann\u00e9e de r\u00e9f\u00e9rence pour le calcul des droits aux cong\u00e9s pay\u00e9s correspond \u00e0 l\u2019ann\u00e9e calendaire (ann\u00e9e civile), tandis que la p\u00e9riode de prise de cong\u00e9s court du 1er mai au 30 avril. Par exemple, les cong\u00e9s pay\u00e9s acquis durant l\u2019ann\u00e9e 2017 sont \u00e0 la disposition de l\u2019employ\u00e9 \u00e0 partir du 1er mai 2018. Ceci implique que l\u2019employ\u00e9 nouvellement embauch\u00e9 ne peut pr\u00e9tendre \u00e0 des cong\u00e9s pay\u00e9s pendant la premi\u00e8re ann\u00e9e d\u2019embauche. Une nouvelle loi sur les cong\u00e9s pay\u00e9s, qui devrait entrer en vigueur pour l’ann\u00e9e de vacances 2020, va changer leur m\u00e9thode de calcul.<\/p>\n

          \n
        1. Quel est le salaire minimum l\u00e9gal au Danemark?<\/strong><\/li>\n<\/ol>\n

          Il n\u2019y a pas de salaire minimum l\u00e9gal au Danemark.<\/p>\n

          Pour les entreprises soumises aux conventions collectives le salaire minimum est souvent fix\u00e9 par la convention. Pour les autres entreprises, le salaire peut \u00eatre fix\u00e9 librement. Des informations sur le niveau moyen des salaires par secteur peuvent \u00eatre obtenues sur le site des statistiques du Danemark:\u00a0www.dst.dk<\/a> .<\/p>\n

            \n
          1. Est-ce que toutes les entreprises sont soumises \u00e0 une convention collective?<\/strong><\/li>\n<\/ol>\n

            Seules les entreprises qui ont adh\u00e9r\u00e9es \u00e0 une convention collective, soit par le biais d\u2019un syndicat, soit par un accord conclu localement, sont soumises aux r\u00e8gles de cette convention collective. Aucune disposition l\u00e9gale n\u2019impose aux entreprises d\u2019adh\u00e9rer \u00e0 une convention collective.<\/p>\n

              \n
            1. L\u2019employeur doit-il verser une indemnit\u00e9 d\u2019anciennet\u00e9 lorsqu\u2019il licencie un employ\u00e9?<\/strong><\/li>\n<\/ol>\n

              Le licenciement n\u2019ouvre droit \u00e0 une indemnit\u00e9 d\u2019anciennet\u00e9 que lorsque le salari\u00e9 a \u00e9t\u00e9 employ\u00e9 pendant au minimum 12 ans dans la m\u00eame entreprise.<\/p>\n

                \n
              1. Le contrat de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e existe-t-il en droit danois?<\/strong><\/li>\n<\/ol>\n

                Oui, bien que le contrat \u00e0 dur\u00e9e ind\u00e9termin\u00e9e soit le contrat de r\u00e9f\u00e9rence, il est possible d\u2019embaucher un employ\u00e9 pour une dur\u00e9e d\u00e9termin\u00e9e. Le renouvellement d\u2019un contrat \u00e0 dur\u00e9e d\u00e9termin\u00e9e requiert, par contre, une raison objective de la part de l\u2019employeur. A d\u00e9faut, le contrat sera requalifi\u00e9 en contrat \u00e0 dur\u00e9e ind\u00e9termin\u00e9e.<\/p>\n

                  \n
                1. Est-il possible d\u2019inclure une p\u00e9riode d\u2019essai dans le contrat de travail et si oui, de combien de temps?<\/strong><\/li>\n<\/ol>\n

                  Oui, il est toujours possible de convenir d\u2019une p\u00e9riode d\u2019essai. Cette p\u00e9riode ne peut exc\u00e9der 3 mois. Il est possible de convenir d\u2019un pr\u00e9avis de licenciement r\u00e9ciproque de 14 jours pendant la p\u00e9riode d\u2019essai. L\u2019employeur qui souhaite terminer un contrat pendant la p\u00e9riode d\u2019essai avec le pr\u00e9avis de 14 jours doit le faire au plus vite de sorte que les 14 jours puissent courir avant l\u2019expiration de la p\u00e9riode d\u2019essai.<\/p>\n

                    \n
                  1. Lors de cong\u00e9 maladie d\u2019un employ\u00e9, combien de temps l\u2019employeur doit-il continuer \u00e0 verser le salaire habituel \u00e0 l\u2019employ\u00e9?<\/strong><\/li>\n<\/ol>\n

                    L\u2019employ\u00e9 a le droit de recevoir son salaire normal pendant toute la dur\u00e9e son absence pour maladie. L\u2019employeur doit prendre int\u00e9gralement \u00e0 sa charge les 21 premiers jours du cong\u00e9 maladie. Au-del\u00e0 de 21 jours, l\u2019employeur peut demander un remboursement d\u2019une partie du salaire aupr\u00e8s de la commune de r\u00e9sidence de l\u2019employ\u00e9. Le remboursement est plafonn\u00e9 et correspond au taux maximal d\u2019allocation ch\u00f4mage.<\/p>\n

                      \n
                    1. Quel est le montant des charges sociales patronales \u00e0 pr\u00e9voir en plus du salaire brut?<\/strong><\/li>\n<\/ol>\n

                      La plus grande partie des charges sociales au Danemark sont financ\u00e9es au travers des imp\u00f4ts sur le revenu. Le montant des charges sociales patronales est donc tr\u00e8s faible. L\u2019employeur doit payer des cotisations sociales (appel\u00e9es ATP, AES, AER, FIB et barselsfonden) pour un montant moyen qui d\u00e9passe rarement 500 DKK (67\u20ac) par mois pour un employ\u00e9 salari\u00e9.<\/p>\n

                      Derni\u00e8re modification le 18.07.2017<\/p>\n

                      <\/p>","protected":false},"excerpt":{"rendered":"

                      Ce n’est pas \u00abnouveau\u00bb mais c\u2019est \u00abutile\u00bb Vous trouverez ci-dessous des r\u00e9ponses aux questions les plus fr\u00e9quemment pos\u00e9es sur le droit du travail danois et plus particuli\u00e8rement concernant les employ\u00e9s soumis \u00e0 la loi danoise sur les \u00ab salari\u00e9s \u00bb. Quelle est la dur\u00e9e l\u00e9gale maximale de travail hebdomadaire au Danemark? En dehors du maximum […]<\/p>\n","protected":false},"author":1,"featured_media":3568,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4],"tags":[],"class_list":["post-2649","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-law-articles"],"yoast_head":"\nFAQ concernant le droit du travail - LEAD | R\u00d6DL<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/lead-roedl.dk\/\/faq-ansaettelsesret\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"[:da]FAQ vedr\u00f8rende ans\u00e6ttelsesret[:en]FAQ regarding Danish Employment Law [:de]FAQ Arbeitsrecht[:fr]FAQ concernant le droit du travail [:] - LEAD | R\u00d6DL\" \/>\n<meta property=\"og:description\" content=\"Ce n’est pas \u00abnouveau\u00bb mais c\u2019est \u00abutile\u00bb Vous trouverez ci-dessous des r\u00e9ponses aux questions les plus fr\u00e9quemment pos\u00e9es sur le droit du travail danois et plus particuli\u00e8rement concernant les employ\u00e9s soumis \u00e0 la loi danoise sur les \u00ab salari\u00e9s \u00bb. 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LEAD | R\u00d6DL","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/lead-roedl.dk\/\/faq-ansaettelsesret\/","og_locale":"fr_FR","og_type":"article","og_title":"[:da]FAQ vedr\u00f8rende ans\u00e6ttelsesret[:en]FAQ regarding Danish Employment Law [:de]FAQ Arbeitsrecht[:fr]FAQ concernant le droit du travail [:] - LEAD | R\u00d6DL","og_description":"Ce n’est pas \u00abnouveau\u00bb mais c\u2019est \u00abutile\u00bb Vous trouverez ci-dessous des r\u00e9ponses aux questions les plus fr\u00e9quemment pos\u00e9es sur le droit du travail danois et plus particuli\u00e8rement concernant les employ\u00e9s soumis \u00e0 la loi danoise sur les \u00ab salari\u00e9s \u00bb. 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