Agreement for State Employees - in English

A new three-year collective agreement has been concluded for the period 1 April 2026 to 31 March 2029. The financial framework amounts to 8.7 percent over the three-year term.

In addition, the agreement introduces a flexible choice account with greater flexibility and new individual leave rights. It also includes an ambitious childcare package, improvements to the local pay system, and a stronger focus on the psychosocial work environment, among other initiatives.

Salary

With a financial framework of 8.7 percent, the agreement secures real wage growth for all academics employed by the state. The first pay increase takes effect on 1 April 2026. An overview of all improvements is provided in the table below.

The expected general wage increase becomes 6.37%, as the 6.80% in the table must be reduced by the negative expected disbursement from the adjustment scheme of -0.63, which is then increased by a correction of 0.20% to compensate for the fact that previous comparisons with private sector wage development did not account for the private sector’s flexible choice account. 

In addition, DKK 275 million from the overall financial framework has been earmarked for pay increases for military personnel in the Armed Forces in recognition of their important societal role.

Flexible Choice Account, Flexibility and Senior Employees

A new flexible choice account has been agreed in the state sector to support more attractive and flexible working conditions. The scheme gives employees greater flexibility to choose between salary, pension contributions, and time off. The account consists of a financial component and separate agreements on leave entitlements.

The scheme takes effect on 1 January 2028. Funding comes from the holiday allowance supplement of 2.3 percent, special holidays of 2.6 percent, and the senior bonus of 1.0 percent. For academics, an additional 0.81 percent will be paid into the account each month.

Each year before 1 October, employees can decide how to use their flexible choice funds in the following period:

• Ongoing payment together with salary, except for funds from special holidays
• Savings within the calendar year for use when taking time off
• Ongoing pension contributions, except for funds from special holidays.
  
  

From the calendar year in which an employee turns 41, they are entitled to one flexible choice day. This day is unpaid, and funds from the flexible choice account may be used to cover the absence. This entitlement ends once the employee qualifies for senior days.

From the calendar year in which an employee turns 62, they are entitled to two additional senior days, bringing the total to four senior days. These days are unpaid, and funds from the flexible choice account may be used to cover the absence.

Changes to the holiday agreement as a result of the flexible choice account

• The accrual period for special holidays will run from 1 January to 31 December, with the corresponding leave year being the following calendar year. A transitional arrangement has been agreed for 2027.
• Employees may carry over up to 15 special holiday days, with the option to agree on additional carry over. 
• Special holidays are taken without pay, with compensation funded from the flexible choice account.
• From 1 September, the employer may require employees to take special holidays that have not yet been scheduled, provided the employee has sufficient funds in the flexible choice account to cover them.

Unused funds are paid out at the end of the flexible choice period unless the employee chooses to transfer them to their pension. Upon resignation, any unused funds are paid out.

The agreement introduced under OK24 on saving leave has been repealed. However, the rules on saving time off have been improved:

• Employees may carry over up to 15 special holidays
• The maximum number of overtime hours that can be converted into saved days has been increased from 74 to 111 hours.

Children and Parental Leave

The existing right to paid leave on a child’s first and second sick day is extended. Parents will also be entitled to paid leave for the remainder of the working day if they are called to collect a sick child, as well as paid leave on the child’s third sick day. These changes take effect on 1 April 2026.

Improvements to the parental leave agreement apply to children born or received from 1 April 2026:

• Two additional weeks of paid parental leave to be shared between the parents, bringing the total to eight weeks
• Solo parents are entitled to ten additional weeks of paid leave
• Social parents and close relatives are granted paid leave rights when the mother transfers leave entitlements under the Parental Leave Act

In addition, the agreement includes a number of further improvements relating to children’s hospitalisation, bereavement leave, intended parents in surrogacy arrangements, and pension contributions during extended statutory parental leave.

Work Environment and Cooperation

The agreement makes clear that preventing stress is a shared responsibility. There will be a strengthened focus on stress and the working environment in order to improve prevention efforts and overall wellbeing in state workplaces.

The parties will explore opportunities for cooperation between employers and pension funds on early intervention in cases of long-term sickness absence.

Work councils will be given a stronger role and will be required to systematically address the workplace’s efforts to identify, prevent and manage work related stress. There is also a focus on strengthening knowledge of the psychosocial work environment through leadership training and a joint conference for managers, health and safety representatives and union representatives.

Overall, the role of the work councils is reinforced through the continuation of the Cooperation Secretariat, the introduction of a leadership training programme, and a clarification of management’s duty to provide information about new technology, logging and employee monitoring.

Competence Development

The State Competence Fund and the Competence Secretariat will continue. The Competence Secretariat will further develop its advisory services on the use of artificial intelligence in the performance of work tasks.

Career Paths

A new job category for professional experts is being introduced. The salary must be at least equivalent to the lower level of salary group 1 for state managers, which is DKK 54.242,67 per month (November 2025 level).

Salary is negotiated individually between management and the employee, and the employee may choose to be represented by their union.

Professional experts will be covered by employment terms corresponding to those of special and chief consultants.

Local Pay Formation

DM has placed strong emphasis on creating a more functional and transparent pay system. Going forward, employers must ensure that local pay negotiations are held at least once a year. Management must provide relevant pay statistics in advance.

A total of 0.2 percent of the financial framework has been allocated to local pay. This will take effect on 1 April 2027 and will be negotiated locally at each state workplace. The funds are additional to existing local pay and will therefore increase the overall share allocated to local pay.

Local pay funds must be monitored over time. If less than expected is agreed during the agreement period, this will have implications for the next collective agreement renewal.

Special Provisions for Academic Staff in the State Sector

Increases to supplements for Associate Professors, Senior Researchers, Senior Advisers and Senior Project Researchers

The supplement for staff at universities and various state research institutions will increase from DKK 9,501 to DKK 9,710 per month at the November 2025 level. The supplement is pensionable and will take effect on 1 April 2027.

Supplement for Associate Professors in the Docent Promotion Programme (university colleges, the Danish School of Media and Journalism, business academies, maritime educational institutions)

Associate Professors enrolled in the Docent Promotion Programme will receive a supplement of DKK 2,914 per month at the November 2025 level. The supplement is pensionable and will take effect on 1 April 2027.

Modernisation of Professors' Pay Negotiations and more Professors in Pay Grade 38

Salary negotiations, including lump sum payments and permanent or temporary supplements, will take place directly between professors and management. Professors may choose to be represented by their union.

The number of professorships in pay grade 38 will increase by 50 positions as of 1 April 2027.

Collective agreement for external lecturers and part-time lecturers at university colleges, the Danish School of Media and Journalism, business academies, maritime educational institutions

An agreement has been reached to establish pay and employment terms for student instructors at university colleges, the Danish School of Media and Journalism, business academies and maritime educational institutions.
The intention is for student instructors to be covered by the same collective agreement as external lecturers and part-time lecturers at university colleges, the Danish School of Media and Journalism, business academies, maritime educational institutions and other institutions under the Ministry of Higher Education and Science.