Special rules for PhD fellows
Absence due to maternity and adoption leave
In accordance with Section 2, Subsection 2 of the AC (Danish Confederation of Professional Associations) collective agreement the following applies: ‘In the event of absence due to maternity or adoption leave, the appointing authority shall be obliged, upon application by the employee, to extend the period of employment by the length of the period of absence. The period of employment may be extended by no more than the number of weeks to which the employee is entitled during maternity or adoption leave.’
In concrete terms, the rule means that your employment will be extended upon application. You must therefore request an extension of your contract yourself, as this does not happen automatically. The request for extension should be made to your manager/Vivi Madsen at SDU HR. The maximum extension of employment is the total number of weeks you are on maternity or adoption leave. This means that you can request a shorter extension if you wish but not a longer extension than the total number of weeks you are on maternity or adoption leave.
Expiry of employment period during maternity and adoption leave
According to Circular No. 9764 of 5 October 2021, Section 2, the following applies: ‘For PhD fellows whose period of employment is set to expire during maternity or adoption leave, employment shall be extended for the remaining period of leave. The appointment shall also be extended by the period during which the employee has been on leave before the scheduled expiry of the contract.’
In concrete terms, the rule means that your employment will be automatically extended if it expires during maternity or adoption leave. The extension of employment is equal to the total number of weeks you are on maternity or adoption leave.
The above rules will be explained by Vivi Madsen from SDU HR when planning your maternity or adoption leave.
Special rules for postdocs
Absence due to maternity and adoption leave
According to Circular No. 9886 of 4 November 2021, Section 3, Subsection 2, the following applies: ‘In the event of absence for maternity or adoption leave, the period of employment shall be extended, upon application, by the length of the period of absence. The period of employment may be extended by no more than the number of weeks to which the employee is entitled during maternity or adoption leave, including care days taken in connection with the leave.’
In concrete terms, the rule means that your employment will be extended upon application. You must therefore request an extension of your contract yourself, as this does not happen automatically. The request for extension should be made to your manager/Vivi Madsen at SDU HR. The extension of employment may not exceed the total number of weeks of maternity or adoption leave you take, including any care days taken. This means that you can request a shorter extension if you wish but not a longer extension than the total number of weeks you are on maternity or adoption leave, including any care days you have taken.
Expiry of employment period during maternity and adoption leave
According to Circular No. 9886 of 4 November 2021, Section 3, Subsection 2, the following applies: ‘If the period of employment is set to expire during maternity or adoption leave, employment shall be extended for the remaining period of leave. The appointment shall also be extended by the period during which the employee has been on leave before the scheduled expiry of the contract.’
In concrete terms, the rule means that your employment will be automatically extended if it expires during maternity or adoption leave. The extension of employment is equal to the total number of weeks you are on maternity or adoption leave.
The above rules will be explained by Vivi Madsen from SDU HR when planning your maternity or adoption leave.
Special rules for fixed-term assistant professors
Absence due to maternity and adoption leave
According to Circular No. 9886 of 4 November 2021, Section 4, Subsection 4, the following applies: ‘In the event of absence due to maternity or adoption leave, the period of temporary employment for assistant professors/researchers shall be extended upon application equivalent to the length of the period of absence. The period of employment may be extended by no more than the number of weeks to which the employee is entitled during maternity or adoption leave, including care days taken in connection with the leave.’
In concrete terms, the rule means that your employment will be extended upon application. You must therefore request an extension of your contract yourself, as this does not happen automatically. The request for extension should be made to your manager/Vivi Madsen at SDU HR. The extension of employment may not exceed the total number of weeks of maternity or adoption leave you take, including any care days taken. This means that you can request a shorter extension if you wish but not a longer extension than the total number of weeks you are on maternity or adoption leave, including any care days you have taken.
Expiry of employment period during maternity and adoption leave
According to Circular No. 9886 of 4 November 2021, Section 4, Subsection 4, the following applies: ‘If the period of employment is set to expire during maternity or adoption leave, employment shall be extended for the remaining period of leave. The appointment shall also be extended by the period of leave taken by the employee before the scheduled expiry date.’
In concrete terms, the rule means that your employment will be automatically extended if it expires during maternity or adoption leave. The extension of employment is equal to the total number of weeks you are on maternity or adoption leave.
The above rules will be explained by Vivi Madsen from SDU HR when planning your maternity or adoption leave.