Areas

• Professional and inclusive onboarding process

  All new employees undergo an onboarding process that provides insight into the University’s organisation, culture, values, tasks and workflows. The induction process is adapted to the individual employee and is based on a shared responsibility.

  Integration and international community

  As an internationally oriented and regionally anchored workplace, we place emphasis on attracting talents from both near and far and offering integration courses, which ensures everyone can thrive and participate on an equal footing in the University’s professional and social communities. Managers are responsible for preparing new employees for their tasks, and colleagues are responsible for an inclusive reception. The goal is that new employees quickly feel part of the community – both professionally and socially.

• Flexibility and balance

  Flexibility is a fundamental value at SDU because it creates a framework where employees can thrive, engage and unfold their professional potential – while at the same time performing the University’s tasks to a high standard of quality. Flexibility allows work to be adapted to life stages, working methods and individual needs, and contributes to a sustainable work-life balance, e.g. in connection with parental and compassionate leave or other personal commitments. At the same time, the flexibility is mutual and ensures that the University’s tasks can be performed efficiently and responsibly.

  Secondary employment may be considered part of an employee’s professional and personal development, provided it is deemed compatible with their role at SDU. Openness about secondary employment ensures that any conflicts of interest are handled constructively, while impartiality and independence are maintained – and that the activities become a valuable source of knowledge and collaboration with the outside world.

  • View information about SDU as a flexible workplace
  • View SDU’s Supplementary guidelines regarding parental leave for researchers (PDF)
  • View SDU’s rules for secondary employment

  
  
• International outlook

  SDU is an internationally oriented knowledge organisation with strong regional anchoring. We have talent and expertise at the University and in Denmark, but SDU also needs to look abroad to find the right people.

  We attract and connect international colleagues at the highest level to ensure the best research and teaching. Diversity and inclusion are a shared responsibility, and together we create a work environment where everyone – Danish and international – has the opportunity to thrive, develop and contribute.

• Digital frameworks

  Digitalisation is an integral part of SDU’s way of working and essential for delivering high-quality research, education and administration. In our digital work community, we value curiosity, professionalism and responsibility. As employees, we contribute to clear and coherent workflows by using common systems, sharing knowledge and strengthening our digital competences – such as user skills, technological understanding, communication and the ability to support the development and implementation of new solutions.

  An efficient digital environment is a shared responsibility and forms the foundation for good collaboration, streamlined processes and high professional quality.

• Salary

  The overall purpose of the salary policy is to support the University’s purpose, strategy, core tasks and long-term organisational development. Salary must reflect function, responsibility, effort and relevant skills.

  SDU conducts salary negotiations in a fair and transparent manner in accordance with applicable collective agreements and arrangements. Salary must be seen in the context of the requirements of the position and with opportunities for development, mobility and well-being. 

  • Find SDU's overall salary policy here (in Danish, PDF)
  • Find other salary policies and local agreements here

  
  
• Illness and absence

  Anyone can get sick, and it is important that employees maintain good contact with the workplace during a course of illness. We are committed to supporting both individuals and colleagues while promoting well-being, work community and task performance.

  In the event of prolonged or recurring illness, management actively works on an early and systematic intervention. This means that we quickly initiate a constructive dialogue with the employee to clarify needs, opportunities and wishes for a return to work. The goal is to support a safe and gradual return – or to prevent long-term absence – through flexible solutions, adaptation of tasks and alignment of expectations.

  We want to create a safe and supportive environment where open dialogue and collaboration promote return to work while taking into account the needs of the workplace. Management may involve colleagues, employee representatives and the Occupational Health and Safety Organisation to ensure that health and safety matters are handled correctly and that the employee receives the necessary support to thrive and maintain their attachment to the workplace.

  View information about illness and absence
• Conflicts and disagreements

  At SDU, disagreements and conflicts are regarded as a natural part of collaboration, particularly in a workplace that brings together many disciplines and backgrounds. When handled early and respectfully, conflicts can be constructive and strengthen learning, development and collaboration.

  Conflicts range from minor disagreements over tasks to situations of unwanted behaviour. Management of conflicts must balance individual needs with collegial responsibility and the University’s task performance.

  Proactivity, open dialogue and mutual respect are crucial to prevent deadlocks and ensure well-being. Management, employee representatives and HR support the process, and everyone is expected to contribute to constructive solutions.

  Conflicts are handled with integrity and respect for both the individual and the work community. SDU works actively to create a culture, structures and tools that promote well-being, commitment and shared responsibility.

• Seniors

  SDU regards seniors as an important resource for expertise, knowledge sharing and the work environment. Through senior schemes and flexible solutions, we create the opportunity for a gradual transition to retirement or adjustment of tasks. This is done so that seniors can continue to contribute actively, share experience and expertise, while maintaining well-being and commitment.

  View information about SDU’s senior scheme
• Resignation

  Management is responsible for ensuring that all forms of resignation are handled professionally, properly and with care. This involves ensuring knowledge transfer and supporting the employee’s further career. Resignation should not only be seen as an end, but also as an opening to new opportunities – both for the individual employee and for the University.

  Career-driven resignations and fixed-term employment

  Resignation can be a natural step in a career, e.g. in the event of a career change, retirement or termination of fixed-term employment such as project employment. SDU supports the mobility and development of employees – that is, the opportunity to move between positions, academic environments and sectors – internally at the University, at other universities or in completely different parts of the labour market. SDU prioritises a good and professional offboarding process throughout all stages of an employee’s resignation. This includes administrative tasks, knowledge transfer and the personal farewell, and the purpose is to ensure a proper and positive conclusion to the employment relationship. The process is carried out with respect and mutual recognition, so that relationships are maintained, experiences are shared and employees can take new knowledge and skills with them. SDU is also open to former employees returning later to contribute new perspectives and experience to the University’s academic and collegial community.

  Unsolicited redundancies

  If the resignation is not self-chosen, the process is handled with respect, consideration and professionalism. The dismissal must be based on a factual basis and carefully planned to ensure a fair process. Management ensures that the employee receives support along the way, including the opportunity to be accompanied by a support person, and that knowledge transfer is carried out in a way that supports both the employee’s and the University’s needs. The goal is to help the employee move forward in the best possible way.