We prioritize the well-being and happiness of our employees, understanding that a healthy balance between work and spare time activities are essential for the overall engagement.
We believe that taking regular holidays is crucial for maintaining mental and physical health, preventing burnout, and fostering a positive work environment.
Whether it is a long weekend to unwind or a two-week adventure abroad, we encourage all employees to take as much vacation time as they need or desire.
In line with this philosophy, we provide statutory leave in accordance with Danish regulations, ensuring that employees have the opportunity to rest, recharge, and pursue personal interests outside of work.
The accrual of holidays in accordance with the new holiday act runs from 1. September to 31. August the following year.
All employees are entitled to take 25 days of holiday during this period, equivalent to five weeks. Holiday allowance is earned in the same period and can be paid monthly via borger.dk.
The payment to the Holiday Fund amounts to 12.5% of the holiday-eligible salary. It will be highlighted on your pay slip under “Optjente nettoferiepenge aktuelt ferieår”.
Requests for holiday must be submitted in writing to your manager a minimum of 2 months in advance, following the shiftplan period.
Your manager is allowed to reject your request for holiday, based on thestores operational needs for example in periods where several colleaguesrequest vacation in the same period or in peak business periods.
Based on operational needs you can not take more than three weeks off holiday consecutively. However, you can agree a period of extended, unpaid leave with your manager in exceptional circumstances.
If you are curious, you can read more about our Moneyball program and your opportunities HERE.
JOE & THE JUICE understands that unexpected situations such as emergencies, illnesses, or urgent personal matters may occur, making it necessary for employees to be absent or late.
In case of absence or being late, the employee is required to notify their direct manager by phone with as much advance notice possible, but at least one hour before the start of the shift, to enable the company to cover necessary work in the employee absence. If the employee is unable to notify the manager by phone because of a sickness, emergency, or other reason, another person must notify the manager on the employee’s behalf.
Once you've notified your manager, your manager needs to register your sickness on WP2. After you have called in sick to your manager, a doctor’s note must be provided to the Danish office as soon as possible. At the office will you sign a solemn declaration. The cost of the doctor’s note will be paid out with you monthly salary. It will be highlighted on your pay slip as “udlæg”. Juicers are only entitled to sick pay if they have been employed for more than 8 weeks and have worked a minimum of 74 hours during that period.
Child sickness registration:
If you have your child’s first day of sickness you should still call your manager, who willregister it on WP2. Your shift on the current day will be paid with 100% salary.
Medical and dental appointments should, to the extent possible, be scheduled outside of working hours. In cases where this is not possible, you are permitted to use the Shift Marketplace to swap your shift. If you require additional guidance or assistance with swapping your shift, please contact your manager, who will help you find a suitable solution.
As part of our commitment to securing our employees during significant periods of their lives, you can find important information below to be aware of when thinking about starting a family or welcoming a new member to the family.
An employee's right to leave in connection with pregnancy, maternity/paternity, and parental leave follows the Danish Maternity Act and the Company’s maternity policy. The employee is entitled to salary during pregnancy, maternity/paternity, and parental leave in accordance with the Danish “Overenskomst”.
After 9 months of service with the company, employees are entitled to leave with full pay under the following conditions:
For children born or received on July 1, 2023, or later, the following applies:
Payment for the remaining 5 weeks is provided to either parent. Parents may take leave simultaneously with payment.
It is assumed that the company will receive reimbursement, and the applicable rules for payment from the maternity fund are referenced. The employer's pension contribution is increased by 7% during the 10 weeks of maternity leave.
To check your eligibility and see what you can expect in terms of your employee benefits, get in touch with your Local People team at peopledk@joejuice.com, who will be able to advise you.
