27,851 privately employed members responded to the survey - 34% of those invited to participate. The responses are based on the members' salary and terms data from the month of September 2024. The survey was conducted from 26 September to 23 October 2024.

The companies represented in the calculation are the ones with a minimum of 5 responding IDA members. It only features responses from non-executive members, meaning project managers, senior consultants, specialists, engineers and academic employees as well as other non-managers.

We have deliberated how to process the data and how to present them on company level. According to our assessment, there is some divergence in how accurately members report the different types of terms. It would appear that the terms can be divided into three general types:

The terms that typically have been agreed upon individually, such as clauses, bonuses and fixed monthly salaries. These condition-related questions are relatively easy to answer correctly, as members are very aware of their individual conditions, leaving limited room for interpretation and estimates.
The terms negotiated in the workplace, but likely to be similar for larger groups of employees, e.g. number of work-free days/holidays and number of paid days you are entitled to take off when your child is ill. These terms are typically less present to members’ minds, and the actual rights may be difficult to remember. For instance, whether it “costs” a day to take Constitution Day off, or it is employer-paid.
The terms that are highly individual and to a larger extent than the others allow for estimates and individual interpretation; for instance, how many days you can work from home, and whether you have participated in skill development and the scope thereof. In this case, it will be up to the individual member to assess what is considered skill development as well as its scope. IDA has (cp. below) tried to specify what should be considered skill development, but there is still room for interpretation regarding what activities ought to be included if skill development comprises e.g. peer training and independent studies.

The above assessment of member responses is partly based on a review of selected companies whose concrete terms IDA is thoroughly familiar with, partly on interviews with a few members.

IDA is unable to validate member responses to a lot of the terms-related questions in the same way that IDA continuously validates members’ salary information by comparing the salary information in IDA’s statistics to that in e.g. DI’s and Statistics Denmark’s salary statistics.

Whereas IDA with a high degree of certainty can claim that our salary information is valid, it is more difficult to accurately assess the validity of the specified terms. Furthermore, it is hard for IDA to assess to what extent the terms described apply to all IDA members at the company in question.

Thus, we exclusively present data from non-executive members so as to describe the terms of a relatively homogenous group as fairly as possible. Please read these private-sector terms with all of this in mind.

IDA welcomes response to and feedback on the terms database so we may continue our work on it.

General instructions

At least 5 respondents must answer the relevant question before we publish the number.

1. Clause

The question is: “Are you covered by any of these types of clauses?”

Non-compete clause
Non-solicitation clause
Other limitations (e.g. training clause)

Share having responded “yes” to at least one of these.

2. Share with bonus
The question is: “Within the past year (from October 2023 to September 2024), have you received a bonus, a once-only premium, performance-based pay or commission that was not paid out along with the monthly salary but only if e.g. certain agreed upon goals were reached, or you made an exceptional effort?”

Share having specified an amount, at least 5 responses in total.

3. Average bonus

Average specified if at least 5 IDA members at the company have specified a bonus amount.

4. Share with a fixed monthly salary
The question is: “Are you employed with a fixed salary (“jobløn”), i.e. not eligible for time off in lieu or payment for overtime?”

5. Average number of work-free days and holidays
Calculation (total number of days) based on the following two questions: How many employer-paid work-free days do you have in addition to the fixed five weeks stipulated in the Holiday Act ("Ferieloven")?
“Are the following days employer-paid days off for you?”

December 24
December 31
Friday after Ascension Day
Constitution Day
May Day

6. Number of days off when your child is ill
The question is: “Are you entitled to take employer-paid time off when your child is ill?”
We recode the responses to the question in the following way:

Yes, I am entitled to take 1 day off when my child is ill = 1 day
Yes, I am entitled to take 2 days off when my child is ill = 2 days
Yes, I am entitled to take more than 2 days off when my child is ill = 2 days
No, I am not entitled to take employer-paid time off when my child is ill = 0 days
Don’t know – not included in the calculation
No answer – not included in the calculation

7. Actual weekly working hours (including lunch, only full-time employees)
The question addresses members with agreed upon working hours who have also been asked whether their agreed upon working hours include or exclude paid meal breaks.

“What are your actual working hours? How many hours a week do you work on average (including your meal breaks)?"

For members without agreed upon working hours the question is:

“What are your actual working hours? How many hours a week do you work on average (excluding your meal breaks)?"

On top of that are 2.5 hours that are assumed to be the weekly standard time going towards meal breaks.

Only members with an agreed upon working time of at least 35 hours per week are included.

8. Weekly number of days you can work from home
The question is: “During an average week, to what extent do you have the opportunity to work from home?”

9. Share having participated in skill development
By skill development we mean activities such as training, lectures and exercises, etc., like you may know it from your education, but also courses, lectures, conferences, etc., as well as peer training and other on-the-job learning, E-learning and independent studies. This may take place during or outside working hours.

The question is: “During the past year, have you participated in any of the kinds of skill development below?”

On-the-job training or peer training
E-learning/Massive Open Online Course (e.g. Coursera and Udacity)
In-house courses (courses offered by the organisation you work for)
Supplier courses (courses offered by suppliers of machines, hardware, software, etc.)
Privately offered training
Publicly offered training (e.g. by a university or other educational institution)
Independent studies of literature, video (e.g. TED Talks, etc.)
Other type

“Yes” to at least one of the above is considered participation in skill development. The share having participated is based on the share that responded to the question, i.e. “missing” is deleted.

10. Participants’ average annual days spent on skill development
Scope: Average for those having participated and specified a number of days. The responses regarding the scope of participation are “cleaned“ so that the maximum registrable number of days is 50. Participants who failed to specify a number of days are not included.

Data is only included from companies where at least 5 members have partaken in competency development.

11. Maternity/paternity leave
The information is based on responses from members who either have been on maternity/paternity leave or who plan to. At least 5 must have been on/be planning to go on maternity/paternity leave for it to be reported.

If more than 50 pct. of the respondents from the company specify that there are either

“The same terms as stipulated in the Act on Salaried Employees
(”Funktionærloven”)”
“Other terms” or
“Don’t know”

it will be reported to the company.

12. Waiting period in case of better terms than stipulated in “Funktionærloven”
The information is based on responses from those members at the company who have specified that other terms than the ones in “Funktionærloven” apply.

At least 5 members must have given this response for the data to be reported.

If more than 50 pct. of the respondents from the company specify that

“Yes, a waiting period applies”
“No, no waiting period applies” or
“Don’t know”

it will be reported to the company. If not, it is reported that there is unclarity with regards to the rules in place.

Private-sector terms – preamble

The data on employment terms described on this page is based on member responses from the annual IDA survey conducted in connection with the salary statistics.

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