Short-term care leave
If the employee needs to take care of a sick person in his or her immediate surroundings, the employee is entitled to short-term care leave if the employee is the only person that can take care of the sick person.
The maximum number of hours of short-term care leave is twice the number of working hours per week within a twelve-month period.
During short-term care leave, the employer must continue to pay at least 70% of the last-earned salary (and at least 100% of the statutory minimum wage1). The accrual of holidays during short-term care leave continues.
Long-term care leave
If the employee needs to take care of his or her child, partner or another relative with a life-threatening illness, the employee is entitled to long-term care leave. The employee is also entitled to take leave if someone in his or her immediate surroundings is seriously ill or needs help for a longer period of time if the employee is the only person that can take care of the patient.
The maximum number of hours of the leave is six times the number of working hours per week within a twelve-month period.
The employer may refuse an employee’s request to take leave if serious business interests so require. Once the leave has started, the employer cannot prematurely terminate the short-term care leave.
During long-term care leave, the employer does not have to continue salary payment and the employee does not accrue holidays.
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