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Only you can create a HK password. If your access is locked, you must log in with MitID and then create your HK password yourself under 'New password' on My HK.
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Please log in using MitID, after which you can create a new HK password under 'New password' on My HK.
This is the first time I log on to Mit HK
In that case you don not have a HK password yet. You must first log in using MitID, and then you can create your own HK password.
Do I always have to log in with MitID?
No, only the first time you log in to Mit HK. You can then create your own HK password.
Can I just use my MitID?
Yes you can.
I'm having technical problems logging in
If you are experiencing technical problems logging in, you can call: 4437 1563 during opening hours, which are 6.00 to 24.00
Dansk
Ønsker du at se informationen på dansk? Besøg vores danske side.
Tuesday 8.00-17.00
Wednesday 8.00-17.00
Thursday 8.00-17.00
Friday 8.00-16.00
Saturday Closed
Sunday Closed
The danish model and collective agreements
The Danish model is the term for how we have organised the labour market in Denmark. The model is based on collective agreements between employers and employees.
In Denmark there is no act governing how much you should be paid as a minimum. Contrary to e.g. Germany where the German government has adopted a minimum wage of 8.50 EUR per hour (1 January 2015).
There is broad agreement that agreements on pay and working conditions are best dealt with between the employers on the one hand and the employees on the other; they have the insight into and most knowledge of how the labour market works. And that is at the core of the Danish model.
If you wish to find out what the minimum wage is within an area, there must be a collective agreement covering the area.
Other examples of employee rights that are safeguarded via collective agreements are pension schemes, pay on child's first day of sickness, overtime pay and special vacations.
However, politicians do not leave everything that has to do with labour market conditions to the collective agreements. For instance, the working environment is highly regulated by legislation.
Basically, it is fair to say that the collective agreements build on legislation.
There is broad agreement that agreements on pay and working conditions are best dealt with between the employers on the one hand and the employees on the other; they have the insight into and most knowledge of how the labour market works. And that is at the core of the Danish model.
If you wish to find out what the minimum wage is within an area, there must be a collective agreement covering the area.
Other examples of employee rights that are safeguarded via collective agreements are pension schemes, pay on child's first day of sickness, overtime pay and special vacations.
However, politicians do not leave everything that has to do with labour market conditions to the collective agreements. For instance, the working environment is highly regulated by legislation.
Basically, it is fair to say that the collective agreements build on legislation.
Vacations: Legislation and collective agreement
Another example is the Danish Vacation Act which provides the right to 5 weeks' vacation– in addition, the collective agreement entitles you to an extra week. The collective agreement may of course also include conditions not mentioned in any act.
In Denmark, all employees in the public labour market are covered by collective agreements. In the private labour market, not all employees have a collective agreement. In these cases, the employees are only covered by legislation plus individual terms.
Contact HK if you want to know more about collective agreements.
In Denmark, all employees in the public labour market are covered by collective agreements. In the private labour market, not all employees have a collective agreement. In these cases, the employees are only covered by legislation plus individual terms.
Contact HK if you want to know more about collective agreements.
Parental leave: Legislation and collective agreement
Legislation provides for maternity/paternity benefits for up to 52 weeks - but the collective agreement provides the right for salary for up to 40 out of these 52 weeks.