My HK
Log in
Log in with MitID
You can always log in with MitID. If you wish to create or change your personal password to HK, you must first log in using MitID.
Log in with HK-password
To be able to use a personal password for HK, you must first create one by logging in with MitID. You can then use the password every time you log in.
Need help to login
MitID does not work. What can I do?
You need to contact customer support at MitID. HK is not able to help you in this situation.
Contact MitID support
Problems with login
My HK password is not working (has been locked)
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.
I forgot my HK password
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.
Saturday Closed
Sunday Closed
Monday 8.00-17.00
Tuesday 8.00-17.00
Wednesday 8.00-17.00
Thursday 8.00-17.00
Your holiday if you have been dismissed and released from your duty to work
If you are dismissed and released from your duty to work, you can expect that your holiday must be held in that period. This is considered as a matter of course, and your employer does not have to notify you specifically.
All previous agreements between you and your employer about the agreed apon time of taking your holiday cease to exist in connection with a dismissal. In order for your employer to consider your holiday taken, both the holiday notice period and the holiday must fit into in the dismissal notice period. If that is not possible, your holiday pay must be paid or transferred to FerieKonto (holiday account).
If you still want to take a holiday that you have agreed with your employer before the dismissal, that is of course something that you and your employer may decide jointly if you both agree.
It means:
If you have been dismissed and are planning to take holiday after your notice period, your employer must pay out your holiday pay on the following conditions:
The holiday must start no later than on the 15th day of the second month after the resignation. If, for example, you resign on October 31, your holiday must start no later than December 15.
It must not "be a significant inconvenience" to your employer. That means that you must provide notification well in advance so that your employer can arrange for the payment to be paid with your last salary without too much inconvenience.
If you still want to take a holiday that you have agreed with your employer before the dismissal, that is of course something that you and your employer may decide jointly if you both agree.
It means:
- If you are planning to take your main three-week holiday in the period from of May 1 to September 30 in your notice period, you must be informed no later than three months before. It requires both that your notice period exceeds three months, and that the holiday can then be taken within the period May 1 to September 30 - and before the notice period expires.
- If you are planning to take remaining holiday, you must be informed no later than one month in advance. This requires that your notice period exceeds one month, and that the holiday can then be taken before the notice period expires.
Holiday pay if you are taking holiday after the notice period
If you have been dismissed and are planning to take holiday after your notice period, your employer must pay out your holiday pay on the following conditions:The holiday must start no later than on the 15th day of the second month after the resignation. If, for example, you resign on October 31, your holiday must start no later than December 15.
It must not "be a significant inconvenience" to your employer. That means that you must provide notification well in advance so that your employer can arrange for the payment to be paid with your last salary without too much inconvenience.