What is the 120-day rule and how do you use it?

The 120-day rule means that, as an employer, you can terminate an employee’s contract with a notice period of one month if they have been absent due to illness for a total of 120 days over the span of 12 months. Navigating the rules on dismissals due to high sickness absence can be a jungle – especially because sickness, as a rule, is a legal cause of absence.

The 120-day rule must be used with caution, and there are conditions for when the rule can be used for terminations. In this webinar, you as an employer can learn more about your rights and options:

  • The 5 conditions for meeting the 120-day rule
  • How do you count the 120 days of sickness absence? And what happens if you get the count wrong?
  • When should you terminate the contract?
  • What if I cannot invoke the 120-day rule?


Lisbeth Lindorff Riis

Head of HR Legal
Lisbeth Lindorff Riis holds a Master of Laws from the Aarhus School of Business and later a Master of Laws from the University of Copenhagen. Lisbeth has many years of experience in legal advice within HR, including personal data law issues.