Contracts (new hire agreements, severance, etc.)
5 years from end of employment contract (if there is litigation, hold until litigation ends)
Best practice based on Bekendtgørelse af lov om forældelse af fordringer (Limitations Act, 2013 and amendments, § 4)
Time records (work hours, rest periods, vacation/sick/holiday, etc.)
5 years from date the time was worked and/or time record was created (if there is litigation, hold until litigation ends)
Best practice based on Bekendtgørelse af lov om forældelse af fordringer (Limitations Act, 2013 and amendments, § 4)
Performance records (performance reviews, promotions/demotions, licenses/certifications, investigations, disciplinary actions, etc.)
As long as necessary and up to 5 years from end of employment (if there is litigation, hold until litigation ends)
Best practice based on Bekendtgørelse af lov om forældelse af fordringer (Limitations Act, 2013 and amendments, § 4)
Government verification records (work papers, immigration, eligibility to work, etc.)
No longer than necessary for the purpose it was created
The General Data Protection Regulation, Art. 5(1)(e)
Recruitment (interview notes, resumes/CVs, reference checks, etc.)
If application is rejected, 6 months. If employed, see "Data and personnel files." If employer wishes to retain records for future opportunities, consent must be obtained from applicant for specific retention period (generally between 6 months and 2 years).
Completed recruitment process
The General Data Protection Regulation, Art. 5(1)(e)
Tracking/recordings (biometric, geo-location, online tracking, camera recordings, etc.)
No longer than necessary for the purpose
The General Data Protection Regulation, Art. 5(1)(e)
Benefits (plan documents, enrollment records)
Maximum 5 years from expiry of the benefit plan
Best practice based on Bekendtgørelse af lov om forældelse af fordringer (Limitations Act, 2013 and amendments, § 4)
Pension and retirement records
Minimum 10 years from last date benefit was paid or, if no payment has taken place, 10 years from first date benefit could be claimed
Best practice based on Bekendtgørelse af lov om forældelse af fordringer (Limitations Act, 2013 and amendments, § 8)
Payroll and wage data (payslips, etc.)
Minimum 5 years from end of financial year to which records relate
Danish Bookkeeping Act, Ch. 5, Sec. 10
Leave (family, medical, etc.)
No longer than necessary for the purpose it was created
The General Data Protection Regulation, Art. 5(1)(e)
