Greenland (GL)
Greenland is the world's largest island and an autonomous territory within the Kingdom of Denmark, known for its vast ice sheet, dramatic fjords, and indigenous Greenlandic (Kalaallit) culture.
Employment Rights
Sick leave, dismissal protection and red flags in Greenland.
Greenland employment rights are governed by Greenlandic legislation and self-rule ordinances adopted by Inatsisartut (Greenland Parliament), supplemented by collective agreements negotiated with the main union confederation SIK (Sulinngissarsiisartunut Inuiaqatigiissitsisoqarneq). Public-sector and unionised workplaces operate under detailed framework agreements; private-sector workers often rely more heavily on individual contracts. Greenland has its own legal identity separate from Denmark, and Danish labour statutes do not automatically apply. Key bodies are Naalakkersuisut (Greenland Government), the municipalities for social benefits, and the labour courts for dispute resolution.
Sick leave
Rules: Employees are entitled to sick leave on working days. Employer wage continuation applies for up to 30 days of illness. After 30 days the municipal social-benefits system provides sickness benefits for up to 26 weeks (approximately 6 months) within a 12-month window. The exact level depends on the employee's prior income and contribution history. Sector collective agreements often provide extended employer pay beyond the 30-day statutory minimum.
Doctor note: From Day 1 — an employer may request a medical certificate from Day 1 of absence, and most workplaces exercise this right. The exact day must be specified in the employment contract or collective agreement; in the absence of such a clause the employer can still request certification promptly.
Employer pay: Full wages for up to 30 days of sick leave; the employer pays directly. After 30 days the municipal sickness benefit (sygedagpenge equivalent) takes over for up to approximately 26 weeks, subject to eligibility.
Long-term: Municipal sickness benefits administered by the local municipality, available for up to approximately 26 weeks within a 12-month period. The benefit level is based on prior earnings. Employees with long-term or serious illness should apply to their municipality promptly at the 30-day mark.
Dismissal protection
Law: Dismissal must be justified on grounds of employee conduct, performance, or genuine operational requirements. Arbitrary or unfair dismissal can be challenged. Employees with 12 or more years of continuous service are entitled to compensation on dismissal regardless of the fairness of the reason. Greenland adopted its first equality and anti-discrimination law (Inatsisartut Act No. 36 of 4 June 2024), which also covers discriminatory dismissal.
Deadline to sue: Dismissal complaints should be raised with the employer or union representative promptly — within weeks of the dismissal notice. Formal legal claims must be filed with the Greenlandic court system within a reasonable time as set by the relevant agreement or court procedural rules; in practice contact a union or lawyer within 4–8 weeks to preserve all options. There is no single published statutory limitation period equivalent to the Danish 3-month rule, but delay severely weakens claims.
Probation
Employment contracts commonly include a probation period of 3 to 6 months, during which either party may terminate on shorter notice (typically 14 days). After the probation period notice scales by seniority: 1 month for employees with up to 6 months' service; 3 months for 6 months to 3 years; 6 months for more than 3 years. Expat contracts often include housing repayment and relocation cost-recovery clauses that are triggered during or after probation — these must be read carefully before signing.
Notice periods
Statutory minimum notice from employer: 1 month (service up to 6 months); 3 months (6 months–3 years); 6 months (more than 3 years). During probation, typically 14 days. Payment in lieu of notice is permissible. Employees resigning typically give 1 month notice. Collective agreements and individual contracts may specify longer periods.
Working time
Max hours: Standard full-time working hours are 40 hours per week (8 hours per day, Monday–Friday). Many public-sector and collective-agreement roles work 37.5 hours per week. Remote site, fishing, and offshore roles may have atypical shift patterns governed by specific agreements.
Min rest: Workers are entitled to a minimum daily rest period of 11 consecutive hours. Weekly rest of at least 24 consecutive hours (usually Sunday) is required. Shift workers and remote-site workers should have rest requirements defined in their contracts or collective agreements.
Overtime: Overtime compensation depends on the collective agreement or contract; common arrangements are time-off-in-lieu (TOIL) or a premium pay rate (typically 50%–100% of the hourly rate depending on the agreement). Professional roles and managerial staff may have all-inclusive salary packages with no separate overtime rate — this must be clearly stated in the contract.
Vacation
25 days of paid annual leave per year (5 weeks), accrued at approximately 2.08 days per month of service. Vacation is earned during the calendar year (1 January–31 December) and typically taken in the following vacation year (1 September–31 August). Holiday pay is calculated on the basis of earning-year salary. Collective agreements and senior contracts may provide additional leave. Greenland observes a significant number of public holidays; check the official government calendar annually.
Anti-discrimination
Greenland enacted its first dedicated equality and anti-discrimination law with Inatsisartut Act No. 36 of 4 June 2024. This law prohibits discrimination in employment on grounds including race, ethnicity, religion, disability, sex, sexual orientation, age, and social origin. Prior to this Act, no general anti-discrimination legislation applied in Greenland. Complaints may be addressed through the employer HR process, the relevant union, or through the Greenlandic court system. There is no dedicated equality body equivalent to a national equality commission at this time.
Contract red flags
- !No written housing terms — many Greenland expat roles include employer-provided accommodation; if it is not written in the contract you have no enforceable right to it.
- !No work-permit sponsorship clause — confirm in writing which party is responsible for obtaining and maintaining immigration permission (particularly relevant for non-EU/non-Nordic nationals).
- !Vague relocation-cost repayment trigger — employer-funded relocation is common; contracts must specify exactly when repayment is triggered (e.g., resignation within 12 months) and what the cap is.
- !Unclear overtime and on-call rules — remote sites, offshore work, and fishing-sector roles can involve extended hours; agree compensation type (TOIL or rate) in writing.
- !No medical evacuation or emergency repatriation cover — Greenland's healthcare infrastructure is limited outside Nuuk; employer or private insurance must cover medical evacuation.
- !Salary quoted without tax explanation — Greenland has its own income-tax regime (municipal plus national components); confirm whether the quoted figure is gross or net and who handles tax filing.
Employment Rights
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