OK24: An overview

A collective agreement has been reached for state employees. The agreement comprises a comprehensive CFU agreement and a specific agreement for teachers at independent schools.

D 26. marts 2024

af Jesper Fjeldsted, Journalist

A comprehensive agreement on a new, two-year collective agreement was reached on Friday 8 March for teachers and reception class educators at independent schools.

Among other things, the agreement covers wage development for state employees over a two-year period beginning on 1 April 2024. In addition, the agreement text includes a number of agreements that apply across all professional organisations in the state, and an agreement that applies specifically for teachers at independent schools. The agreement on funding for independent schools was reached on 8 March 2024.

The central agreement was reached on 11 February between the Central Federation of State Employees’ Organisations (CFU) and the Danish Ministry of Taxation, which was represented in the negotiations by the Danish Employee and Competence Agency. The CFU Agreement is an important element of the comprehensive collective agreement result that applies for you and your colleagues at the independent schools.


The main points of the comprehensive agreement

The collective agreement period

The collective agreement covers a two-year period running from 1 April 2024 to 31 March 2026.


Framework and general/special wage increases

The total financial framework for the agreement period amounts to 8.80%. Of this 8.80%, 0.4% has been set aside for residual increases. The table below shows the distribution profile for the remaining 8.40%.



General pay increases (6.30%)

The indicated percentages are the increases agreed for all fixed wage components, with effect from the listed dates. Only in the event that, contrary to expectations, the adjustment scheme was to turn negative, the increase would be smaller.
A very large portion of the general pay increases – 5.89% including the expected adjustment scheme – will be implemented very early in the collective agreement period, i.e. on the very first day of the period, 1 April 2024. This means that you are ensured a significant pay increase from the very beginning of the collective agreement period.
A completely new element of this collective agreement is an extraordinary negotiation at the end of 2025. The purpose is to address any imbalances between the public sector and the private sector. If there is an imbalance, it will be equalized with the payment of wages in November 2025, which means that there might be an additional pay increase in November 2025. The aim is to ensure parallel wage development in the public and private sectors by the start of the collective agreement period that begins in 2026.

Adjustment scheme (expected 1.10%)

The adjustment scheme will continue. The adjustment scheme is an agreed scheme to ensure that overall wage development in the public and private sectors is parallel. It is agreed as an 80/80 scheme. This means that if wages in the public sector increase by 100 kroner more than wages increase in the public sector, the public sector wages will be increased by 80 kroner. If, however, wages in the public sector increase by 100 kroner more than wages in the private sector, the public sector wages will be reduced by 80 kroner.
Another significant change in the 2024 collective agreement is that, as of 1 April 2025, this adjustment scheme is based on Statistics Denmark’s new standard calculated wage index, which is assessed to be more accurate than the wage index used previously. The new calculation may have a positive impact on wage development in the public sector – and thus also for employees of independent schools.

Residual increase (estimated 0.4%)

The residual increase is an estimate of the wage development that is expected in addition to general pay increases. The primary share of the residual increase is the agreed local pay components, and local staff distribution may also impact the residual increase.

Increase in the special holiday supplement

The agreement includes an increase in the special holiday supplement from 1.5% to 2.02% as of 1 April 2024. It has also been agreed to phase out the payment of the special wage supplement of 0.45% resulting from the abolition of the Common Prayer Day holiday, as this supplement will instead be included as part of the special holiday supplement.

Organisational negotiations (0.95%)

In the general negotiations, 0.95% was allocated for negotiations specifically for the independent schools. These funds will be used for central pay increases as follows:

On 1 April 2025, a pensionable Collective Agreement 2024 supplement will be implemented for all teachers and reception class educators, amounting to approximately 3,700 kroner/year (index 01.10.23). The new supplement comprises 82% of the allocated organisation funds. The supplement will be combined with the “Collective Agreement 2018 supplement”, so that the supplement appears on payslips as a single supplement.

Effective 1 April 2025, the boarding school supplement will increase by approximately 2,550 kroner/year for efterskole teachers. The increase in the boarding school supplement amounts to 17% of the allocation organisation funds.

Effective 1 April 2025, the base pay for reception class educators will increase by approximately 1050 kroner/year (index 01.10.23). The supplement amounts to less than 1% of the allocated organisation funds.

A change to the organisation agreement’s provision on pay seniority will be implemented on 1 April 2025 so that half seniority is earned with a degree of employment under 15/37. Pay seniority under 15 hours is currently calculated proportionally to the degree of employment.

Other results in the central agreement

  • Accrual of time off

    Effective 1 May 2025, you will be able to save up accrued time off and use it at a later time when it is more suited to your needs – and potentially use it all at once to take time off for a longer period.

    It has been agreed that you can save up your time off in lieu, inconvenience compensation converted into days off, compensation for weekend work (employees at primary and lower secondary schools), and revoked days off (employees at efterskoler and boarding schools) for use at a later time. And as from May 2025, you can postpone using your five days of “special holiday” until a later time.

    You can have a maximum of 15 saved up days off.

    There are slightly different rules for taking days off:

    • Up to eight days per calendar year and up to two days in a row can be held according to your wishes, unless it is incompatible with your specific planned work tasks, e.g. if you wish to hold time off on the very day that your ninth-grade class is going to have a mathematics exam.
    • The remaining days off are to be held as agreed with the school’s administration.
    • If you are sick when a planned day off or time off begins, you are not required to begin using the time off.
  • Family-related absence/parental leave

    As from 1 April 2024, the right to paid leave for fathers/partner mothers increases by three weeks.

    Thus, the father/partner mother is ensured pay during the earmarked part of the parental leave, and also treated equally to mothers in the parental leave rules. An additional three weeks of paid leave has also been implemented in connection with adoption.

    Assuming that the right to public benefit under the parental leave law is expanded as expected, the parents of multiples (twins or more children born at same birth/adoption of children under the age of 1 at the time of reception) will have the right to an extra 13 weeks of paid leave.

    Solo parents (children who only have one parent/adopting parent at birth or reception) will have the right to an additional 10 weeks of paid leave, and a parent/adoptive parent where the other parent/adoptive parent dies will have the right to use the deceased parent’s/adoptive parent’s remaining right to paid leave.


  • Pension

    Effective 1 April 2024, you have the right to ask the school to make an extra contribution to your pension savings against a corresponding reduction in your pay.

    You must simply notify the school of how much of an additional contribution you want, and during which period the increased contribution is to be made.

  • Trade union representatives

    The agreement specifies that the union representative has the right to meet with new colleagues at the school during working hours.

    For example, the meeting can be planned in connection with an introduction day – but it can also be held in other ways. This gives your union representative the opportunity to welcome a new colleague and introduce them to the school and, for example, your club work.

    It is also now agreed that your union representative and the school’s administration must regularly and at least once annually discuss the need to adjust the union representative’s standard tasks.

    The purpose of this discussion is to ensure that your union representative has the necessary and sufficient time to perform their work as a union representative.

  • Miscellaneous
    • A very small part of the total funding is used for those with the very lowest pay and on employees who are particularly vulnerable in the performance of their work.
    • The state competency fund continues.
    • Continuation of the voluntary leadership training on the psychological working environment.
    • Focus on inclusion of employees with special needs.
    • Cooperation on implementation and use of artificial intelligence.
    • Establishment of a development fund that supports the Danish model in the public sector area.

Other results in the specific agreement

  • Internships

    The organisation agreement’s internship agreement will be renewed in 2024 so that elements of the agreement are brought into line with the new teacher education programme.

    In 2024, the parties to the agreement will also discuss the value of the special function supplement, which until now has been designated for handling of the solo internship.

    The solo internship was phased out in 2013, but it has not been possible to reach an agreement about the value of the supplement for a function that no longer exists.

  • Local calculation of pay

    The protocol specifies that the collective agreement requires both a central and a local calculation of pay.

    In addition, the parties to the agreement have agreed to take the initiative to discuss the local wage development at independent schools once the CFU agreement’s project on further developing the state’s new pay systems has been completed.

  • Working hours

    It is agreed that we, together with the Confederation of Teachers Unions and the Danish Employee and Competence Agency, will prepare joint materials on the school plan from A-21.