Social Chapter

A flex job is a scheme for individuals below retirement age with permanently reduced work capacity due to physical, psychological, or social conditions, and who are not receiving disability pension.

Establishing a Flex Job

A flex job may be established when a job centre or another actor contacts a DTU unit to assess whether a person can be offered employment under the flex job scheme. DTU may also initiate the process itself, either via the job centre or through regular recruitment, with or without a job posting. Additionally, individuals may contact a DTU unit directly to express interest in a flex job.

If a unit wishes to offer a flex job, a case must be created via the Service Portal. An HR consultant will process the case, and the job centre in the applicant’s municipality of residence will handle the application via the VITAS system.

When establishing a flex job, the job centre must inform DTU of the applicant’s work capacity and any special accommodations required, including the number of hours the person is able to work.

Extension of a Flex Job

Flex jobs are not subject to the Act on Fixed-Term Employment. Therefore, a temporary flex job may – with approval from the job centre – be extended or made permanent.

Salary and Terms of Employment

Salary and employment terms are determined according to the applicable collective agreement and reflect the number of hours the employee is able to work. The assessment of work capacity, conducted in collaboration with the job centre, forms the basis for determining working hours and salary.

The union representative or relevant trade union must be informed of the employment.

The flex job scheme ends at retirement age, when the wage subsidy ceases. Employment is generally permanent and must be terminated with the notice period specified in the collective agreement if it is not to continue under regular terms. This is considered a valid reason for termination. Alternatively, the employment may be made temporary at the time of agreement.

Transition to Flex Job for Existing Employees

If an employee wishes to transition to a flex job, they must contact their immediate manager, either directly or via their union representative.

If the unit agrees to the request, a case is created in the Service Portal, after which HR handles the process, including contact with the municipality and the union representative.

Flex Job Employment After 1 January 2013

The job centre in the employee’s municipality of residence assesses whether the individual qualifies for a flex job. The following conditions must be met:

• The person must not be receiving disability pension.
• The person is unable to obtain or maintain employment under regular conditions.
• All possibilities for regular employment must have been explored.

The assessment is based on the individual’s employment history, social circumstances, and health-related resources and challenges.

Transitional Rules – Flex Jobs Before 1 January 2013

Individuals employed in a flex job before 1 January 2013 continue under the existing terms. The municipality continues to provide reimbursement based on the degree of reduced work capacity – either ½ or ⅔ of the minimum collectively agreed salary for newly hired employees without professional qualifications. The state reimburses half of the salary cost not covered by the municipal subsidy.

If only the need for accommodations or working hours changes, this is not considered a new flex job, provided the person remains in the same position. If the flex job itself changes, a new case must be created in the Service Portal.

A wage subsidy job is a temporary position that allows unemployed individuals to upgrade their skills and strengthen their professional competencies with the aim of obtaining regular employment.

To be eligible for a wage subsidy job, the individual must have been unemployed for more than six months.

When hiring under a wage subsidy scheme, the position must represent a net increase in staff. This means the individual must not replace a former employee who has been dismissed.

Establishing a Wage Subsidy Job

A wage subsidy job may be established in the following ways:

• The job centre or another actor contacts a DTU unit with a proposal for a suitable candidate.
• DTU contacts a job centre to request a candidate.
• An individual contacts a DTU unit directly to express interest in a wage subsidy job.

If a unit wishes to offer a wage subsidy job, a case must be created in the Service Portal and processed by an HR consultant. The application is handled via the VITAS system, and the job centre in the applicant’s municipality of residence approves or rejects the application.

Important:

A person cannot be employed in a wage subsidy job at DTU if they have previously been employed at DTU.

The wage subsidy job must not commence until the job centre has approved the employment. This ensures that the wage subsidy is granted.

Duration

Employment under the wage subsidy scheme may last up to four months, with the possibility of extension.

Salary and Terms of Employment

Salary is calculated according to the rules for public wage subsidy jobs. The current calculation model can be found on the STAR website.

Pension contributions are calculated based on the collectively agreed salary, including all supplements, such as structural supplements.

Calculation of DTU’s Actual Cost

DTU covers the following costs:

• Hourly wage (according to STAR’s calculation)
• Holiday allowance and special holidays (12.5% + 2.5%)
• Pension (15–18%, calculated based on the collectively agreed hourly wage)
• ATP contribution

Total cost:

Hourly wage 

+ Holiday allowance and special holidays 

+ Pension 

+ ATP 

———————————————

= Total cost 

- Subsidy 

———————————————

= Actual cost for DTU

An internship is a scheme in which a person receiving unemployment or social security benefits is given the opportunity to explore his/her career goals and professional, social, or language skills in order to secure a job on ordinary terms.

The job center or another external partner contacts a DTU department with an enquiry as to whether DTU can offer a person a job on special terms. DTU can also contact with a job center and offer a job on special terms, or a person can contact a DTU department directly.

Establishing an internship

If a department or institute wishes to offer a person an internship, a request must be created via the DTU Service Portal. Afterwards, an employee from Corporate HR will handle the case processing, including submitting the application via VITAS. The job center in the municipality in which the candidate lives, approves or rejects the internship.

A person cannot apply for an internship at DTU, if this person most recently has been ordinarily employed, employed in a wage subsidy job at DTU, or do not have a valid work and residence permit.

An internship cannot start before the job center has returned the form and approved the internship.

Period of internship

The internship may last up to:

• Four weeks for unemployed on unemployment benefits, cash benefits, or start-up help
• 13 weeks for unemployed on cash benefits or start-up help if the person does not have professional work experience, has experienced long-term unemployment, or otherwise has difficulty obtaining employment.
• Working hours up to 37 hours per week.

Salary and terms of employment

The person is not employed by DTU during the internship and will therefore neither receive a letter of employment nor salary from DTU. During the internship, the person will receive benefits from its unemployment fund or municipality.