The employer has to pay the first and second day of unemployment if an employee becomes unemployed because of dismissal, disbanding, or completion of task. The remuneration for the first and second day of unemployment must be paid with the last pay.

The first and second day of unemployment for a full-time employee is defined as the first two normal working days after the employee's resignation. If the employee were not full-time employed on the day of resignation (for example, a part-time employee and so on), the day of resignation is the first day of unemployment.

The employee must fulfill the following conditions before the employer has to pay the first and second day of unemployment:

• The employee has to be a member of an unemployment fund and employed for the past four weeks on normal working hours according to the collective agreements equivalent to a total of two weeks (74 hours).
• If the employee were a trainee and a member of an unemployment fund, the employer only has to pay for the first and second day of unemployment. If the trainee were not a member of an unemployment fund on the day of resignation, the employer does not have to pay for the first two days of unemployment.

Other conditions for which the employer does not have to pay for the first two days of unemployment:

• If the employee finds full employment on the first or second day of unemployment.
• If the employer offers the employee continuous employment before the work period finishes, and the employee refuses. The offered employment must have at least as many or more working hours as the former employment.
• If the employee is on vacation immediately after ending the work period, or is receiving sickness benefit ("sygedagpenge").
• If the dismissal were mainly caused by the employee.
• If the ending of the work were caused by strike or lockout.
• If the employer cannot pay because of bankruptcy or suspension of payments.
• If the dismissal were caused by a case of force majeure, for instance natural disaster, fire, war and so on.
• If the employee, in case of disbanding, is getting working hours according to collective agreements at the same employer during the calendar week. This does not apply in cases of dismissal.
• If the dismissed employee were a temporary, who was replacing an employee who was on leave, referring to the Leave Act ("Lov om orlov"), and if the temporary job has lasted for at least three months.
• If the employer has paid the maximum number, 16 of remunerations to the same employee within the calendar year.