State-sector development goals must lead to concrete activities

Danish state-sector employers and employees must turn the development goals agreed at annual staff development interviews into concrete development activities under the renewed Aftale om kompetenceudvikling.Retsinformation The accompanying agreement on Den Statslige Kompetencefond allocates DKK 190.3 million across the collective-agreement period, divided equally over that period unless the parties agree otherwise. Both agreements take effect from 1 April 2026.Retsinformation

The development framework covers employees under collective agreements concluded by, or under authority from, Finansministeriet with the signatory central organisations or their affiliated organisations. It also covers civil servants and employees on equivalent terms. At annual interviews, concrete strategic development goals must be formulated in writing and by agreement, and followed up. Management must provide the framework and conditions for development; the employee works towards the agreed goals. Management and employees are mutually obliged to carry out the development activities and meet the development goals. They must also follow up completed individual development activities.

The 2026 circular expressly identifies converting goals into activities as an agreed change and moves the description of the cooperation committee’s role to section 3. That committee must set the institution’s competence strategy and interview and follow-up guidelines, discuss development needs across employee groups, and evaluate the overall effort annually. A competence-development or further-training subcommittee must be established if either local party requests one. The parties also recommend an interview immediately after an employee returns from prolonged absence, such as parental leave.

Training and other development activities normally take place during working hours, and the employer bears the costs of participation in the education covered by the agreement. Fund support supplements the resources the workplace already devotes to development. It can support activities agreed as part of an employee’s individual development plan, with applications covering education and course fees excluding VAT, materials, transport and accommodation.

Both the employee and the immediate manager must approve a fund application.Retsinformation An award also requires employer co-financing through working time or moneyRetsinformation, and the support must be additional to the workplace’s other development resources. The fund can additionally support special initiatives decided by the parties. It is divided into four areas corresponding to Offentligt Ansattes Organisationer, Lærernes Centralorganisation, Centralorganisationen af 2010 and Akademikerne, with resources allocated proportionately by payroll and awards made to employees in the respective bargaining areas.

The competency-development circular and agreement replace their predecessors of 11 December 2019 with effect from 1 April 2026.Retsinformation The fund circular and agreement replace their predecessors of 11 February 2025 with effect from 1 April 2026.Retsinformation Both agreements may be terminated in writing on three months’ notice to 31 March, no earlier than 31 March 2029.

The legal basis is Aftale om kompetenceudvikling, sections 2, 3, 6, 7 and 9, and Aftale om Den Statslige Kompetencefond, sections 2–6.