When giving notice of upcoming redundancies, Danish employers are required to inform and enter into negotiations with employees 'as early as possible' and before the final notice of redundancies. If a company with a minimum of 100 employees plans to make more than 50% of them redundant, a minimum of 21 days must pass before the final decision is made. Danish employers are required to give a minimum of 30 days' notice of impending redundancy to employees. When the planned redundancies make up at least 50% of the employees in a workplace with a minimum of 100 employees, the notice period is 8 weeks. For employees covered by the Danish Salaried Employees Act (the Act on the Legal Relationship between Employers and Salaried Employees), the notice to be given by the employer increases depending on the employee’s length of service and is subject to a maximum notice period of six months (for a tenure of more than nine years). The act on collective redundancies does not cover individual dismissals, whereas all dismissals in the context of the notice periods of the salaried employees act are individual.