Hvad er G-dage?
What are G-days?
G-dage er de første ledighedsdage, din arbejdsgiver skal betale dagpenge til dig, hvis du bliver afskediget fra dit job eller stopper i et vikariat. For at få G-dage skal du have været ansat i 74 timer inden for de sidste fire uger, før du blev ledig. Opfylder du beskæftigelseskravet på 74 arbejdstimer inden for 4 uger, har du krav på 2 G-dage. Glemmer arbejdsgiveren G-dagene Ofte er arbejdsgiverne ikke opmærksomme på, at de skal betale G-dage. Vi opfordrer dig derfor til at kontakte FTFa, hvis du er i tvivl, om du har ret til G-dage. Vi kan også hjælpe dig med at få betaling for G-dagene fra arbejdsgiveren. Din tidligere arbejdsgiver skal betale for G-dage så hurtigt som muligt. Det skal senest ske ved anden lønudbetaling efter dit arbejdsophør, eller efter du har givet en erklæring på tro og love. Udbetaling af halve og hele G-dage ved deltidsarbejde Er du ansat som vikar/afløser fra dag til dag, betragtes du som afskediget hver dag ved beskæftigelsens ophør. Arbejdsgiveren skal derfor betale for G-dage, hvis du ikke opnår fuld beskæftigelse på disse dage. Hvis du har arbejdet under 3,7 timer den sidste arbejdsdag, så udløser det en en hel G-dag. Hvis du arbejder over 3,7 timer på sidste arbejdsdag så udløser det en ½ G-dag. Arbejder du på fast nedsat tid eller i en turnusordning, skal arbejdsgiver først udbetale G-dage, når ansættelsen ophører. Eksempel på en arbejdsuge, hvor medlemmet arbejder som vikar/afløser: Mandag: 8 timer Tirsdag: 7 timer (udløser ½ G-dag) Onsdag: 0 timer (udløser 1 G-dag) Torsdag: 0 timer (udløser 1 G-dag) Fredag: 6 timer (udløser ½ G-dag) Mandag: 8 timer I dette eksempel skal arbejdsgiveren betale for en halv G-dag tirsdag og fredag. Onsdag og torsdag, hvor medlemmet er fuldt ledigt, skal arbejdsgiveren betale for to hele G-dage. Det har ingen betydning på hvilke dage, du har arbejde.
G-days are the first days of unemployment on which your employer must pay unemployment benefit to you if you are made redundant from your job or cease working in a temporary job. To qualify for G-days, you must have been employed for at least 74 hours in the four weeks before you became unemployed. If you meet the employment requirement of 74 hours of work within 4 weeks, you are entitled to 2 G-days. If your employer forgets the G-days Employers are often not aware that they have to pay G-days. We therefore encourage you to contact FTFa if you have any doubts as to whether you are entitled to G-days. We can also help you to get payment for G-days from your employer. Your former employer must pay for G days as quickly as possible. This must be done no later than the second wage payment after you stop working, or after you have made a solemn declaration. Payment of half and full G-days for part-time work If you are employed as a day-to-day temporary worker, you are considered to be dismissed each day at the end of your work. The employer must therefore pay for G-days if you do not have full employment on these days. If you have worked less than 3.7 hours on the last working day, this triggers a full G-day. If you have worked more than 3.7 hours on your last working day, this triggers a half G-day. If you are working on permanently reduced hours or a rota scheme, your employer does not have to pay G-days until your employment ends. Example of a working week in which the member works as a substitute/replacement: Monday: 8 hours Tuesday: 7 hours (triggers ½ G-day) Wednesday: 0 hours (triggers 1 G-day) Thursday: 0 hours (triggers 1 G-day) Friday: 6 hours (triggers ½ G-day) Monday: 8 hours In this example, the employer has to pay for half a G-day on Tuesday and Friday. On Wednesday and Thursday, when the member is fully unemployed, the employer must pay for two full G-days. It does not matter which days you work.