BACKGROUND-AIM:
Danish law (“The Act on Smoke-Free Environments”) prohibits smoking and vaping indoors. The majority of Danish municipalities have taken the next step by introducing smoke- and nicotine-free working hours — a concept that extends beyond smoke-free workplaces. Smoke- and nicotine-free working hours mean that employees and managers must refrain from smoking or using nicotine products (including snus, vapes, and nicotine pouches) throughout their paid working hours, whether on or off the premises. The policy aims to normalize a work culture in which tobacco and nicotine use are not part of daily life. This not only eliminates exposure to secondhand smoke, e.g., outdoors at entrances and doors, but also supports employees in quitting, strengthens health equity, fosters a consistent break culture, and ensures that staff act as positive role models for citizens and children. In 2012, the municipality of Fredensborg was the first municipality to introduce smoke-free working hours. This study maps the implementation of smoke- and nicotine-free working hours across Danish municipalities in 2016 and 2025, highlighting drivers, developments, and lessons relevant to other countries.

METHODS:
Data were collected through telephone interviews and follow-up emails with health consultants in all 98 Danish municipalities. Data collection took place from October–November 2016 and April–June 2025. The 2016 survey examined the presence and scope of smoke-free working hours, decision-making processes, and attitudes. The 2025 survey explored the timing of implementation, policy updates and which nicotine products were covered.

RESULTS:
In 2016, 16 municipalities had implemented smoke-free working hours for all employees. In addition, 24 municipalities had implemented smoke-free working hours in individual workplaces but not across the entire municipality. Among the municipalities that had not yet introduced smoke-free working hours, 20 percent expressed a desire to do so or were considering introducing them. Two-thirds (64%) did not want to introduce smoke-free working hours or believed that the policy represented too much interference in employees’ private lives. By 2025, 85 out of 98 municipalities had adopted smoke-free working hours, and 46 had expanded the policy to include all nicotine products, except for nicotine replacement therapies, which are approved smoking cessation aids.

CONCLUSIONS:
Smoke- and nicotine-free working hours are now widespread across Danish municipalities, setting a strong example for workplace tobacco prevention. The municipal sector has been a key driver of this development, while adoption in the private and state sectors remains limited. The Danish experience shows that implementing smoke- and nicotine-free working hours is both feasible and effective in creating healthier, tobacco-free work cultures—offering valuable inspiration for international tobacco-control efforts.