How to hire an employee in Denmark

The Danish market is characterized by a strong organization of employers and employees. Issues of importance for an employer with an employee in Denmark include, in particular, aspects related to collective agreements, employee training, residence permits and occupational health and safety. Most employers and employees in Denmark are affiliated with organizations that represent their interests. Among those in employment, about 80% belong to trade unions. Foreign workers and foreign companies also have the possibility to join organizations that are active on the Danish labor market. Every employee in Denmark, even those on delegation, has the opportunity to decide whether they want to belong to a trade union.

EOR

Doing business in Denmark can involve high costs, significant business risk, a lot of responsibility, commitment and vigilance. The Danish market requires knowledge of local, regional and global regulations. With the EOR (Employer of Record) service, entrepreneurs do not have to deal with everything themselves.

What is an EOR?

An EOR is a modern tool for managing staff in another country. It is an external organisation that provides personnel management in a professional manner. This means that a company can have an employee who is hired in accordance with local law and reports to a formal employer, which is the EOR agency. With this solution, entrepreneurs who want to expand into foreign markets can manage their company from anywhere in the world, while the EOR takes care of the entrepreneur's HR and payroll matters in another country. From a financial, strategic and operational point of view, this is very beneficial as it saves time, reduces costs and does not require the creation of new structures.

[infographic] The monthly EOR subscription includes:

Payments to employees

Tax payments

Social issues

Administrative work

 

An example of a company offering EOR services is Uniqorm, which has been doing so for many years. It provides its principals with expertise and experience, as well as an international infrastructure. The company fulfills its functions in accordance with legal requirements and regulations directly related to employment, payroll and labor migration. For more information, visit https://uniqorm.com/pl

Using an EOR partnership, the development of one's own business proceeds freely, as HR and payroll issues can be left to the experts. The EOR employment model therefore offers the following benefits: time savings, reduced costs, total control and reduced business risk.

EOR also enables entrepreneurs to:

The cooperation with an EOR service provider usually unfolds as follows:

  1. The employer provides information about the employee, determines the period of employment and the rate of remuneration. 
  2. The employee of the company that provides EOR services completes all the formalities, such as assigning an identification number, registering or visiting the office. 
  3. On the last day of the month, the employer provides information on the employee's working time. 
  4. The employer is then debited with the amount of the employee's salary in PLN according to the NBP exchange rate. 
  5. Once the transfer is registered, the employee is paid in Denmark.

Danish labor market

When foreigners that come to work in Denmark are asked what they think of the country and its people, most express enthusiasm for the Danish labor market. They find the working conditions favorable and the wages good. On the other hand, many find it difficult to adapt to the country. Danes are considered closed and difficult to reach.

Social partners

Social partners play an important role in the Danish market. They represent the majority of employers and employees, so they have a say in determining working conditions and wages in Denmark. These conditions have been regulated by collective agreements for a very long time. The state does not interfere in their regulation, which is reflected in the absence of a statutory minimum wage rate. Collective bargaining agreements are negotiated between employers' organizations and trade unions.

Agreement-based labor market 

The Danish labor market reflects solidarity, manifested in the "Danish model." The model on which the Danish labor market is based is unique in Denmark and means that working conditions and wages are governed by voluntary agreements between employers' and employees' unions.

Since wages and working conditions are agreed upon in collective bargaining agreements, the framework for cooperation between the parties in the labor market is determined by the fact that the framework agreement is subject to appeal. In the event of a conflict over the Collective Agreement, disputes are settled by arbitration, or by a labor court. The whole structure, also known as the "Danish model," means that the Danish labor market is regulated, and employees and employers have a strong say in their pay and working conditions.

The basis of this Danish model is stakeholder organization. Most employers are organized into employers' unions, engaged in both negotiating and advising. About 80% of Danish workers belong to unions, which guarantee their rights and demands. Membership in unions is voluntary. There are also options between different unions. Unlike in many other countries, however, Danish workers organize themselves. The Danish labor market differs from other EU countries primarily in that it is governed by voluntary agreements between employer and employee organizations. The state does not interfere with agreements between parties in the labor market, as long as they do not tighten the conditions set by law.

Provision of services in Denmark

A company registered in an EU member state is entitled to provide services in Denmark. For this purpose, it can delegate employees. It is mandatory for such companies to register with the Danish tax authorities as a VAT payer. Registration must be done no later than eight days before the start of operations in the Danish market. 

[Infographic] The Danish market will find the easiest jobs:

Builders

Plumbers

Mechanics

Welders

Electricians

 

There is a shortage of specialists in these industries in Denmark, as Danes consider this type of work unprofitable. Likewise for manufacturing or cleaning jobs.

The State Labor Inspectorate establishes the basic principles under which an employer is obligated to provide a friendly and preventive work environment. Collective agreements can improve the work environment. An example of a collectively agreed improvement is the employer's commitment to better stress prevention, as required by an appropriate workplace stress policy. Following collective bargaining agreements in 2008, these actions were expanded to include harassment and violence by third parties (users), whereas EU law only covers cases of violence between two parties.

The Danish government has included 4 priorities on improving the work environment in its National Action Plan 2010-2020:

  1. Reduce accidents.
  2. Reduce noise that threatens hearing and that which disturbs.
  3. Reduce sickness absence by improving the mental work environment.
  4. Preventive measures to prevent mechanical injuries - proper postures and correct use of tools.

Healthy working conditions 

In Denmark, there is a tradition that the work environment should be tailored to the person, not the other way around. It is the employer's responsibility to provide a safe and stimulating work environment for its employees. The employee, together with the employer, creates the policies that ensure this. Since the first Welfare Act was passed in 1907, the state has determined the conditions and rights to welfare.

Monitoring the work environment

The work environment can be divided into physical and mental aspects of work. The employer is responsible for monitoring, compliance of the work environment with established requirements. The tool used in assessing the work environment is the so-called workplace analysis (VPA). This analysis is based on the employee's assessment and is in accordance with the law. It must be verified when changes are made to the work. In order for the monitoring of the work environment to proceed properly, the employer must know the opinion of the employees. 

Collective agreement

In Denmark, the social partners are usually able to discuss any problems and resolve them by mutual agreement. There is an elaborate system in this area based on cooperative agreements and basic respect for the agreements reached.

Collective agreements with employers who are not members of employers' organizations

Trade unions can negotiate collective agreements with employers who are not members of employers' organizations. A collective agreement between an individual employer and a union organization usually takes the form of a "collective bargaining agreement on compliance with the agreement." It obligates the employer to abide by the collective bargaining agreement in effect in that business area.

Agreements to conclude collective agreements with foreign employers 

A number of non-unionized employers in the construction industry from the new EU member states in Central Europe have entered into agreements with Danish trade unions to conclude collective agreements. These collective agreements apply to work performed by the companies concerned in Denmark. Foreign employers usually abide by collective agreements that have already been concluded between the unions and Danish employer organizations. Foreign companies may seek advice from the relevant employer organization when starting negotiations.

[infographic] Through collective agreements are provided:

Wages and set wage increases 

Pension fund 

Working hours, overtime and extra pay 

Education and training 

Compliance with the collective agreement

A major feature of the Danish labor market is cooperation: collective disputes are conducted according to agreed rules. The social partners are obliged to abide by the collective agreement. Foreign companies that conclude collective bargaining agreements themselves or are covered by collective bargaining agreements concluded in Denmark also have this obligation. With the conclusion of a collective agreement, labor peace is restored. This means that strikes and lockouts are generally illegal during the term of the collective agreement. This does not usually cause major problems. 

What happens if a collective bargaining agreement is violated?

If one of the parties to a collective bargaining agreement violates the provisions of the agreement, it may be required to pay a fine. The amount of the penalty may be agreed between the parties in negotiations or set for one of the parties by the Labor Court. Collective agreements entered into may be subject to disputes over their interpretation. In such cases, either party has the right to request an interpretive dispute before a special labor market arbitration body. 

Crew representatives

Under the collective bargaining system, there are also special rules for crew representatives. Crew representatives are employees elected by the employees of a given workplace to represent them and the union organization of that workplace. Crew representatives have special protection and cannot be dismissed without just cause. With the authority of other employees, crew representatives have formal authority to negotiate with management on matters relating to wages and working conditions and to conclude agreements with employers. These agreements must be ratified by the relevant union organization.

The right to engage in industrial action

In Denmark, unions have the fundamental right to enter into collective bargaining with employers and their organizations. Unions can support this by taking industrial action against the employer. This also applies to foreign employers operating in Denmark who post their employees to work in Denmark.

The rules defining the procedure for industrial disputes are not specified in the law, but have developed over the years from the case law of the Labor Market Court. In general, the right of labor unions to engage in industrial disputes and solidarity actions is very broad. The legality of a labor dispute depends on whether the action concerns work that is part of the normal activities of the trade union in question. However, it is not necessary for a union organization to have members in a given enterprise.

Strikes, boycotts and solidarity actions

Strikes, boycotts and solidarity actions are elements of industrial disputes that can be initiated by trade union organizations.

Questions about the legality of industrial disputes can be referred to a labor court, which rules in a special simplified procedure. Like unions, employers' organizations have the ability to initiate industrial disputes and can take measures in the form of lockouts and boycotts.

Local FOA branch.

There are 43 local branches of the FOA. By joining a labor union, a worker becomes part of a professional labor community that will look after his main interests in wage negotiations and working conditions. It also plays a role in his daily working life. 

Local union branches handle labor issues in the workplace, mediating disputes and offering advice on, for example, unemployment insurance (a-kasse) and education. They negotiate locally, for example with your employer if you are recruited for an alternative job by a private agency rather than directly by the municipality. The local union branch is also ready to answer practical questions you may have as a foreigner and new citizen in Denmark. You can talk and get advice on finding housing and private challenges of adjusting to life in society.

[Infographic] The FOA is divided into four sectors: 

Social and Health

Educational 

Food and services 

Technical service

 

The vast majority of the 200,000 members work in public service, including:

Responsibilities of the trade union 

The FOA has 4 main tasks as far as its members are concerned:

  1. Enter into collective bargaining agreements with employers' organizations on wages and working conditions.
  2. Organize and train union representatives in the workplace to act as a liaison between the union and individual workers in the workplace.
  3. Represent and look after the interests of its members in relation to the political system.
  4. Advise members on mutual agreements in the workplace, their own work life and conflicts with employers.

Trade union representative - Tillidsrepræsentant (TR) 

Trade union representatives are elected from among unionized employees to represent the interests of their colleagues in day-to-day work, in local negotiations and when there are problems in the workplace. If there are at least five employees, they have the right to elect a union representative from among themselves to represent the employees' interests to the employer. Trade union representatives are especially protected from dismissal and deterioration of working conditions.

A union representative is a liaison between the union and the workplace who has been trained for this task by the union. If you are employed by a temporary agency that has not yet elected a union representative, you can contact your local union branch. Similarly, those employed on a temporary or hourly basis (more than 8 hours a week) have the right to elect a union representative.

Joint agreements 

In addition to collective agreements, there are also general agreements between partner organizations, which include FOAs and employer unions. These types of agreements contain provisions on a number of topics commonly found in collective agreements, such as:

The vast majority of employers affiliated with FOA unions are public employers. However, there are also private employers. Membership agreements with private employers are concluded individually. In most cases, private employers respect collective bargaining agreements in the labor area, which are included in the membership agreement with the private employer. The contract may also include other elements, such as an agreement on housing, work hour assignments, etc. However, no contract can worsen the conditions set forth in the collective agreement.

Everything can be negotiated 

When negotiating collective bargaining agreements, it is in principle possible to negotiate all working conditions. As a rule, however, collective agreements that treat employees less favorably than the law provides are not concluded. An example is the Vacation Law, which stipulates that all employees are entitled to five weeks of vacation - organizations have entered into a vacation agreement applicable to municipal and regional employees, which entitles them to six weeks of vacation.

Working in Denmark

All conditions regarding wages and labor are defined in collective agreements. A collective agreement is more accurately a contract that defines the working conditions applicable to employees of a particular company or industry. Employees in a collective bargaining agreement are represented by a collective organization, and the employer can appear either as part of an organization of employees or as an individual entrepreneur or individual company. 

[infographic] In Denmark, you can take a job under one of four rules as:

An employee employed by a Danish company

A posted worker employed by a company providing services in Denmark

A self-employed person who provides services in Denmark

A self-employed person who starts a business in Denmark

 

Prohibition of discrimination

Danish law prohibits discrimination in the labor market. Anti-discrimination laws are designed to protect employees from discrimination on the basis of skin color, race, religion or belief, political opinion, sexual orientation, age, disability and origin (national, ethnic, social). Protection occurs at all stages of employment, including recruitment and the period of service, as well as dismissal and termination.

A person who experiences discrimination can file a complaint with the Equal Treatment Council free of charge. If the claim is upheld, the person is entitled to compensation. It is also possible to contact the Equal Treatment Council by writing to the National Commission for Social Appeals at ast@ast.dk.

Employment in Denmark by a foreign company

Such work is done on a contract basis. What this means is that the arrival and stay of foreign workers in Denmark is limited in time depending on the duration of a specific project carried out by a particular company. In order to start work, the necessary conditions must be met:

Scandinavian countries are very popular among EU citizens when it comes to going to work. There is no denying that knowledge of the Danish language is not very common. However, without knowledge of the language, it is difficult to acclimate to a job that requires contact with Danes. English may come in handy, but many jobs require basic Danish language skills. As a result, many foreigners tend to occupy lower positions in Denmark that involve manual labor.

Employer and collective bargaining agreement

If an employer is covered by a collective bargaining agreement, it must offer all employees the working conditions stipulated therein. Those who do not belong to a labor union will therefore work under the same conditions as all other employees in the company.

Trade unions in Denmark can initiate an industrial dispute with the aim of concluding a collective agreement. There are many examples of such action. This applies to both Danish and foreign employers. Collective disputes in the case of foreign employers arise particularly in the construction sector. 

Employment for a transitional period in Denmark

Denmark made the decision to open its labor market to workers from the new EU member states before May 1, 2004. Central European workers now have regulated access to the Danish labor market during the transition period. During the transition period, citizens from Central European countries are required to obtain a residence and work permit. 

Residence and work permit

The Foreigners Authority in Denmark grants residence and work permits. It is an authority that focuses, among other things, on handling permit applications efficiently and quickly. If a company has already obtained a permit from the Foreigners Authority, you can start working there after notifying the authority of your employment. 

Conditions for granting a residence and work permit in Denmark:

A residence and work permit is valid only for the employment for which it was granted. Thus, an employee may not take up another job if he or she has not obtained a permit for it from the Office for Foreigners, or in the case of companies that have obtained a permit in advance, without notifying the Office of the employment. If the need arises to extend the residence and work permit, the foreigner may work while the Office is processing the application, as long as the application for extension of the permit was submitted at least one month before the expiration of the permit.

[infographic] Work and residence permits 

 

Those who have been employed for at least one year on a transitional basis may change jobs after that time without applying for a residence and work permit. This provision does not apply to those who have voluntarily stopped working. In Denmark, it is a criminal offense to work without a permit, as taking up employment is only permitted after obtaining one. 

Nowadays, with a job offer in Denmark, it is easier for an EU citizen to obtain a residence permit. Workers from neighboring countries and Eastern Europe often find employment in the elderly care sector. Between Scandinavian countries, on the other hand, there has always been free movement of labor. Danish laws regulating immigration from non-EU countries have also been relaxed, so people from non-Scandinavian and EU countries also have the opportunity to live and work in Denmark.

Citizens of EU member states can travel freely to Denmark if they are looking for work. If their period of stay is less than three months, they do not need a residence or work permit. They do, however, need to complete all the paperwork for a taxpayer's card. If they intend to stay in Denmark for a longer period, they will need a registration certificate. This document entitles them to continue staying in the country.

Transition period and Central European companies from EU countries

For companies from EU Central European countries that provide services in Denmark, the transition period regulations do not apply. Therefore, citizens of these countries who work in Denmark as a result of a secondment do not need to apply for a residence permit as specified for the transition period. A seconded employee must obtain a residence permit in an EEA/EU country if he or she stays there for more than three months.

Delegation of employees

The delegation of workers by a company is regulated in Denmark by the Delegation of Workers Act. The posting company must comply with requirements regarding working hours, days off, health and safety, equal treatment, etc.

[infographic] In order for a worker to be considered posted, requirements must be met:

The company that delegates the worker must have an actual business activity in its country

The employee who is delegated must be permanently employed by the delegating company

The delegation must be for the performance of a particular service and be temporary in nature. 

 

If the delegated person is actually an employee of a Danish or foreign employer, and is from one of the central European member states of the EU, then the work performed under the pretext of delegation is illegal. 

Salary in Denmark

Denmark is a wealthy country, which means that incomes are much higher than in many other EU countries. Despite higher prices, after paying the cost of living, a Dane has much more money in his wallet, which, when working there, is noticeable. Unlike many other countries chosen as places for labor emigration in the EU, Danish law prohibits lower wages for foreigners. A foreigner is entitled to the same remuneration for his work, regardless of whether he is of Danish or foreign origin.

LØN UNREGNER - gross monthly salary

UDBETALT - net amount

There are no minimum wage provisions in the Danish Delegation of Workers Act, as the minimum wage is not set in Denmark. Wages are usually agreed upon in collective bargaining agreements related to different types of work. The employer has a free hand as to whether or not to enter into a collective agreement with a labor union. A foreign entrepreneur has to expect that union organizations operating in Denmark will try to negotiate an agreement in labor and wage law. This is usually done in such a way that the trade union organization contacts the entrepreneur and offers to join the collective agreement. 

Following an agreement reached in 1992 by the national headquarters of the social partners (the Danish Confederation of Trade Unions and the Danish Confederation of Employers), in Denmark both employer organizations and trade unions recognize that posted workers from other EU countries must have identical rights regarding wages and working conditions as Danes working in similar jobs. 

Most large contractors include a clause in their contracts requiring subcontractors to compensate their workers in accordance with the conditions specified for the construction sector in Denmark. 

Bank account

A bank account is required to receive a salary. A foreigner can also open an account with a Danish bank. To open a bank account, you need to bring your passport or ID card and proof of your address in Denmark. It is advantageous if the account is at the same time a "NemKonto," a public payment system into which the administration can deposit money owed, such as tax refunds or social benefits. It is also possible to transfer your income from a Danish bank to an account abroad.

Foreign entrepreneur and negotiations with unions

A foreign entrepreneur can refuse to negotiate with the unions. He can also join a Danish employers' organization, that is, also a collective bargaining agreement entered into with the unions by the organization. A member of an employers' organization has the option of obtaining legal advice in negotiations with the unions. 

What are the common opinions about working in denmark?

In the case of illegal labor, not only the employer, but also the employee is subject to punishment. The penalty for an employer who illegally employs foreigners is DKK 10 thousand per month for each foreigner. If aggravated circumstances arise, the penalty will be DKK 20 thousand per person. Both employees and employers can be subject to imprisonment, up to two years in prison. 

Self-employment in Denmark

EU citizens can legally establish companies in Denmark. They also have the right to reside in Denmark for this purpose. The entrepreneur must register his or her company with the General Office of Companies and Partnerships. 

The designation of an enterprise as an "arms and legs" type is applied to people who are in an employment relationship while self-employed. Danish authorities, in connection with the course of registration, control whether a person is someone's employee or is actually self-employed. If it is determined that the person is not self-employed, but is someone's employee, then the transitional period regulations apply. It is illegal to work under the pretext of self-employment while the person, who is an EU citizen, is an employee with a Danish or foreign employer. 

What is worth knowing about labor law in Denmark?

Employees and trade unions

Every employee has the right to join a labor union. A labor union can assist in a dispute over working conditions and wages, but only if you are a member. Most people working in Denmark belong to a trade union. There are many unions to choose from, and which one you join depends mainly on the nature of your work.

Working time - limits

For employees over the age of 18, the EU Working Time Directive sets the following limits:

Vacation

Employees seconded to Denmark are bound by the vacation regulations of their home country, except that their vacation entitlement and vacation pay must comply with the provisions of the Danish Vacation Act. This means that Danish law applies if the leave regulations in the employee's home country are less favorable than in Denmark. 

If an employee is covered by a Danish collective bargaining agreement, he or she may be entitled to leave beyond the level guaranteed by the Holiday Act. Under Danish vacation law, an employee is entitled to 25 days of vacation per year, regardless of whether he or she is entitled to paid vacation. 

Those who are not granted paid vacation are still entitled to unpaid vacation. Employees are entitled to 2.08 days of paid vacation for each month worked in the period from September 1 to August 31 of the fiscal year. The vacation must be taken in the vacation year from September 1 to December 31 of the following year. Vacation pay can be equal to the regular monthly salary or vacation compensation, which is 12.5% of the salary for the earning year. Employees are entitled to three consecutive weeks of main vacation from May 1 to September 30. 

The employer is required to inform the employee of the amount of annual vacation no later than three months before the start of the period. For other vacations, this deadline is at least one month before the start of the leave.

Equal opportunity and equal pay

All companies operating in Denmark must comply with the Danish Equal Treatment and Equal Pay Act.

[infographic] The Danish Equal Treatment Act ensures equal treatment of men and women at work. 

 

Agency work

A person working as a foreign agency worker in Denmark falls under the Danish Act on the Rights of Agency Workers. This means that, as a temporary employee, he or she is entitled to the same working conditions as regular employees in the company. These conditions include: 

Employment contract in Denmark

Whether there is a collective agreement or not, Danish law requires that an employee receive an employment contract no later than one month after starting work. 

The employment contract should include:

It is worth remembering to use a translator before signing a contract if you do not know the language. Signing documents that we do not understand is not a good idea, especially for such an important document as an employment contract.

Education and workforce training

Denmark is an educational country whose tradition and goal is to provide citizens with opportunities and inspiration for lifelong learning. The education system is structured so that children and young people can receive a good and free education. Adults, regardless of their material status, can upgrade their skills at any time according to their needs and requirements.

Qualifications

Qualifications are very important in Denmark, and the goal is for anyone who works with people, such as caring for the elderly, to have an education appropriate to their profession. However, vocational education is not mandatory for work in the Danish public sector. 

Introduction

Being hired by an employment agency or directly by a Danish employer, you need to be prepared for the job through an introduction and learning the language. The introduction is designed to introduce you to the responsibilities of the position. Being employed, you have access to ongoing participation in vocational courses and the opportunity to attend and receive vocational training. 

Why learn Danish before working in Denmark?

Whether you need Danish vocabulary at work or not, knowing the basics is always a benefit. It can come in handy in various situations, such as when visiting a pharmacy or when there is a need to ask someone for directions. In the public sector, it is very important to interact with people, so language skills are an important issue. A prerequisite for working with people is that you start an intensive Danish language course once you start work. The way employers deal with the language issue varies greatly. 

Danish language course

When coming to Denmark on your own initiative, several opportunities to learn Danish arise. Danish law requires that foreign workers who legally reside in Denmark within one month of making an inquiry to the municipality, or at least one month of receiving their CPR-number, be offered the opportunity to learn Danish. In general, a course will definitely be offered to a new foreign worker. By coming to Denmark on your own and receiving a residence and work permit, you acquire the right to free language study in your region of residence.

Employers who hire people from abroad often organize opportunities to learn Danish with an introduction. The way the courses are conducted varies widely. Some recruitment agencies offer to teach Danish before departure, in the employee's home country. Others organize intensive courses, taking place shortly after arrival. Courses can be run continuously or in conjunction with several internships. 

Depending on your language skills, you can receive one of three levels of Danish language study. Each course is equivalent to 1.2 years of full-time education and can be taken for 3 years at school or in a company. In addition, there are many other courses that assume some knowledge of Danish. This is the case, for example, with the professional Danish language courses of the Vocational Training Program (AMU), to which everyone has access. 

Vocational Education Program (AMU)

The Occupational Education Program (AMU) includes short courses to improve skills. The courses are aimed at skilled and unskilled workers. The mode of instruction is both practical and theoretical, and can be arranged on a full-time or part-time basis. Most courses at AMU are free of charge, while others require only a small cost, for example, in pedagogical education and health and welfare.

Verification of skills

At the International Education Agency (IU) you have the opportunity to verify your education and work experience and establish a Danish equivalent. In Denmark, some jobs in the health and care sector, for example, require a license to practice. If you are from an EU country, you have the option of transferring your license, but for those from a non-EU country, the same opportunities do not exist.

Financial support

There are several opportunities to receive financial support during your further education. Depending on the level of education, you can apply for financial compensation.

Jobs and training in technical services 

The technical services sector, with occupations such as building caretaker, security guard, lifeguard and bus driver, is a large public sector. Workers in it provide a variety of services to Danish society. Their main task is to meet the practical requirements of public services, for example, the operation of schools, transportation, buildings and operational readiness. Employees in this department are responsible for driving buses, monitoring and maintaining buildings, etc. Although the tasks are mainly practical, it is also important to interact with the people who use public services. In addition, it is quite important to work with many other professional groups, such as educators, teachers, service assistants, etc. 

Workers who are employed in the public technical service department have many opportunities for further training through an extensive vocational education program (AMU), which includes a number of specialized courses and training in cleaning, property maintenance and security. Most AMU courses are free for participants, and if employers do not pay wages during the training period, compensation is available in the form of an adult education allowance (AMU allowance), which is also a municipal benefit. 

Adult basic training (GVU) 

With at least 25 years of age with experience in the industry for at least two years, you can take a GVU course at an accredited vocational school. Together with the school, a course mode and program appropriate to the experience is prepared. If you do not receive a salary during your training, you are entitled to a VEU allowance, which is a benefit granted by the municipality. 

Training for building caretakers 

A building caretaker is a multi-tasker who handles a wide range of complex tasks outside the traditional field of craftsmanship. Typical jobs include schools, town halls, libraries, nursing homes, gymnasiums and swimming pools. 

For those under 25: training in secondary vocational education for youth. Secondary vocational training for youth lasts three years and three months and can be interrupted by training and work as a construction maintenance technician helper. Training takes the form of alternating studies and apprenticeships.

With relevant work experience, the training period can be much shorter. Within two weeks, an assessment is made of how practical and theoretical knowledge will affect the training time. 

Water lifeguard training 

It is also possible to receive training as a lifeguard in the technical service, which includes this range of lifeguard activities. It is possible to train at three levels, namely as an assistant paramedic, paramedic and paramedic with special qualifications. 

The training lasts two and a half years and consists of a combination of theoretical courses and practical training, 41 weeks of which are in school. To begin training, the following conditions must be met:

Further training as a paramedic 

The prerequisite for further training as a paramedic is a minimum of 18 months of work experience as a paramedic assistant. The training lasts for five weeks. It consists of three weeks of theoretical study and two weeks of practical training in a hospital and ambulance. 

Further training as a paramedic with special qualifications 

The prerequisite for further training as a paramedic with special qualifications is at least 18 months of experience as a paramedic.

Before starting, you must complete an eight-week distance learning module, and then you can take a five-week theoretical and practical learning program, spread over a total of ten weeks.

Training for security guards 

When it comes to feeling safe, security guards are a key element. Security guards are a guarantee that the lives and property of residents will not be threatened. This applies to homes, but also to businesses, institutions and public buildings. 

[infographic] Depending on your age and experience, there are 3 ways to become a security guard:

With less than 25 years of age, you can undertake 1.5 years of training in a post-secondary youth education course.

Being over 25 years old and having work experience and/or a relevant degree, you can enter a specially designed learning model in the form of theory and apprenticeship.

With more than 25 years of age and at least two years of work experience in the industry, you can take the Graduate Vocational Unit (GVU) basic course.

 

Training for bus drivers

A prerequisite for getting a job as a bus driver is the possession of a proper driver's license. Without a driver's license of the appropriate category, you can look for a job with a carrier or bus operator, who will obtain such a license for the employee by sending him to a course.

Training to become a climate guide

Employees in the technical services sector and their supervisors play an important role and have an impact on electricity consumption in the municipality. For this reason, FOA, in cooperation with AMU, has organized a training program for a climate guide that focuses on areas in the workplace where energy efficiency can be improved.

International Education Agency (IU)

This agency is part of the Ministry of Science, Technology and Innovation. It works on global mobility and educational cooperation. The International Education Agency (IU) provides advice, guidance and support to citizens, institutions, organizations and businesses. It also assesses foreign qualifications and provides information on the recognition of foreign education. An EU citizen can obtain a free assessment of his or her ability to work in Denmark. However, any translations must be paid for.

Transferring an internship 

If you are from an EU country that is a member of the unemployment fund, you can transfer your internship from your home country to Denmark. Please note that you must take up work within 8 weeks of the end of unemployment insurance in your home country. Otherwise, you lose the right to transfer your internship. If you return to your home country, you can also transfer your internship from your Danish unemployment insurance to your home country in the same way.

Taxes, benefits and paperwork in Denmark

Taxes in Denmark apply to a person working there regardless of which employer he works for. Failure to file a tax return is treated as a crime and can result in criminal prosecution. Foreigners in Denmark can take advantage of various reliefs. The tax situation will always be based on an individual assessment, so it is a good idea to contact your local tax office.

Tax payer card

When starting work in Denmark, it is mandatory to establish a taxpayer card. This document is issued by the authorities, and the applicable tax rate depends on such factors as:

Issuance of a tax card does not presuppose obtaining a work permit. If a person cannot produce a work permit, the Tax Office informs the Aliens Office, which verifies whether the employment is legal or not.

There are three ways to issue a tax card:

CPR-nummer

To obtain a CPR-nummer, which is a number in the population registry, one must have a permanent residence and present in person at the municipality's office a work and residence permit, a passport, and possibly a marriage certificate and children's birth certificates. The prerequisite for a CPR-nummer is a work and residence permit or a certificate of residence. 

[Infographic] Who must have a CPR-nummer assigned to them?

Persons from another Scandinavian country or from the EU must have a CPR-number if they intend to stay in Denmark for more than 6 months.

Persons from a non-EU country must have a CPR-nummer if they intend to stay in Denmark for more than 3 months.

The tax office has the right to assign a tax identification number to individuals who do not qualify for a CPR-nummer, but have a tax interest in Denmark.

 

The CPR-nummer provides access to a tax card in Denmark. Individuals who have a residential address or have been in Denmark for at least six months must pay taxes, regardless of the legality of their stay. 

Social benefits

Legal residents in Denmark are entitled to social benefits just like everyone else. If you become ill or lose your job without insurance, you should contact your local municipality.

If you are posted for up to two years to another EU/EEA country, you may retain your social security rights in the country where you normally work. This may include, for example, the right to compensation if a work accident occurs, and the right to maternity leave or sickness or unemployment benefits. In addition, a posted employee is entitled to social benefits in Denmark, as long as he meets certain criteria.

A person posted to another EU or EEA country for up to two years may retain social security rights in the country where he or she normally works. These may include, for example, the right to compensation in the event of an accident at work, as well as the right to maternity leave or benefits in the event of illness, or loss of work. The posted person is also entitled to social security benefits in Denmark, as long as he or she meets certain conditions.

Denmark's welfare system is based on a long tradition of solidarity with its most vulnerable citizens. This security is financed by a tax system based on the principle that those with higher incomes pay more into society. In essence, Denmark offers an equal welfare system for all, and citizens are entitled to benefits such as child care, education, pensions and a health care system that includes free hospital, medical and elderly care.

Family benefits 

A foreigner with children, living in Denmark and paying taxes there, is entitled to family benefits. If the child allowance of the EU country where the foreigner is from is higher, the allowance can still be paid from there to Denmark. It is necessary that the child also lives in Denmark and has a CPR number, and that the employee has a NemKonto. If the child does not live in Denmark, but in the home country, the municipality will assess whether the child's allowance will continue to be paid.

Taxation and border workers 

Frontier workers, such as those from Sweden and Germany, have limited tax liability in Denmark. In such a case, such an employee is subject to full taxation in his or her home country, but the tax authorities in his or her home country may reduce tax on the portion of his or her income that is taxable in Denmark. If an employee's taxable income in Denmark exceeds 75% of his or her total income, he or she may claim deductions for personal and family expenses on the same basis as a Danish resident subject to full taxation.

Tax deductions for business and professional travel 

Expenses related to business travel may be reimbursed by the company as a tax-free benefit or may be deducted from taxable income. The amount of the deduction depends on the number of trips taken in the course of employment and is agreed upon between the employee and the tax authority. 

Tax relief for social security contributions paid in your home country 

If you are a border worker and work both in Denmark and in your home country, you can get a tax concession in Denmark for social security contributions in your home country. Employers must inform the relevant authorities in their country of these concessions. In addition, employers are required to contribute 30% of an employee's gross income as social security contributions.

Employee in Denmark - housing and daily life

Being a new member of Danish society, you become one of its citizens. Integrating into your new country of residence is always a challenge. In Denmark, finding affordable housing can be complicated, and prices can vary widely from one part of the country to another. The same rules apply whether it is the employee who arranges his or her own housing or the employer, the investor. 

The housing market in Denmark

Once you get your residence and work permit and arrive in Denmark, you will find a lot of new things that need to be sorted out so that day-to-day functioning is not difficult. First of all, you need to have a roof over your head, not so much for practical reasons, but also because it is necessary to have a residential address in order to get a ticket to Denmark. A population registry number, a CPR number, is therefore necessary, along with a health insurance card and a tax card. 

If you are a municipal employee, it is possible to rent an apartment in a municipal utility cooperative. However, municipalities are not obliged to provide housing for people who work and have the ability to support themselves. 

Private employers may also offer accommodation, some arranging it before the employee arrives in Denmark. It is worth noting the amount paid for accommodation provided by a private employer. There have been cases in which private companies have inflated the rent for housing. If the suspicion arises that the accommodation provided is too expensive or in poor condition, a person who is a member of the FOA can contact the local branch about the matter. 

When looking for an apartment to rent on the private market, it is worth bearing in mind that the pitfalls can be many. It may seem quite natural to have to pay an "admission" to rent. This is common in other countries, such as Germany, for example.

Cars

People from another Scandinavian country can immediately use their driver's license in Denmark. EU citizens are required to exchange their driver's license for a Danish driver's license. People from a non-EU country (except Japan, Korea, Switzerland and Russia), must pass a controlled driving test, both theoretical and practical, before they can drive in Denmark. 

If a person came to Denmark with his own car, he must re-register his car with Danish license plates if he has been in Denmark for a year or if he has been in the country for a total of 365 days in the past 24 months. The tax office determines the need for a new license plate and issues it. 

Integration

Workplaces and unions ensure that foreign workers adapt and agree to stay in Denmark. The easiest way to benefit in Danish society and to adapt is to take responsibility, learn the culture and learn the language quickly.

We all need to feel that our lives have value and quality, that we are part of a community. Good pay and good working conditions are no substitute for feeling safe every day. Municipal employers who already have experience recruiting foreign workers know that it's a problem when new employees and their families can't find their way in the community.

Many places go to great lengths to ensure that new associates and residents are engaged and ready to work with foreigners, because they know that special attention and care must be given to them to adapt to the work environment. One way that is used to do this is by mentoring new employees. A mentor is a colleague who already knows the employee's country of origin and skills, so he or she can introduce them to the workplace and community. 

The FOA has a basic action plan for the integration of foreigners and is working on a number of different fronts. One of these is to increase outreach efforts regarding international recruitment. The goal of the integration work is to better understand and remove some of the barriers that may arise in the adaptation process of the worker and his family in Denmark. The local FOA office not only deals with issues at work, but is also willing to provide advice and help with the more personal aspects of daily life. Denmark is a partner country.

Many Danes spend their free time participating in sports, cultural, social and other activities. Joining or participating in an interest group is always a good starting point for making good friends. So a good suggestion is for incoming employees to join an association that may exist in their area.

No matter how hard we try to make ourselves comfortable at work and in our daily lives in general, unfortunately there is no recipe to guarantee that it will work. Integrating into a new society will always be a personal challenge that depends, among other things, on one's manner and culture. An open mind, curiosity and an unprejudiced approach to new things will always open doors. Beginning to learn the Danish language is paramount to becoming part of Danish society. Conversation promotes understanding. The ability to dialogue is the key to community.

Schools for children

When coming to Denmark with children, they have the right to attend kindergarten and school under certain conditions:

While in Denmark for more than 6 months, children aged 7 and older are entitled to compulsory education in Denmark and have the right to attend schools provided by the municipality.

In addition, if necessary, the child can be offered to learn Danish as a second language. In practice, this is done by having the child start in a so-called reception class with other foreign children, such as refugees.

Mother tongue instruction for children

Children from EU countries are entitled to mother tongue instruction if the school has 12 students and a qualified teacher. It is not always possible to organize such classes in the municipality where they live, in which case the children can be transferred to another nearby municipality. As an alternative to public schools, there are fee-paying international private schools in many parts of the country.

Child care 

A foreigner with children has the same rights as any other Dane to childcare and extracurricular activities. Childcare is not free in Denmark. Depending on your marital status, you can receive various payment supplements, and if you have several children, you can receive a quantity discount. Information on childcare options can be obtained by contacting your local administration office.

[Infographic] Vacation in case of illness of an employee's child

After 9 months of work in Denmark, an employee becomes entitled to full pay if his/her child falls ill and is under 14 years old on the first day of illness. 

illness requires hospitalization and the presence of a parent 24 hours a day, the employee is entitled to 5 days of leave paid by the company.

Occupational health and safety in Denmark

Danish health and safety regulations apply regardless of the type of work that is performed in Denmark. Foreign employers and employees working in Denmark are required to comply with Danish health and safety regulations and, as with Danish companies, are subject to inspection by the Danish Labor Inspectorate. Employers and employees are subject to penalties for violations of health and safety rules.

Employer's health and safety obligations

The employer must ensure that all employees work in a safe and healthy environment that meets the requirements of Danish health and safety regulations. Therefore, it is the employer's duty to supervise the work to make sure it is safely organized. This includes informing employees about the health risks associated with their work and training them to perform their work safely.

Employees' health and safety responsibilities

Workers must follow health and safety instructions, such as those for machine operations or handling hazardous substances. This means they must wear protective gloves, hearing protection equipment, respirators, etc. when the work requires it. Workers must also contribute to the proper functioning of safety systems. Accordingly, they are not allowed to remove safety guards or turn off lifts, and if they detect dangerous malfunctions, workers must inform the company's health and safety inspector, supervisor or employer.

Health and safety organization

By law, all companies with at least 10 employees are required to establish a health and safety organization, whose mission is to take care of daily health and safety at work. The OSH organization includes representatives of employees and management.

In workplaces with fewer than 10 employees, health and safety issues are resolved in cooperation between the employer and employees. In temporary locations and mobile workplaces, including construction sites, safety at work must be properly organized if an employee employs more than 5 people at the same workplace.

Compliance with regulations on rest periods

The general rule is that the workday is organized in such a way as to allow employees at least 11 hours of rest per day. In addition to daily rest, employees must take at least one day of rest per week. Employees are also required to comply with rest regulations.

The role of the labor inspectorate

The Danish Labor Inspectorate (UIP) is the government body responsible for monitoring compliance with Danish legislation. The UIP also offers advice to companies on occupational health and safety. Danish health and safety regulations apply to all work performed in Denmark. Employers are required to ensure that legal requirements and supervision are met. Employees must comply with health and safety regulations. Health and safety work is jointly organized and carried out by employees and management. The Labor Inspectorate supervises whether public and private companies comply with applicable health and safety regulations. Inspections can be announced or unannounced.

The labor inspectorate can demand a change in conditions that do not comply with applicable health and safety standards. If an employee or others fail to meet their obligations under OSH regulations, the labor inspectorate can respond with various measures, including:

If you have questions about the Danish working environment or posting rules, you can contact the Danish Labor Inspectorate. Among other things, the Authority can resolve concerns about working with chemicals, psychosocial aspects of the work environment and accident prevention. The Authority can also be contacted when there are suspicions that a company has violated workplace regulations.

Conditions imposed by law 

Some working conditions are imposed by laws and regulations adopted by the EU or Parliament, such as.

Key health and safety regulations

  1. Machines must be operated without risk - Machines and tools must be used, repaired and cleaned in such a way that they do not put workers at risk. If the mere use of a machine poses a risk, it must be protected as much as possible. The equipment must be equipped with a safety switch and operating instructions.
  2. Avoiding exposure to chemicals - Work with hazardous substances and materials must be planned and carried out in a way that precludes unnecessary exposure. The employer must establish instructions for handling hazardous substances and materials and train his employees in proper methods.
  3. Physical risks and ergonomics - Avoid unnecessary physical risks and unhealthy work positions. It is the employer's responsibility to provide appropriate technical aids, such as bag lifts and carts.
  4. Noise exposure - The average noise level during the working day should be minimized and not exceed 85 dB.
  5. Mental Exposure - Mental exposure can occur in all types of work due to the psychological conditions of the work environment. The employer must be aware of this and take appropriate action.

Social equipment

Social facilities are not only a requirement at permanent work sites. The employer is also required to provide employees at construction and other work sites with access to toilets, dining facilities, drinking water, washbasins with hot and cold running water, locker rooms, bathrooms, and sleeping quarters, if required by the workplace. 

[infographic] Working Environment Act:

All employees working in Denmark must comply with the Danish Working Environment Act. 

The purpose of this law is to prevent occupational accidents and illnesses. 

It is the employer's duty to provide safe and healthy working conditions.

 

The employer has a number of responsibilities, such as the obligation to provide the employee with work instructions. The employee must cooperate with his employer on health and safety at work. In addition, he must wear personal protective equipment provided by the employer.

What should you do if you suffer an accident at work? 

There are two types of work-related injuries: 

Work accident - is when a person suffers a physical or psychosocial injury as a result of a sudden accident at work. The injury can also result from exposure, lasting up to five days. 

Occupational disease - is an illness caused by work or working conditions. The disease can result from some type of short-term or long-term exposure, for example, hearing can be damaged after many years of working in noise.

Accident at work

An accident must be reported if an employee is injured at work. The employer must report it to the insurance company and the Danish Labor Inspectorate no later than nine days after the accident. An injury must be reported if the employee was unable to perform his or her normal work for at least one day beyond the day of the accident, or if the injury may have had permanent consequences for the employee. 

If you are likely to remain on sick leave for at least five weeks after the accident, your employer must report the accident no later than five weeks from the date of the accident. Minor injuries, such as a bruise that is not permanent, need not be reported. 

Companies are being fined for failing to report an accident at work. In most cases, a company will be fined DKK 5,000 the first time it fails to report a workplace accident. The next time, the fine will be DKK 10,000.

Occupational disease

If an employee believes he has become ill because of his work, and the illness is an occupational disease, he should consult a doctor who may consider it an occupational disease. The doctor should report his illness as soon as possible and no later than eight weeks after determining that the illness may be caused by work.

Special circumstances in which an employee should report an accident at work

There are cases when an employee must report an accident at work himself. This includes, for example, situations where the employer does not intend to report the accident and situations where the employer has gone bankrupt. In such cases, the employee can report the accident himself using the EASY electronic notification system, which is available on virk.dk.

Compensation

In order to be entitled to compensation or other compensation, the acquired injury must qualify as an occupational injury. A work accident or occupational disease will only be considered an occupational injury if it is caused by the employer's negligence in Denmark or while working for him.

Diseases

If an employee becomes ill, he should always notify the company as soon as possible. The rules about this are set forth in the employment contract. Due to sick leave during the first 6 months of employment, sick pay is received through the municipality. The place of employment should help its employees with this. After 6 months of employment, the employee is entitled to full pay for the first 9 weeks of illness. If an employee is injured at his workplace, he should always contact a workplace representative who will help him.

Safety Representative (SR)

A Safety Representative is a person elected by employees to deal with environmental issues. When a company has more than 10 employees, such a representative must be elected. If the election does not take place, then the manager performs this function.

Choosing a safety representative is a good option, as it is the easiest way to protect the interests of employees. If there are problems in the work environment, it is too physically or mentally tough, it is possible to talk to a safety representative. It is worth remembering that everyone has the right to work in a friendly work environment. 

If the safety representative is not selected or his response is not satisfactory, you can then contact the Labor Inspectorate. The complaint will be handled discreetly and remain anonymous to the employer. Based on the complaint, the Labor Inspectorate will conduct a random inspection of working conditions. FOA members can always contact their local branch if they encounter any problems.

Denmark has a long tradition of working to create and maintain a friendly work environment. A series of laws and regulations, which always put people at the center, oblige employers to provide a good workplace where employees can do their work without risk of accident or injury.

Insurance in Denmark

A person legally residing in Denmark acquires the right to social insurance just like everyone else. Note, however, that as a foreigner, you must have lived in Denmark for a total of seven years in the past eight years to be entitled to social security benefits or introductory benefits.

Unemployment insurance

A person who loses their job in Denmark may be entitled to unemployment benefits. Unlike many other countries, unemployment insurance in Denmark is voluntary. You can buy unemployment insurance from an unemployment insurance fund, known as "a-kasse." Many unemployment insurance funds are affiliated with labor unions.

[Infographic] Unemployment insurance.

In Denmark, unemployment insurance is voluntary. 

Individuals who wish to be insured against unemployment must apply to become a member of the Danish insurance fund - a request must be made in writing. 

Only persons employed in Denmark can become members of the fund.

 

Individuals who have been employed in another EU/EEA country can be credited for the insurance period, in Denmark to meet the insurance requirements. In this case, those concerned should:

Insurance vs. citizens of EU/EEA countries 

Citizens of EU/EEA countries who have since joined the Danish unemployment insurance fund have the same rights and must meet the same conditions as Danes. Citizens of Central European EU member states should know that the basic condition for the right to unemployment benefits is that a person remains available on the Danish labor market with one day's notice. This condition is not met by those who are required to have a residence and work permit to perform specific work in Denmark. 

Citizens of Central European EU countries are entitled to unemployment benefits and allowances in the same way as other migrant workers if they become unemployed after at least 12 months of continuous full-time employment in Denmark. This rule does not apply to workers who voluntarily leave the labor market. The right to unemployment benefits and social assistance also depends on whether the interested party meets other legal requirements of general application.

Liability/NVW insurance

An employer who hires an employee is required by law to purchase accident insurance to protect the employee in the event of an accident during the workday. The employee should make sure that his employer has a valid insurance contract. If a person working in Denmark needs liability and accident insurance outside of working hours, consider taking out household insurance. It is possible to protect yourself through an insurance contract taken out in your home country. 

Health services 

Access to health services, including doctors, specialists, dental care for children, health care and hospitalization, is linked to a CPR number. With this number, you can use these health services as freely as any other Danish citizen. Frontier workers can also use the Danish health care system, even if they do not live in Denmark. 

It is possible to obtain a special health insurance card, which must be renewed annually. The health department in the home country applies for a special health insurance card from the municipality where the employer is located. Some health services are not free. You pay for your own treatment, for example, at physiotherapists, chiropractors and dentists.

In case of job loss

If a person has lost his or her job, he or she is entitled to unemployment benefits if he or she has been insured as unemployed during the past year and has worked full-time for at least 52 weeks in the past three years.

Being a part-time employee, you need to earn adequate full-time hours to qualify for unemployment benefits. In order to qualify for municipal benefits, you must be unemployed, but able and willing to take another job. This means that, as an unemployed person, you must actively seek to find work. The exact definition of "actively seeking work" is currently under discussion in Denmark, but you can still receive support from the Unemployment Insurance Fund if you lose your job.

Dismissal during training 

If you are dismissed during your training, for example because you failed to pass your apprenticeship due to your lack of knowledge of the Danish language and cultural differences, you may receive benefits for a temporary period - up to three months - until you can rejoin your training or apprenticeship.

Retirement in Denmark

The right to a Danish pension is acquired after 5 years of residence in Denmark - these do not have to be years worked. The amount of the Danish pension is calculated according to the formula: 

The amount of the full pension x the number of years of residence in Denmark / 40 = the amount of the pension to which you are entitled

The amount of the Danish pension

The current full pension is DKK 13,250 (PLN 7,630) gross per month for a single person or DKK 9,780 (PLN 5,630) gross per month for a person in a relationship. Currently, the pension is available to people over 65, but in 2022 the retirement age will be raised to 67. Currently, after 5 years in Denmark, you can count on a pension of about 650-900 PLN per month.

Early retirement 

Early retirement is a concept rarely seen outside of Denmark. Early retirement is a voluntary retirement program for members of the unemployment insurance system. The program allows partial or full withdrawal from the labor market from age 60. Early retirement requires 30 years of membership in the unemployment insurance fund. A person who is younger than 30 and plans to settle and remain in Denmark in later years can request information from the unemployment insurance fund.

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