Living and working conditions: Denmark

The Danish job centres

If you are in Denmark and looking for work, you can, without registering and free of charge, receive assistance and an overview of local job opportunities at the local job centre.

There are 94 job centres nationwide. Thus, there is a job centre in nearly all of the country’s 98 municipalities. However, certain municipalities cooperate with other municipalities and therefore do not have their own job centre.

The job centres provide assistance that facilitates your personal job search, which means that they can give you advice and guidance, as well as help you use the facilities they provide for your job search.

The website jobnet.dk (in Danish only) is the Danish job centres’ online service for jobseekers and employers throughout the country. Here you can register your CV, assign a job agent and look for open positions in the extensive job database.

Find your local job centre here or find more information on looking for a job in Denmark at www.workindenmark.dk

Workindenmark

Workindenmark is a public employment service for Danish companies and international candidates, comprised of three service centres and the portal www.workindenmark.dk. Workindenmark is a supplement to the recruiting efforts already taking place at the country’s job centres.

The Workindenmark centres in Copenhagen, Odense and Aarhus offer goal-oriented recruitment services for industries and companies in which there is a need for highly qualified candidates.

Workindenmark offers recruitment services to job seekers and all types of companies that turn to the centres with a request to work in Denmark or to recruit international candidates.

The portal www.workindenmark.dk offers the following services:

1. A job bank, which you can use to search through a large number of English-language job vacancies in Denmark, as well as establish a job agent who notifies you in case of relevant job opportunities.
2. A CV bank, where, as an international job seeker, you can register your profile and make yourself visible to Danish employers.
3. Information in English regarding working conditions, taxes, salary, medical coverage, registration documents, residence and work permits, life in Denmark, etc.

Links:

Searching for a job in Denmark is not significantly different than searching for a job in other countries. Essentially, there are four ways of searching for a job in Denmark:

1. Applying for a job listed in an actual job advertisement
2. Applying spontaneously to a company that you are interesting in working for
3. Entering your CV into a database, either at a job portal like workindenmark.dk, or at a private recruitment company
4. Searching for a job within your network

About searching for jobs and interviews:

A job application should not take up more than one, clearly legible A4-sized page.
You should always include a CV, describing your previous work experience, educational background, courses, expertise and hobbies.

It is also recommended that you include any relevant educational or training certificates and recommendations from previous employers.

The job application serves as something of an appetizer. It should describe what your motivation is for applying for the job, and give an impression of why your previous experience, professional qualifications and social skills make you the best candidate for the job.

Normally, you will receive a confirmation from the company, stating that they have received your application. However, it is only after the application period that you can expect a definitive response, after which you may be called in for an interview.

In many professional fields, they use different types of tests in the recruiting process, e.g. personality tests. Often there will be more than one interview.

At workindenmark.dk there is an e-learning course on looking for a job in Denmark: Make it Work in Denmark. The course consists of four modules:

• 'Job search in Denmark': On finding vacancies and compiling CVs and applications that will meet the needs of Danish companies.
• 'Using LinkedIn in your job search and professional network': About profile optimisation, companies’ use of LinkedIn for recruitment and use of networks and LinkedIn in job hunting in Denmark.
• 'Contact companies and succeed in your job interviews': About training in contacting companies and going to job interviews.
• 'An introduction to Danish workplace culture': About unwritten rules, for example, hierarchies and equality, meeting culture, the value of punctuality, Danish irony and humour, social conventions and tone.

Furthermore, you are always welcome to contact the Workindenmark centres for advice and guidance.

Links:

Definition

There are two types of periodically limited traineeship schemes, both aiming at helping the unemployed to get practical as well as occupational experience, to enhance the opportunities to find an ordinary job:

1. In-company traineeships
2. Wage subsidy schemes

Overview

In-company traineeships are used to clarify  employment goals for the individual, but are also used for persons who have difficulties getting employment on normal wage and working terms (or in a wage subsidy scheme, cf. below). The schemes are offered with a duration of 4 to 13 weeks, depending on previous occupational experience. Longer schemes may be offered to certain groups.

The overall purpose of wage subsidy schemes is to train or retrain the professional, social or language skills of the unemployed. For certain groups, the purpose may also be retention on or re-entry into the labour market. Wage subsidy schemes are typically offered for a period of up to 3 months, which can be prolonged to max. 6 months.

Eligibility

Danish citizens are entitled to be offered in-company traineeships or wage subsidy schemes if they are within the target group included in the Active Employment Promotion Act (e.g. recipients of unemployment benefits or cash benefits), provided they fulfil the conditions laid down in this law. This is also the case as regards citizens from other EEA-countries.   

In parallel to this, foreing citizens, including citizens from another EEA-country, who are included in an integration programme, can be offered in-company traineeships or wage subsidy schemes in accordance with the legislation regarding integration.

Finally, unemployed who are self supporting, including citizens from another EEA country and Green Card holders, who are not entitled to offers in accordance with the legislation regarding integration, can be offered in-company traineeships or wage subsidy schemes, provided they meet the legislative definition of being self supporting, and if it is assumed that this measure will enhance their employment opportunities. 

Implementation

The schemes are administered by the municipal job centres, which make sure that the individual schemes get a qualitative content adapted to the individual’s needs.

Wage subsidy schemes must lead to additional employment in the company in question.

In both schemes it must be documented that there is a reasonable relationship between the number of employees on ordinary terms and the number of persons on these schemes.

The fulfilment of these claims must be documented and signed by both the employer and a representative of the employee. It is also demanded that the representative of the employee declare that he or she has been involved in the appointment, and whether he or she has a positive attitude as regards meeting the goals of the appointment.

The rules vary slightly depending on whether the appointment is in a public or private company, respectively.

Living and working conditions

see above

Where to find opportunities / job vacancies

Local employment offices (local PES)

Funding and support

At the local employment office.

Where to advertise opportunities

By contacting the local job centre

Funding and support

The local job centre

Legal framework

Apprenticeship schemes are included in all the Vocational Education and Training programs (VET), which are based on The Act of Vocational Education and Training.

Description of schemes

VET is a dual based education with 106 different programs alternating between theory, which is school based, and practical education either as apprenticeship or internship. The students are paid by the state or a salary paid by the labour market.

Further information: 

• eng.uvm.dk/Fact-Sheets/Upper-secondary-education/Initial-Vocational-education-and-training-programmes
• www.ug.dk/uddannelser/erhvervsuddannelser

Eligibility

Apprenticeship is first of all an integrated part of the dual-based VET-program. Applicants from other EEA nationals have only access to this kind of apprenticeship by participating in the duel-based program.

Apprenticeship is, however, also a an agreement for the entire education period between a student and  an employer on which basis the student follow the VET program.

Further information:

• www.praktikpladsen.dk/
• www.ug.dk/uddannelser/artikleromuddannelser/omerhvervsuddannelser/ny-mesterlaere
• eng.uvm.dk/Fact-Sheets/Upper-secondary-education/Initial-Vocational-education-and-training-programmes

Living and working conditions

Students receive salary during their education depending on the student’s age and which part of the VET - program (s)he is following.

Further information: eng.uvm.dk/Fact-Sheets/Upper-secondary-education/Initial-Vocational-education-and-training-programmes

Where to find opportunities / job vacancies

Candidates can look for apprenticeships on: www.praktikpladsen.dk/. 

Further more VET colleges are obliged to support the students in finding a company for apprenticeships.

Funding and support

The candidates can contact the local VET colleges, who  are obliged to provide guidance and support

Further information:

• www.praktikpladsen.dk/,
• www.ug.dk,
• www.uvm.dk/Uddannelser/Erhvervsuddannelser

Where to advertise opportunities

www.praktikpladsen.dk/

Funding and support

The employers can contact local VET-college for information on funding and support.

Further information eng.uvm.dk/Fact-Sheets/Upper-secondary-education/Initial-Vocational-education-and-training-programmes

The free movement of goods is one of the cornerstones of the European Single Market.

The removal of national barriers to the free movement of goods within the EU is one of the principles enshrined in the EU Treaties. From a traditionally protectionist starting point, the countries of the EU have continuously been lifting restrictions to form a ‘common’ or single market. This commitment to create a European trading area without frontiers has led to the creation of more wealth and new jobs, and has globally established the EU as a world trading player alongside the United States and Japan.

Despite Europe’s commitment to breaking down all internal trade barriers, not all sectors of the economy have been harmonised. The European Union decided to regulate at a European level sectors which might impose a higher risk for Europe’s citizens – such as pharmaceuticals or construction products. The majority of products (considered a ‘lower risk’) are subject to the application of the so-called principle of mutual recognition, which means that essentially every product legally manufactured or marketed in one of the Member States can be freely moved and traded within the EU internal market.

Limits to the free movement of goods

The EU Treaty gives Member States the right to set limits to the free movement of goods when there is a specific common interest such as protection of the environment, citizens’ health, or public policy, to name a few. This means for example that if the import of a product is seen by a Member State’s national authorities as a potential threat to public health, public morality or public policy, it can deny or restrict access to its market. Examples of such products are genetically modified food or certain energy drinks.

Even though there are generally no limitations for the purchase of goods in another Member State, as long as they are for personal use, there is a series of European restrictions for specific categories of products, such as alcohol and tobacco.

Free movement of capital

Another essential condition for the functioning of the internal market is the free movement of capital. It is one of the four basic freedoms guaranteed by EU legislation and represents the basis of the integration of European financial markets. Europeans can now manage and invest their money in any EU Member State.

The liberalisation of capital markets has marked a crucial point in the process of economic and monetary integration in the EU. It was the first step towards the establishment of our European Economic and Monetary Union (EMU) and the common currency, the Euro.

Advantage

The principle of the free movement of capital not only increases the efficiency of financial markets within the Union, it also brings a series of advantages to EU citizens. Individuals can carry out a broad number of financial operations within the EU without major restrictions. For instance, individuals with few restrictions can

1. easily open a bank account,
2. buy shares
3. invest, or
4. purchase real estate

in another Member State. EU Companies can invest in, own and manage other European enterprises.

Exceptions

Certain exceptions to this principle apply both within the Member States and with third countries. They are mainly related to taxation, prudential supervision, public policy considerations, money laundering and financial sanctions agreed under the EU Common Foreign and Security Policy.

The European Commission is continuing to work on the completion of the free market for financial services, by implementing new strategies for financial integration in order to make it even easier for citizens and companies to manage their money within the EU.

The vast majority of employees choose to rent housing, in particular when staying in Denmark for a shorter period of time. Depending on your finances and the length of your stay, you can also choose to own your housing, or a share of it.

In the major cities in particular it can be time-consuming finding suitable housing and it is therefore recommended that you start well before you expect to use. You should also be aware that the prices in and around the major cities (Copenhagen, Odense, Aarhus and Aalborg) can be considerably higher than in the rest of the country.

Searching for housing:

The internet is by far the most useful method for searching for housing in Denmark. It also provides the advantage of allowing you to begin your search for housing before you arrive in Denmark.

There are numerous free as well as fee-based websites and portals that mediate housing. Often the websites are structured so that you can search for housing based on various criteria, for example rental period, location, price and size. At certain websites it is also possible to create a search profile, so that you can receive automatic updates by email when a new housing fulfilling your criteria is found.

At the free websites in particular, there is often high demand for the housing offered. For that reason, it recommended that you contact the housing provider as soon as you are given an interesting offer.

Private rental associations often provide rental housing to international workers for shorter or longer periods. The housing that the rental associations can offer is owned by Danes who do not have a need for their housing for a period of time, for example when being posted abroad.

If you wish to buy housing, you can turn to a real estate agent. Real estate agents are responsible for selling housing and can provide you with information as well as show you housing.

In many cases, your employer may also be of help. Many larger workplaces also have agreements with relocation companies, which help international workers find both medium-term and permanent housing.

Links:

Children residing in Denmark receive a 10-year compulsory education (folkeskole). It is free to attend compulsory education (folkeskole) and there are no requirements for admission. Denmark’s public schooling and educational system is financed by taxes and is thus free for individual students.

Families with children between 6 and 16 will automatically be sent information about schools and education once they have registered with the resident register (folkeregistret). You may also at any time contact the school management in the municipality you wish to move to and ask for advice and guidance about the options available to you. Here you can also find information about individual offers for speakers of foreign languages.

There are also a number of private schools, among these international schools, partially funded by parents. You can find an overview of international schools here.

If you have children older than 16 and who have finished primary school in their home country, they may receive secondary education in Denmark.  You should contact the relevant institution directly to receive information about enrolment procedures and any requirements.

There are several international secondary schools offering IB programmes (International Baccalaureate®), in particular goal-oriented international students. You can read more about international secondary schools here.

In Denmark it is normal that both parents are employed. For that reason there is a large selection of public care services for both small children and somewhat larger children in need of after-school care.

The municipalities offer care to all children in Denmark – in the form of nurseries, pre-schools or municipal daycare services. Contact your municipality regarding local child-care centres and schools.

Read more at workindenmark.dk, for information and links to schools, government authorities and places of education.

Links:

The implementation of the principle of free movement of people, is one of the cornerstones of our European construction, has meant the introduction a series of practical rules to ensure that citizens can travel freely and easily to any Member State of the European Union. Travelling across the EU with one’s car has become a lot less problematic. The European Commission has set a series of common regulations governing the mutual recognition of driving licences, the validity of car insurance, and the possibility of registering your car in a host country.

Your driving licence in the EU

The EU has introduced a harmonised licence model and further minimum requirements for obtaining a licence. This should help to keep unsafe drivers off Europe's roads - wherever they take their driving test.

Since 19 January 2013, all driving licences issued by EU countries have the same look and feel. The licences are printed on a piece of plastic that has the size and shape of a credit card.

Harmonised administrative validity periods for the driving licence document have been introduced which are between 10 and 15 years for motorcycles and passenger cars. This enables the authorities to regularly update the driving licence document with new security features that will make it harder to forge or tamper ­- so unqualified or banned drivers will find it harder to fool the authorities, in their own country or elsewhere in the EU.

The new European driving licence is also protecting vulnerable road users by introducing progressive access for motorbikes and other powered two-wheelers. The "progressive access" system means that riders will need experience with a less powerful bike before they go on to bigger machines. Mopeds will also constitute a separate category called AM.

You must apply for a licence in the country where you usually or regularly live. As a general rule, it is the country where you live for at least 185 days each calendar year because of personal or work-related ties.

If you have personal/work-related ties in 2 or more EU countries, your place of usual residence is the place where you have personal ties, as long as you go back regularly. You don't need to meet this last condition if you are living in an EU country to carry out a task for a fixed period of time.

If you move to another EU country to go to college or university, your place of usual residence doesn't change. However, you can apply for a driving licence in your host country if you can prove you have been studying there for at least 6 months.

Registering your car in the host country

If you move permanently to another EU country and take your car with you, you should register your car and pay car-related taxes in your new country.

There are no common EU rules on vehicle registration and related taxes. Some countries have tax-exemption rules for vehicle registration when moving with the car from one country to another permanently.

To benefit from a tax exemption, you must check the applicable deadlines and conditions in the country you wish to move to.

Check the exact rules and deadlines with the national authorities: https://europa.eu/youreurope/citizens/vehicles/registration/registration-abroad/index_en.htm 

Car Insurance

EU citizens can insure their car in any EU country, as long as the chosen insurance company is licensed by the host national authority to issue the relevant insurance policies. A company based in another Member State is entitled sell a policy for compulsory civil liability only if certain conditions are met. Insurance will be valid throughout the Union, no matter where the accident takes place.

Taxation

Value Added Tax or VAT on motor vehicles is ordinarily paid in the country where the car is purchased, although under certain conditions, VAT is paid in the country of destination.
More information on the rules which apply when a vehicle is acquired in one EU Member State and is intended to be registered in another EU Member State is available on this link https://europa.eu/youreurope/citizens/vehicles/registration/taxes-abroad/index_en.htm.

It is your citizenship that decides whether you can travel to Denmark to work, or whether you need a residence and working permit before you arrive.

In this respect, there is a distinction between citizens of Nordic countries, citizens of EU/EEA and citizens from third countries. In addition, special rules apply for cross-border workers and workers posted by foreign companies.

If you are a citizen of an EU/EEA country or Switzerland, you have the right to live and work in Denmark, without having to apply for a residence permit.

When you arrive in Denmark, however, you must address a number of practical issues concerning your stay in Denmark if it is to last more than 3 months.

Among other things, you must acquire an EU residence document if you are a national of an EU / EEA country or a Swiss national. An EU residence document is the documentation substantiating your right to stay in Denmark. In addition to this, you are to ensure that the Danish authorities are properly notified about where you live and about your tax situation.

You can obtain your EU residence document by appearing in person at the Danish Agency for International Recruitment and Integration (SIRI). You must make an appointment beforehand with the Danish Agency for International Recruitment and Integration.

Alternatively, you can turn to International Citizen Service in Copenhagen, Aalborg, Aarhus or Odense. Here, all government agencies are gathered under one roof. It is therefore, as a rule, only necessary for you, and anyone accompanying you, to look here to get a handle on the paperwork and answers to your questions.

You can obtain more information about the EU residence document at newtodenmark.dk.

Links:

Personal documents:

When you go to Denmark to live and work, it is a good idea to take the following documentation with you:

• A passport valid for the entire period which you intend to stay in Denmark.
• Your employment contract, if you've already found a job.
• Any residence and work permits, if these are required.
• A CV in English or Danish (see also 'How you find a job').
• Degree certificates in Danish, English, Norwegian or Swedish. (If you want to have your education evaluated and recognised by the Ministry of Higher Education and Science, then the degree certificates and any specific, relevant personal documents should be in Danish, English, French, German, Norwegian or Spanish.)
• Any recommendations from previous employers, etc. in English or Danish.
• Passport photos. Individual employers request photos on the application or application documents.
• European Health Card (blue)
• Original birth and marriage certificates and children’s birth/baptism certificates in Danish, English, Norwegian, Swedish and German.
• Proof of your residential address in Denmark (e.g. rental contract).

It is also a good idea to take with you photo copies of the above-mentioned documents.

Check list:

Insurance against unemployment: In Denmark it is voluntary to be a member of the unemployment insurance fund (A-kasse). Therefore, you should make sure to register with an unemployment insurance fund if you wish to be insured against unemployment and maintain any benefits and allowances you have saved from your home country. This must be done no later than 8 weeks after the right to insurance ceases in your home country. There are unemployment insurance funds for individual professions, as well as those professions which are cross-professional. You will find an overview of all A-kasse unemployment insurance funds here (in Danish).

Authorisation: If you work within a regulated profession, you must have authorisation or similar approval of foreign qualifications before beginning work. If you only wish to provide services provisionally or occasionally in Denmark, then there is a quicker procedure where you normally only have to register. Read more about authorisation and how you apply at the Ministry of Higher Education and Science.

Cars: If you wish to take with you to Denmark a car that is registered in your home country, it must be re-registered and you must have Danish registration plates. Additionally, you must pay a registration fee to SKAT – The Danish Customs and Taxation Administration. Read more about re-registering with SKAT here.

Housing: Your employer can often help you find housing – although in some cases, only for the first several weeks of your stay. If not, it is a good idea to find a place to live before arriving in Denmark.

Insurance: When you work in Denmark and receive a health card, you will have health insurance equal to that of Danish citizens. If you wish to obtain travel insurance, you should take out such a policy before departure. Review whether your current home insurance and liability and accident insurance covers you when you live and work in Denmark.

Registration: If you are an EU / EEA or Swiss citizen and expect to stay in Denmark for more than 3 months, you must register with the Danish Agency for International Recruitment and Integration. An EU residence document is the documentation substantiating your right to stay in Denmark.

Moving: Remember to notify the authorities in your country of origin of your move. When you move to Denmark, make sure to notify the Borgerservice (Citizen’s Services) in your municipality of residence.

When you register your relocation, you will at the same time receive a CPR number, and receive the opportunity to choose a doctor.

At International Citizen Service (ICS) in Copenhagen, Aalborg, Aarhus and Odense, you can submit an application to be issued an EU residence document, a CPR number and a tax card. A condition for being issued a CPR number is that your closest ICS centre has an agreement with your municipality of residence to issue a CPR number. You can check on this at icitizen.dk. At ICS, you can also receive personal assistance with your job search in Denmark, Danish lessons, and help with the Danish tax system and re-registering cars.

You can read comprehensive information about how you prepare for life in Denmark at Workindenmark’s welcome portfolio.

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Quality of work and employment - a vital issue, with a strong economic and humanitarian impact

Good working conditions are important for the well-being of European workers. They

• contribute to the physical and psychological welfare of Europeans, and
• contribute to the economic performance of the EU.

From a humanitarian point of view, the quality of working environment has a strong influence on the overall work and life satisfaction of European workers.

From an economic point of view, high-quality job conditions are a driving force of economic growth and a foundation for the competitive position of the European Union. A high level of work satisfaction is an important factor for achieving high productivity of the EU economy.

It is therefore a core issue for the European Union to promote the creation and maintenance of a sustainable and pleasant working environment – one that promotes health and well-being of European employees and creates a good balance between work and non-work time.

Improving working conditions in Europe: an important objective for the European Union.

Ensuring favourable working conditions for European citizens is a priority for the EU. The European Union is therefore working together with national governments to ensure a pleasant and secure workplace environment. Support to Member States is provided through:

• the exchange of experience between different countries and common actions
• the establishment of the minimum requirements on working conditions and health and safety at work, to be applied all over the European Union

Criteria for quality of work and employment

In order to achieve sustainable working conditions, it is important to determine the main characteristics of a favourable working environment and thus the criteria for the quality of working conditions.

The European Foundation for the Improvement of Living and Working Conditions (Eurofound) in Dublin, is an EU agency that provides information, advice and expertise on, as the name implies, living and working conditions. This agency has established several criteria for job and employment quality, which include:

• health and well-being at the workplace – this is a vital criteria, since good working conditions suppose the prevention of health problems at the work place, decreasing the exposure to risk and improving work organisation
• reconciliation of working and non-working life – citizens should be given the chance to find a balance between the time spent at work and at leisure
• skills development – a quality job is one that gives possibilities for training, improvement and career opportunities

The work of Eurofound contributes to the planning and design of better living and working conditions in Europe.

Health and safety at work

The European Commission has undertaken a wide scope of activities to promote a healthy working environment in the EU Member States. Amongst others, it developed a Community Strategy for Health and Safety at Work for the period 2021-2027. This strategy was set up with the help of national authorities, social partners and NGOs. It addresses the changing needs in worker’s protection brought by the digital and green transitions, new forms of work and the COVID-19 pandemic. At the same time, the framework will continue to address traditional occupational safety and health risks, such as risks of accidents at work or exposure to hazardous chemicals.

The Community policy on health and safety at work aims at a long-lasting improvement of well-being of EU workers. It takes into account the physical, moral and social dimensions of working conditions, as well as the new challenges brought up by the enlargement of the European Union towards countries from Central and Eastern Europe. The introduction of EU standards for health and safety at the workplace, has contributed a lot to the improvement of the situation of workers in these countries.

Improving working conditions by setting minimum requirements common to all EU countries

Improving living and working conditions in the EU Member States depends largely on the establishment of common labour standards. EU labour laws and regulations have set the minimum requirements for a sustainable working environment and are now applied in all Member States. The improvement of these standards has strengthened workers’ rights and is one of the main achievements of the EU’s social policy.

The importance of transparency and mutual recognition of diplomas as a crucial complement to the free movement of workers

The possibility of obtaining recognition of one’s qualifications and competences can play a vital role in the decision to take up work in another EU country. It is therefore necessary to develop a European system that will guarantee the mutual acceptance of professional competences in different Member States. Only such a system will ensure that a lack of recognition of professional qualifications will not become an obstacle to workers’ mobility within the EU.

Main principles for the recognition of professional qualifications in the EU

As a basic principle, any EU citizen should be able to freely practice their profession in any Member State. Unfortunately the practical implementation of this principle is often hindered by national requirements for access to certain professions in the host country.

For the purpose of overcoming these differences, the EU has set up a system for the recognition of professional qualifications. Within the terms of this system, a distinction is made between regulated professions (professions for which certain qualifications are legally required) and professions that are not legally regulated in the host Member State.

Steps towards a transparency of qualifications in Europe

The European Union has taken important steps towards the objective of achieving transparency of qualifications in Europe:

• An increased co-operation in vocational education and training, with the intention to combine all instruments for transparency of certificates and diplomas, in one single, user-friendly tool. This includes, for example, the European CV or Europass Trainings.
• The development of concrete actions in the field of recognition and quality in vocational education and training.

Going beyond the differences in education and training systems throughout the EU

Education and training systems in the EU Member States still show substantial differences. The last enlargements of the EU, with different educational traditions, have further increased this diversity. This calls for a need to set up common rules to guarantee recognition of competences.

In order to overcome this diversity of national qualification standards, educational methods and training structures, the European Commission has put forward a series of instruments, aimed at ensuring better transparency and recognition of qualifications both for academic and professional purposes.

1. The European Qualifications Framework

The European Qualifications Framework is a key priority for the European Commission in the process of recognition of professional competences. The main objective of the framework is to create links between the different national qualification systems and guarantee a smooth transfer and recognition of diplomas.

2. The National Academic Recognition Information Centres (NARICs)

A network of National Academic Recognition Information Centres was established in 1984 at the initiative of the European Commission. The NARICs provide advice on the academic recognition of periods of study abroad. Located in all EU Member States as well as in the countries of the European Economic Area, NARICs play a vital role the process of recognition of qualifications in the EU.

3. The European Credit Transfer System (ECTS)

The European Credit Transfer System aims at facilitating the recognition of periods of study abroad. Introduced in 1989, it functions by describing an education programme and attaching credits to its components. It is a key complement to the highly acclaimed student mobility programme Erasmus.

4. Europass

Europass is an instrument for ensuring the transparency of professional skills. It is composed of five standardised documents

• a CV (Curriculum Vitae),
• a cover letter editor,
• certificate supplements,
• diploma supplements, and
• a Europass-Mobility document.

The Europass system makes skills and qualifications clearly and easily understood in the different parts of Europe. In every country of the European Union and the European Economic Area, national Europass centres have been established as the primary contact points for people seeking for information about the Europass system.

In Denmark, you must have turned 18 to enter into an employment contract that is legally binding. Specific regulations apply with regard to working hours, daily breaks, weekly days off, tasks allowed to be performed, etc., in cases where a person under 18 is to be employed. If people between the age of 13 and 15 are to be employed, then the employer is notify the minor’s parents or guardians of the employment, including the length of the working hours, and whether there are any accident and health hazards that may be tied to the work procedures, including whether the correct safety- and health-related measures have been taken to counteract these risks.

In the case of employment lasting more than 1 month with weekly working hours of more than 8 hours, the employer must provide written proof of employment no later than 1 month after the employment commences. Even if your employment does not meet the requirements for obtaining an employment contract, it is a good idea to ask the employer to draw up a brief written employment agreement to avoid any doubts at a later stage.

The most common form of employment is as a full-time employee, which in most cases corresponds to a work week of 37 hours and 5 weeks of annual leave. You can also be employed on a part-time basis, which means that you have a shorter maximum of weekly working hours than a full-time employee in a similar position.

There are also different types of temporary employment forms in Denmark, including among others: temporary work and project work. The difference from ordinary employment is simply that you are employed for a limited period, which is specified in advance and included in your contract.

A portion of independent workers freelance or work on a consulting basis, in which the employer buys the person’s service from task to task. In such cases, the employer assumes no obligations in relation to leave, sick days, maternity leave or similar. Often, the freelancer must provide work equipment and offices themselves.

It is normal for students in both training and youth education to have jobs on the side along with their studies. As a student you have the same rights as a full-time employee, but have fewer scheduled hours (circa 10–20 hours a week) and receive a wage on an hourly basis. As a part of the education, it is also possible to have a student position or an intern position in a company.

It is also possible to work as a person posted by a foreign company to Denmark. As a person posted to Denmark by a foreign company, you are covered by a number of rights and obligations regulated by The Act on the Posting of Workers (Udstationeringsloven). Furthermore, as a posted person you are to ensure that you have a legal basis for your stay in Denmark. Read more about foreign posting here.

In Denmark, employment conditions can either be agreed upon or negotiated between the employee and the employer, or negotiated through a collective agreement between unions and employer associations. Collective agreements entail provisions regarding, for example, salary, working hours, education/training, retirement, and rules for salary in case of illness or contract termination. It is not customary to legislate these.
However, the legislation does include minimum requirements for certain aspects. This is, for example, seen in the Holiday Act (ferieloven), the Proof of Employment Act (ansættelsesbevisloven), the Act on Equal Treatment (ligebehandlingsloven), the Act on Earnings in Case of Sickness or Maternity (lov om dagpenge ved sygdom eller fødsel), etc.

Seasonal work in sectors and statistics

Seasonal workers are primarily hired In Agriculture. Around 20 % of the labour force in this sector comes from abroad. In the beginning of the Covid 19 crisis the agricultural sector were concerned, when borders around in Europe closed down. Current reports have not yet included big challenges in this matter. 

Jobindsats.dk, the central authority with Danish Labour Market statistics provides no specific statistics on Seasonal work. 

Measures put in place for frontier and seasonal workers

All persons with a “worthy purpose” can enter Denmark. For the moment this include all work-related travels irrespective of profession. All persons need to provide adequate documentation. For workers this can be a work contract or — for posted workers — a PD A1. 

Please find more information at https://um.dk/en/travel-and-residence/coronavirus-covid-19/

Special schemes and/or conditions for seasonal workers

Employers in Denmark are encouraged to inform foreign workers about the general recommendations to avoid COVID-19 before they arrive at the company and about the company’s COVID-19 measures when they arrive. General guidelines have been translated to relevant languages. No special working conditions for EU Seasonal Workers in Denmark have been introduced. 

Job search in Denmark

The three Workindenmark centres, which are members of EURES and part of the Ministry of Employment, have a website (workindenmark.dk) on which current English language posts in Denmark, including seasonal work, are advertised. Workindenmark.dk also has a CV database currently used by 3 500 companies seeking candidates for their vacancies. Workindenmark.dk offers free e-learning courses and video instructions on job search in Denmark and plenty of information on moving to, living in and — of course — working in Denmark. This includes information on all necessary steps and practical matters involved toward being allowed to live and work in Denmark as a foreign national. Workindenmark also has a Facebook and LinkedIn page for jobseekers in English.

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It is a requirement by law that you, as an employee in Denmark, are to receive an employment contract, provided that you work more than 8 hours a week, and the employment lasts longer than a month. This applies regardless whether your working conditions are encompassed by an agreement or not.

Under an employment contract, the employer is obligated to inform the employee about the conditions of the employment relationship. This may include, among other things, information about the work area, the form of employment, working hours agreed to and the concrete working location.

The contract may, in certain cases, also include non-compete and client obligations.

Provided that the obligations are regulated by an agreement, the employment contract will refer to the agreement.

At base, international employees working Denmark are also covered by the regulations and agreements applicable on the Danish job market.

The employment contract should, at a minimum, include a number of basic details. You can see exactly which details here.

Notice period:

The length of the employee’s and the employer’s notice periods or the rules about them must also be stated in the employment contract. In many cases, however, they follow the conditions that are either stipulated by an agreement or the Act on Salaried Employees (funktionærloven).

An employer may generally make changes to your employment contract by virtue of the rights of management, to the extent the employment conditions do not stipulate against essential changes. If essential changes become relevant, e.g. with respect to work tasks and area of responsibility, salary, working hours and location, the employer is to provide you with notice equal to your notice period. In that way you have the opportunity to either accept the revised conditions or decline them and terminate your employment.

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In Denmark the Act on Protection from Discrimination (forskelsbehandlingloven) stipulates that it is not permitted to discriminate against people on the job market due to race, skin colour, religion or belief, political opinions, sexual orientation, age, disability, social or ethnic origin.

Additionally, the Equal Opportunities Act (ligestillingsloven) prohibits discriminatory treatment based on gender, and has the purpose of promoting equality between men and women. In Denmark, there is a relatively high frequency of women’s participation on the labour market and a general focus on gender equality in the workplace.

Persons who on the job market have been subjected to discriminatory treatment due to, e.g. disability, may submit a complaint to The Board on Equal Treatment (in Danish only), or seek recourse through their union or the court system.

For minors between 13 and 18, particular regulations apply on the job market.
In conjunction with being employed, consideration is given to the minor’s age, developmental level and health as well as the effect on their studies and other education. For minors between 13 and 14, who are covered by compulsory schooling, the working hours may not exceed two hours per school day and 7 hours on other days. The weekly working hours may not exceed 12 hours a week in weeks with school days and 35 hours a week in school-free weeks. 15 to 17 year-olds who are subject to attending compulsory education may work 8 hours a day on days that are not school days. The weekly working hours may not exceed 12 hours a week in weeks with school days and 40 hours a week in school-free weeks. Working hours for 15-17 year-olds, who are no longer subject to attending compulsory education, must not exceed the usual working hours for adults doing the same job and must not exceed 8 hours a day and 40 hours a week.

When daily working hours are 8 hours, it must not be split, however, the young person is allowed a break of at least 30 minutes should the daily working hours exceed 4.5 hours. Young people who have turned 15 and are no longer covered by compulsory schooling may not, generally, work in time frame between 8:00 am and 6:00 pm. They must have a continuous rest period of at least 12 hours a day. In bakeries, but not in shops, young people may work from 4:00 am. In offices, shops, filling stations etc. young people may work until 10:00 pm. In theatres, cinemas, circuses, concert venues etc. and entertainment venues young people may assist in performances until 12:00 pm.

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As an EU citizen, you may establish an independent business in Denmark, and you have the right to stay in Denmark to run it.

New companies, which are established in Denmark, are to be registered digitally within 2 weeks after the articles of association have been signed. During registration, it is also possible to make tax registrations, including VAT registration.

In certain cases, you must register with other specific authorities. For example, in the food sector, in which it is also the case that you must register or seek authorisation at the Danish Veterinary and Food Administration.

All businesses must have a CVR number. The CVR number is the business registration/identification number, which is used when a business is to be identified to authorities and private parties, for example when issuing invoices, etc.

In all regions of Denmark there are so-called Business Development Centres (erhvervshus), where you can receive free help with establishing your own business.

At the website virksomhedsguiden.dk you can find answers in Danish to many typical questions on starting a business in Denmark..

If an international business intends to carry out work in Denmark, it must register as an international service provider in the Register of Foreign Service Providers (the ‘RUT’ register). Read more about RUT at virk.dk.

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Denmark does not have a legally stipulated minimum wage.

Pay and employment conditions are, as a rule, regulated by collective agreements or are negotiated individually between employers and employees.

The individual agreement can stipulate a minimum wage for the sector, and the unions publish annual wage statistics, which can be used as a starting point for salary negotiations.

The most common forms of payment systems in Denmark are based on monthly wages, day wages, hourly wages and piecework wages.

However, for sales workers, there may be provisional wages, and in certain sectors, specific schemes have been established which provide the opportunity to receive a basic wage via a performance-based wage or a bonus.

It is often possible to negotiate various kinds of wage supplements, for example length-of-service supplements or qualification supplements.

The bulk of the collective agreements also encompasses supplementary pension schemes.

Additionally, the agreement will typically regulate overtime wages for any overtime and work on Sundays, as well as evening and night additions for the relevant sector.

Hourly wages, day wages and piecework wages are as a rule paid out one or twice a month and monthly wages are naturally paid out monthly, retrospectively. Wages are generally paid out to an employee’s NemKonto/Easy Account, unless otherwise agreed.

The employer pays the wage after having deducted income tax and employment contributions; the employer also pays holiday contributions and pays for any portion of the wage that is to go to the employee’s pension savings.

It is required by law for your employer to generate a payslip for you. The payslip is your receipt confirming that the company has deducted tax, labour market contribution, etc. The payslip should contain, for example:

• The employer's name, address and CVR number.
• The employee's name, address and CPR number, and, where applicable, an employee number
• The date for preparing the salary statement
• Pay period
• Gross pay (pay before tax)
• Rate of employee´s ATP contribution
• Withholding tax retained
• Labour market contribution retained
• Disbursement to the employee
• Which tax card you used (primary tax card, secondary tax card or tax exemption card) as well as the deduction and deduction percentage indicated on the employee's tax card. The date on which the money is paid to the employee
• The employee's A-income for the pay period and the total A-income for the year so far

The employee's withheld tax for the pay period and the total tax paid for the year so far

Most social and health insurance contributions are paid through tax.

When you work in Denmark, you are to pay tax from your wage to the state and municipality. Through taxes you pay into the Danish welfare system, which encompasses child care, schools/education, elderly care, access to medical care and hospitals among other things. Treatment from dentists, physiotherapists and chiropractors, etc. are in part covered by universal healthcare coverage.

In contrast with most other forms of social insurance, unemployment insurance is optional in Denmark. Thus, you are not automatically insured against unemployment, but you can sign up for insurance through unemployment funds (A-kasse), if you wish to. Read more about unemployment insurance at workindenmark.dk.

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As a general rule, the working hours in Denmark are laid down in an agreement, and for the vast majority of areas, normal working hours are agreed to 37 hours per week. Working hours are primarily between Monday to Friday in the time frame between 6:00 am to 6:00 pm. Breakfast break is normally 30 minutes long. At certain workplaces, the breakfast break is paid as part of general working hours, while at others it is paid by the employees themselves.

For employees over the age of 18, the EU Working Time Directive also provides the following framework for working hours:

• A daily rest period of at least 11 consecutive hours.
• A break during a work day exceeding 6 hours. The length of the break depends on the purpose of the break, e.g. whether it is a break intended for a meal.
• One 24-hour period off per week, which must follow directly a daily rest period. No more than six 24-hour periods between two 24-hour periods off are allowed.
• Weekly working hours of maximum 48 hours on average, incl. overtime.
• An employee on night shift must not work more than 8 hours on average per 24-hour period.

In some cases, these rules may be derogated from in collective agreements. For example, other rules govern daily rest periods for e.g. work on farms and shift work.

Overtime is normal in certain jobs, and can either result in compensatory leave as a supplement to the 5-week annual leave, or it can be paid out as part of one’s salary. It is important that the contracts contain clear rules pertaining to whether the over-time work is to be compensated for, or paid out as salary, and how over time is to be settled.

For minors between the ages of 13 and 14, working hours may not exceed 2 hours on those days the minor attends school and 7 hours on school-free days. The weekly working hours may not exceed 12 hours a week in weeks with school days and 35 hours a week in school-free weeks.

15 to 17 year-olds who are subject to attending compulsory education may work 8 hours a day on days that are not school days. The weekly working hours may not exceed 12 hours a week in weeks with school days and 40 hours a week in school-free weeks.

The working hours for 15 to 17 year-olds who are no longer subject to attending compulsory education may not exceed the customary working hours for adults working in the same sector. Working hours may not exceed 8 hours a day and 40 hours a week.

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The official public holidays in Denmark are those recognised by the Church of Denmark. These are New Year’s Day (1 January), Maundy Thursday, Good Friday, Easter Sunday, Easter Monday, Great Day of Prayers (fourth Friday after Easter), Ascension Day (fortieth day after Easter), Pentecost (fiftieth day after Easter), Whit Monday (day after Pentecost), Christmas Day (25 December) and Second Day of Christmastide (26 December).

Most agreements and employment contracts give the employee the right to time off work on these days, unless the normal work procedure or a specific type of work does not allow this.

Aside from these, there are a few unofficial holidays in Denmark, on which many people are off work. These are, among others, Constitution Day (5 June), Christmas Eve (24 December) and New Year’s Day (31 December). Your workplace and any applicable labour agreements decide whether you are off on these days.

Holiday

As an employee you have the right to 5 weeks of paid holiday leave from your employer, if you have worked an entire calendar year leading up to the holiday year (1 May to 30 April). Earned holiday leave is paid out either in the form of salary during the holiday and a holiday supplement or as a holiday allowance.

If you have not earned the right to 5 week’s paid holiday, you still retain the right to 5 weeks’ holiday, however without pay from the employer.

The new scheme for paid leave entered into force on 1 September 2020. Under the new scheme, employees are to earn and take their leave at the same time over a 12-month period (leave year). This means, for example, that leave which is earned in February can already be taken in March of the same year. However, an employee has the opportunity to take leave in a further 4 months so that there are 16 months within which to take leave (the leave period).

Leave is earned continuously from 1 September to 31 August of the following year (12 months), and 2.08 day's paid leave is earned for each month of employment. An individual employee earns 5 weeks’ paid leave a year. An employee must have earned leave before it can be taken, unless agreed otherwise with the employer.

Leave may be taken in the period from 1 September to 31 December of the following year (16 months). As today, an employee has the right to take 3 weeks’ continuous leave (principal leave) in the period from 1 May – 30 September. All employees are entitled to take 5 weeks’ leave in the leave year.

Maternity leave and parental leave

All pregnant women have the right to 4 weeks of leave for delivery and thereafter 14 weeks of maternity leave. Fathers have the right to 2 weeks of paternity leave, which they are to take out in the course of the first 14 weeks after delivery of the child. Over a total period of 20 weeks, parents can receive a daily maternity allowance, if they meet the basic requirements.

After the first 14 weeks of maternity leave, each of the parents has the right to parental leave of up to 32 weeks. Together they have the right to a daily allowance for 32 weeks. Fathers may, if he chooses, begin his leave before the first 14 weeks after delivery of the child.

Each parent is entitled to extend their parental leave by 8 weeks. However, parents who are employed may also choose to extend their leave by up to 14 weeks. It is not possible to extend the leave by any number other than eight or 14 weeks.

If the leave is extended, you can apply on borger.dk (only in Danish), and the daily allowance will be decreased during the period of leave, as maximum a sum corresponding to 32 weeks of daily allowances may be paid out.

It is possible to resume working and postpone up to 32 weeks of parental leave and defer the leave up until the child has turned nine. You cannot defer the leave if you have chosen to extend it.

For adoptive parents, the same rights apply in general as for biological parents.

There are differing regulations on leave for those parents who are working, who are unemployed, who are self-employed or who are studying/have graduated.

You can contact Udbetaling Danmark if you are uncertain or have questions about the maternity regulations.

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An employer must always have a substantial reason for firing an employee; such as unfitness, cooperative problems or a situation in the company which requires dismissal (for instance work shortage, restructure or cost-savings).

If an employer is not satisfied with your effort as an employee, it is normal for the employer to provide one or several warnings, so that you have the opportunity to correct the situation that the employer is dissatisfied with.

The termination notice period applicable to both you and your employer must be stated in your employment contract. If your employment is covered by an agreement, then the termination notice for both parties typically follows the provisions therein.

If you are employed as per the Act on Salaried Employees (funktionærloven), then there are specific regulations that apply in conjunction with terminating your employment. Pursuant to the Act on Salaried Employees, notice of your dismissal is given 1 month before your resignation. For employers, other regulations apply depending on how long you have been employed.

The employer’s notice period is stipulated as per the Act on Salaried Employees according to the following scheme:

Your notice period as a salaried employee is based on a 1-month period. But no notice is required when you are employed during the agreed probationary period of max. 3 months or have had an agreed temporary employment of max. 1 month.

It is not necessary for termination to occur in writing in order to be legally binding. However, it is recommended that you request written termination for the sake of having evidence. If you yourself terminate your position, this should also occur in writing.

If the company employing you goes bankrupt, you can receive assistance from LG (Lønmodtagernes Garantifond), which is administered by the state pension ATP (Arbejdsmarkedet Tillægs Pension).

LG ensures that you as an employee receive paid wages, holiday pay, pension, etc., in the case that your employer goes bankrupt, dies or ceases to exist.

Read more about what to do and what you can get coverage for here

An employer may not terminate your employment simply because you are the member of a specific union organisation – or not a member of an organisation – as Denmark ensures the right to freedom of association. Furthermore, an employer may not require membership in a specific union organisation.

You can receive a government age-based pension, which is called a state retirement pension (folkepension), from when you are between 65 and 68 years old, depending on when you were born. Specific rules apply for earning the right to a state retirement pension if you come from a country outside of the EU/EEA. You can read more about these rules here.

If due to illness or physical impairment you can no longer support yourself, you may have the right to an early retirement pension. However, you only have the right to an early retirement pension if your working capability has decreased and there are no other possibilities for you to return to the job market, through for instance treatment or retraining.

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The Danish job market is to a large degree regulated by the job market’s parties themselves and not by law. The Danish model means that employers and salaried employees participate in voluntary agreements regarding salary and working conditions.

The unions play a central role in the Danish job market, and organised labour in Denmark encompasses an extensive part of Danish labour market. About 65% of Danish employees are members of a union, varying from sector to sector.

Employees and employers are organised after field/sector in nationwide confederations and organisations. As an international employee, you can also become a member of these Danish organisations.

A union helps you with issues such as salary and working conditions, work-related injuries, rehabilitation and so on.

It is the parties comprising the job market and not the public authorities, for example the police, who are responsible for ensuring that the agreements entered are upheld. This also applies to international companies which have entered an agreement, or which bear obligations through their membership in a Danish employers’ organisation. When an agreement has been entered, a general no-strike clause applies. This means that strikes and lock-outs are normally not allowed under the duration of the agreement.

Certain unions may also offer personal counselling and career planning or offer bonus compensation in the form of discount cards for petrol, shopping centres, insurance, etc. There are variations with respect to the individual unions’ offers depending on the sector.

The choice of union depends on education/position as well as the company. The unions are tied to unemployment funds, but you do not need to be a member of both unions and unemployment funds (A-kasse). If you wish, you can simply be a member of either the union or the relevant union unemployment fund.

Many workplaces have union representatives, who represent unions at the company and which serve as representatives of the employees’ interests in relation to those of the management.

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The right to strike is included in international conventions of the international work organisation ILO. The right is not written into Danish law, but it is stipulated through legal practice, according to which entering a collective agreement with any applicable no-strike clause may make strikes (and lock-outs) improper throughout the duration of the term of the agreement.

Strikes are thus legal when an agreement could not be renewed, as well as in the case of strikes at companies that do not have agreements with their employees.

It is a basic principle in Denmark that unions have the right to pursue achieving collective agreements with employers and employer organisations.

The union organisations can support their wish to obtain an agreement when enacting various union-related actions towards the employer. This also applies to international employers who with their own international employees conduct work in Denmark. The rules about union conflicts are not stipulated by law, but are based on many years of practice in labour law. In Denmark there is a comprehensive right to initiate conflicts and sympathy conflicts (to support the initiation of a conflict). The foremost condition for the legality of a conflict is that the work, which the union seeks to obtain an agreement for, normally belongs within the union’s domain. But it is not a requirement for the union to have its own members employed at the operation. Strikes, blockades and sympathy actions are forms of collective actions which unions may initiate.

Matters relating to the legality of a union conflict can be brought before labour court, which swiftly makes a decision.

The employer organisations possess measures corresponding to those of union organisations; that is, the opportunity to initiate union-related actions. The employers may establish lock-outs and boycott, corresponding to strikes and blockades.

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The term Vocational Education and Training refers to practical activities and courses related to a specific occupation or vocation, aimed at preparing participants for their future careers. Vocational training is an essential means to achieve professional recognition and improve chances to get a job. It is therefore vital that vocational training systems in Europe respond to the needs of citizens and the labour market in order to facilitate access to employment.

Vocational education and training has been an essential part of EU policy since the very establishment of the European Community. It is also a crucial element of the so-called EU Lisbon Strategy, which aims at transforming Europe into the world’s most competitive and dynamic knowledge-based society. In 2002 the European Council reaffirmed this vital role, and established yet another ambitious goal – to make European education and training renowned globally by the year 2010 – by championing a number of world-class initiatives, and in particular by strengthening cooperation in the area of vocational training.

On 24 November 2020, the Council of the European Union adopted a Recommendation on vocational education and training for sustainable competitiveness, social fairness and resilience.

The Recommendation defines key principles for ensuring that vocational education and training is agile in that it adapts swiftly to labour market needs and provides quality learning opportunities for young people and adults alike.

It places a strong focus on the increased flexibility of vocational education and training, reinforced opportunities for work-based learning, apprenticeships and improved quality assurance.

The Recommendation also replaces the EQAVET – European Quality Assurance in Vocational Education and Training – Recommendation and includes an updated EQAVET Framework with quality indicators and descriptors. It repeals the former ECVET Recommendation.

To promote these reforms, the Commission supports Centres of Vocational Excellence (CoVEs) which bring together local partners to develop ‘skills ecosystems'. Skills ecosystems will contribute to regional, economic and social development, innovation and smart specialisation strategies.

Erasmus+

Erasmus+ is the EU's programme to support education, training, youth and sport in Europe.

It has an estimated budget of €26.2 billion. This is nearly double the funding compared to its predecessor programme (2014-2020).

The 2021-2027 programme places a strong focus on social inclusion, the green and digital transitions, and promoting young people’s participation in democratic life.

It supports priorities and activities set out in the European Education Area, Digital Education Action Plan and the European Skills Agenda. The programme also

• supports the European Pillar of Social Rights
• implements the EU Youth Strategy 2019-2027
• develops the European dimension in sport

Who can take part? Find out here.

Adult Education and Lifelong Learning in Europe

Lifelong learning is a process that involves all forms of education – formal, informal and non-formal – and lasts from the pre-school period until after retirement. It is meant to enable people to develop and maintain key competencies throughout their life as well as to empower citizens to move freely between jobs, regions and countries. Lifelong learning is also a core element of the previously mentioned Lisbon Strategy, as it is crucial for self-development and the raising of competitiveness and employability. The EU has adopted several instruments for the promotion of adult education in Europe.

A European area of lifelong learning

In order to make lifelong learning a reality in Europe, the European Commission has set itself the objective of creating a European Area of Lifelong Learning. In this context, the Commission focuses on identifying the needs of both learners and the labour market in order to make education more accessible and subsequently create partnerships between public administrations, suppliers of educational services and civil society.

This EU initiative is based on the objective of providing basic skills – by strengthening counselling and information services at a European level, and by recognising all forms of learning, including formal education and informal and non-formal training.

EU organisations promoting vocational education in Europe

With the objective of facilitating cooperation and exchange in the field of vocational training, the EU has set up specialised bodies working in the field of VOCATIONAL TRAINING.

The European Centre for Vocational Training (CEDEFOP / Centre Européen pour le Développement de la Formation Professionnelle) was created in 1975 as a specialised EU agency for the promotion and development of vocational education and training in Europe. Based in Thessaloniki, Greece, it carries out research and analysis on vocational training and disseminates its expertise to various European partners, such as related research institutions, universities or training facilities.

The European Training Foundation was established in 1995 and works in close collaboration with CEDEFOP. Its mission is to support partner countries (from outside the EU) to modernise and develop their systems for vocational training.

Quality of life – on top of the EU social policy agenda

Favourable living conditions depend on a wide range of factors, such as quality healthcare services, education and training opportunities or good transport facilities, just to name a few aspects affecting citizens’ everyday life and work. The European Union has set for itself the aim to constantly improve the quality of life in all its Member States, and to take into account the new challenges of contemporary Europe, such as socially exclude people or an aging population.

Employment in Europe

Improving employment opportunities in Europe is a key priority for the European Commission. With the prospect of tackling the problem of unemployment and increasing the mobility between jobs and regions, a wide variety of initiatives at EU level are being developed and implemented to support the European Employment strategy. These include the European Employment Services network (EURES) and the EU Skills Panorama.

Health and healthcare in the European Union

Health is a cherished value, influencing people’s daily lives and therefore an important priority for all Europeans. A healthy environment is crucial for our individual and professional development, and EU citizens are ever more demanding about health and safety at work and the provision of high quality healthcare services. They require quick and easy access to medical treatment when travelling across the European Union. EU health policies are aimed at responding to these needs.

The European Commission has developed a coordinated approach to health policy, putting into practice a series of initiatives that complement the actions of national public authorities. The Union’s common actions and objectives are included in EU health programmes and strategies.

The current EU4Health Programme (2021-2027) is the EU’s ambitious response to COVID-19. The pandemic has a major impact on patients, medical and healthcare staff, and health systems in Europe. The new EU4Health programme will go beyond crisis response to address healthcare systems’ resilience. 

EU4Health, established by Regulation (EU) 2021/522, will provide funding to eligible entities, health organisations and NGOs from EU countries, or non-EU countries associated to the programme.

With EU4Health, the EU will invest €5.3 billion in current prices in actions with an EU added value, complementing EU countries’ policies and pursuing one or several of EU4Health´s objectives:

1. To improve and foster health in the Union
   • disease prevention & health promotion
   • international health initiatives & cooperation
2. To tackle cross-border health threats
   • prevention, preparedness & response to cross-border health threats
   • complementing national stockpiling of essential crisis-relevant products
   • establishing a reserve of medical, healthcare & support staff 
3. To improve medicinal products, medical devices and crisis-relevant products
   • making medicinal products, medical devices and crisis-relevant products available and affordable
4. To strengthen health systems, their resilience and resource efficiency
   • strengthening health data, digital tools & services, digital transformation of healthcare
   • improving access to healthcare
   • developing and implementing EU health legislation and evidence-based decision making 
   • integrated work among national health systems

Education in the EU

Education in Europe has both deep roots and great diversity. Already in 1976, education ministers decided to set up an information network to better understand educational policies and systems in the then nine-nation European Community. This reflected the principle that the particular character of an educational system in any one Member State ought to be fully respected, while coordinated interaction between education, training and employment systems should be improved. Eurydice, the information network on education in Europe, was formally launched in 1980.

In 1986, attention turned from information exchanges to student exchanges with the launch of the Erasmus programme, now grown into the Erasmus+programme, often cited as one of the most successful initiatives of the EU.

Transport in the EU

Transport was one of the first common policies of the then European Community. Since 1958, when the Treaty of Rome entered into force, the EU’s transport policy has focused on removing border obstacles between Member States, thereby enabling people and goods to move quickly, efficiently and cheaply.

This principle is closely connected to the EU’s central goal of a dynamic economy and cohesive society. The transport sector generates 10% of EU wealth measured by gross domestic product (GDP), equivalent to about one trillion Euros a year. It also provides more than ten million jobs.

The Schengen area

The Schengen Convention, in effect since March 1995, abolished border controls within the area of the signatory States and created a single external frontier, where checks have to be carried out in accordance with a common set of rules.

Today, the Schengen Area encompasses most EU countries, except for Bulgaria, Croatia, Cyprus, Ireland and Romania. However, Bulgaria, Croatia and Romania are currently in the process of joining the Schengen Area and already applying the Schengen acquis to a large extent. Additionally, also the non-EU States Iceland, Norway, Switzerland and Liechtenstein have joined the Schengen Area.

Air transport

The creation of a single European market in air transport has meant lower fares and a wider choice of carriers and services for passengers. The EU has also created a set of rights to ensure air passengers are treated fairly.

Air passenger rights

As an air passenger, you have certain rights when it comes to information about flights and reservations, damage to baggage, delays and cancellations, denied boarding, compensation in the case of accident or difficulties with package holidays. These rights apply to scheduled and chartered flights, both domestic and international, from an EU airport or to an EU airport from one outside the EU, when operated by an EU airline.

Rail transport

Over the last 25 years the Commission has been very active in proposing restructuring the European rail transport market and in order to strengthen the position of railways vis-à-vis other transport modes. The Commission's efforts have concentrated on three major areas which are all crucial for developing a strong and competitive rail transport industry:

1. opening the rail transport market to competition,
2. improving the interoperability and safety of national networks and
3. developing rail transport infrastructure.

Constitution:

The basic law of the Danish democracy is found in the Danish Constitution. Each amendment to the Danish Constitution goes through referendum procedures.

The Constitution encompasses the basic rules for how the state is to be run, and ensures that the people have a number of rights and freedoms. The Constitution protects the right to private property, freedom of religion, the right to freedom of association and to demonstrate, as well as the freedom to express oneself in writing, speech and in other ways.

Freedom of expression means that in Denmark you can publish your thoughts and opinions. However, this is bound to the responsibilities implied by the courts and other law. You can, for instance, be liable for punishment if you defame, threaten or degrade someone due to, for example, their ethnic origin or faith.

Government:

Denmark is a constitutional monarchy. The legislative power is jointly situated with the queen and the Folketing (parliament), but the executive power is situated with the queen, and the judicial power is situated with the justice system. However, the queen’s executive power is entrusted with the government, which is responsible for the Folketing. All legislation is drafted and approved independently by the Folketing, but requires royal signature to become valid.

Greenland and the Faeroe Islands are self-governing regions and are not part of the EU. Greenland became a home-rule region in 1979. and After the election in November 2008 it was granted home rule as of 21 June 2009. The Faeroe Islands was granted home rule in 1948.

The Folketing deals with and approves the legislation valid in Denmark. The Folketing has 179 members from many different political parties, among them two members from the Faeroe Islands and two from Greenland. The members of the Folketing are elected for 4-year mandates. The prime minister can, however, dissolve the Folketing and call for an election before the end of the 4-year period.

There are 98 municipalities in Denmark. Aside from the large cities, most have 20,000 to 90,000 inhabitants. The municipalities hold independent elections and have their own tax systems, which account for approximately half of public expenses.

The municipalities are responsible for a very large part of the social security system and social services, as well as a portion of the operations of primary healthcare services.

Accordingly, they are responsible for children’s daycares, institutions for disabled persons, service and care for the elderly, home care, employment, etc., and they also bear responsibility for the payment of cash assistance, etc.

Operation of the local school system, both primary schools and most secondary schools, also lies within the municipalities’ area of responsibility. Additionally, the municipalities are responsible for a large number of duties pertaining to the environment and traffic infrastructure, among other things.

The country is furthermore divided into five larger regions, which ensure operation of the healthcare system, including hospitals, psychiatric care as well as health insurance, which additionally includes private doctors and specialist doctors. The regions also bear responsibility for a number of cross-cutting environmental and traffic duties.

The country’s judicial domain is divided into three parts: 24 municipal courts, two high regional courts and a supreme court. All legal advisers and lawyers have permission to pursue cases at municipal courts, whereas special permission is required to obtain the right of audience at the high regional courts and the supreme court.

It is possible to file a complaint with the Special Court of Indictment and Revision if you wish to resume a case, among other things. This may be the case when new information has come forth in relation to a closed case.

The ombudsman of the Folketing is charged with handling complaints to public authorities. In addition, the ombudsman may take up cases at their own initiative and also initiate general examinations of government authorities’ handling of cases.

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People who work in Denmark have to pay taxes in Denmark from the very first day. This also applies to temporary employees such as seasonal workers and craftsmen. Depending on the person's personal and financial affiliation, there may be different types of tax liability.

Like the other Scandinavian countries, Denmark has a high tax burden, but it stems from Denmark’s particularly extensive welfare system, among other things.

The taxes you pay contribute to financing schools, daycare facilities, nursing homes, free education, free medical assistance, hospitals and similar things, which in other countries are paid through insurance funds.

Taxes may vary depending on how much you earn and which municipality you live in. However, there is a ceiling for the maximum amount of tax you must pay, which in 2020 will be 52.06% of your personal income.

In addition, one pays a labour market contribution of 8% of work income in the form of wages and profits from self-employment.

As a general rule, everyone on a salary income is entitled to a personal allowance, which is a minimum amount that is not being taxed. In addition, you are granted employment allowance and a job allowance that are also not being taxed if your salary is subject to a payable employer contribution or if your company disburses a profit. The employment tax allowance in 2020 amounts to 10.50%. and may not exceed DKK 39,400, while the job allowance in 2020 is 4.5%. of income in excess of DKK 195,800 and may not exceed DKK 2,600.  Applicable tariffs and rates can be viewed at skat.dk.

Social contributions are included in the national income tax and are not required as a separate fee.

In Denmark there is a 25% VAT (Value Added Tax) on goods and most services.

If you own your own home in Denmark, you will have to pay taxes on ownership of land and buildings and property value tax. Tax on ownership of land is a tax payable to the municipality on the value of your land. The land value is the value of your land without buildings on it. The charge is determined by the local municipality and levied twice per year. If you have any questions about land tax, you should contact Borgerservice (Citizen’s Services) in the municipality where your home is situated. Property tax is a tax payable to the state on the value of your property. Property value is the value of the real estate, including land and buildings. The property value tax equates to 1% of the property value up to DKK 3,040,000, and 3 percent of the remainder if the value exceeds that.

There is a special tax system for researchers and high earners recruited abroad. Based on a number of conditions, these groups have the possibility, over a period of a maximum of 84 months, to pay a gross tax of 32.84% of their salary (salary, holiday allowance, fees, bonuses, commissions, etc. plus the value of access to company car and company paid telephone, including paid data communication, health treatments paid by employer, etc.) without any deductions, instead of applying the general income tax. These 84 months can be divided into several periods.

Salary in Denmark depends on which agreement one is included in, or whether one has an individual agreement.

In 2017, the average Dane had, over a 14-year period, an annual gross income of DKK 326,048. After payment of tax, interest costs and maintenance obligations, the average Dane had a disposable income of DKK 235,312. (Source: Statistics Denmark)

To receive a salary in Denmark, you as a taxpayer must register with the authorities and obtain a tax card. You can read much more about tax and fees, and register as a taxpayer at SKAT’s website.

When you leave Denmark, you are to ensure that you notify SKAT so that you can be de-registered as a taxpayer and so that SKAT can settle any outstanding balances. You can find relevant forms and guidance at SKAT’s website.

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A price level of 39% higher than the EU-28 average by far makes Denmark the country with the highest consumer prices in the EU. Only the EFTA countries Iceland, Switzerland and Norway have even higher prices. In particular, housing costs stand for a large portion of a family’s expenses. Particularly in larger cities, the price of housing can be quite high.

At the same time, wages are also relatively high and the Danish welfare system results in many services being free; for example, medical assistance and education.

A typical Danish family (two adults and a child) has expenses divided along the following lines:

* Including alcoholic beverages

** Including rent; consumption of water, electricity, heating and gas; furniture; general equipment for the home; and repairs.

*** Including expenses for education, child care, restaurants and hotels, provision of various services, insurances, etc.

Source: Statistics Denmark, Denmark in Figures 2019 (Danmark i tal 2019)

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The majority of international employees choose to rent housing, particularly if they stay in Denmark for a shorter period. Depending on your finances and the length of your stay, you can also choose to buy housing or a part thereof.

If you rent housing, it is common for the landlord to require a deposit and up to three months’ rent in advance. A deposit often corresponds to 3 months’ rent and is the landlord’s security that expenses will be covered in case of relocation.

It is strongly recommended that you obtain a written rental contract when you enter into a rental agreement. A written rental contract is not legally binding, but serves as your evidence of the conditions agreed to, provided that no differences arise between you and the landlord. The rental contract should include information about the deposit paid and the rent paid in advance; the monthly price of rent, heating, water and electricity; rules about household pets; notification period; and any time limitations on the lease period.

You can download a standard contract at the Danish Traffic, Housing and Construction Authority’s website. (in Danish only)

You can read more about vacant housing under 'Moving to another country' – 'How you find a place to live'.

If you wish to buy owner-occupied or cooperative housing in Denmark, one generally does so through a real estate agent. Cooperative housing is a particular type of housing, for which you purchase a share in a cooperative and thereby obtain the right to use an immovable property.

The real estate agent has, as a rule, comprehensive knowledge about one or several local areas and can, aside from helping you find the right housing, also offer advice on all of the practical details involved in purchasing housing.

It may also be recommended to contact a property lawyer if you are thinking about buying housing. Such a lawyer represents your interests as a buyer and can help you by taking care of all the legal details regarding purchasing housing on location. You can find an independent property lawyer at the Danske Boligadvokaters (Danish Property Lawyers) website.

You can read more at www.workindenmark.dk, where there is information about brief stays, searching for housing, etc.

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Everyone who comes to Denmark and obtains a habitual residence is enrolled in the resident register and has the right to Danish health insurance.

After registering in the resident register in the municipality of residence, you will automatically be included in the general health insurance. You are sent a health card – a yellow card – and receive full access to the healthcare system to the extent that insurance covers.

You must bring your health card when you see a doctor, specialist, dentist, dental hygienist, physiotherapist, foot therapist, chiropractor, psychologist, pharmacist, hospital and the municipality.

When registering in the resident register you are expected to choose a practising doctor. The practising doctor is your primary entry point into the healthcare system in Denmark, which provides prevention, treatment and subscription, and any appointments with specialist doctors or hospitals.

In case of sickness you should attempt to contact your practising doctor first, whenever possible.

If you become ill beyond the doctor’s opening hours, you can call the on-call medical service. Find non-emergency medical service here (in Danish only).

If you witness an accident in which one or more persons have been seriously injured, or if a person suddenly becomes very ill or is unconscious, call an ambulance on the phone by dialling 1-1-2.

An emergency admission is an alternative to the emergency unit in case of minor injuries that you cannot handle yourself.

Note that in several regions, you should call by phone to make an appointment with the emergency unit/emergency admission. You can read more about how to get in touch under Accident & Emergency Department at this website.

Treatment at your practising doctor, medical on-call service, emergency room and hospitals is covered by the public health insurance and you should therefore not pay anything yourself.

You pay for prescription medicine yourself, but health insurance can cover various percentages of the price, depending on your annual expenses for medicine.

Treatment at dentists, physiotherapists and chiropractors is partially covered by universal health coverage. That is, you have to pay for a portion of the treatment, and universal health care covers a subsidy, which varies depending on the type of treatment concerned.

It is possible to obtain private health insurance, e.g. Sygeforsikring Danmark, which provides further opportunities for subsidies for treatments at the dentist, physiotherapist and similar medical professionals. Read more about Sygeforsikringen Danmark here (only in Danish).

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Education in Denmark is mainly free and paid through your taxes.

International workers are expected to have completed equivalent degrees which provide access to equivalent courses of study in their home countries and comply with language requirements.

All Danish education, from primary school to PhD level, fall within the European Qualifications Framework (EQF). This means that it is easy to compare educational levels across EU borders. You can read more about EQF here.

Childcare and school-aged children

Since it is normal in Denmark for both parents to work, there is a large selection of public daycare options at low prices.
The public care options are run by the municipalities, and include, among other things, nurseries, daycare centres or municipal daycare services. Contact your municipality regarding relevant local services for children.

Primary school (EQF 1+2)

Children living in Denmark have the right to receive education in a 10-year basic schooling system.

There is a 10-year basic compulsory education for all children living in Denmark, applicable from late-August in the calendar year that children turn 6.

Almost 80% of all Danish children attend the Danish folkeskole, which offers free education. The folkeskole is the public primary school, consisting of obligatory children’s groups and one to nine classes, as well as a voluntary tenth class. Folkeskole is not compulsory in Denmark, and for that reason you can freely choose whether your child will attend folkeskole, a private school or receive home-schooling.

Efterskole (independent residential schools) (EQF 1+2)

Folkeskole graduation classes, namely eighth, ninth or tenth class, can also be completed at an efterskole, which is a residential school open to all young people between the ages of 14 and 18, with a focus on philosophy of life, public education, and democratic citizenship. Children can choose as there is a varied selection of subjects including sports, music, art, etc.

Secondary education (EQF 4)

A secondary education can begin immediately after ninth or tenth grades and has the objective of preparing the child for further education, e.g., at a university.

There are four different types of educations that grant access to further education: STX (general student degree) (3 years), HF (higher education preparatory degree) (2 years), HHX (commercial student degree) (3 years), HTX (technical degree) (3 years).

The language of instruction in secondary education is, as a rule, Danish.
However, there are also secondary educations in English, French and German, for example the IB programme (International Baccalaureate®).

Vocational training (EQF 3+4+5)

Vocational training may begin immediately after ninth or tenth grade, and is a practically oriented education consisting of school periods at an educational institution and an internship in a proper work environment.
Vocational training covers both the traditional skilled-craft domain and a number of other sectors including, e.g. business, service, agriculture and technology.

Professional academy educations (EQF 5)

Professional academy education is a brief higher education (normally 2 years) with a professional orientation towards providing qualification.

The educations follow specific fields and companies in which technology, healthcare, economy, etc. are found and combine internships with the schooling programme.

Professional bachelor (EQF 6)

A professional bachelor’s education is a professionally oriented, qualified, medium-long higher education. The education combines theory and practice, and is often aimed at a specific field or profession, for example educators, teachers, healthcare professionals and the like. To obtain a professional bachelor's degree takes 3 and a half years, including 6 months of practical placement.

University educations (EQF 6+7)

Bachelor’s and master’s degrees are research-based, higher educations offered by universities, business schools and similar institutions. These educations are offered within the main areas of expertise of natural science, medical science, technical science, humanities, theology and social sciences.
The bachelor’s education takes 3 years. The master’s education is a structure on top of this, and typically takes 2 years.

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Danish leisure activities include everything from ballet, cinema, exhibitions, museums, music and theatre to courses, lectures, sports and many different associations.
The associations are the centre of both social and cultural activities, and you will find an association for like-minded people, regardless in which field your hobbies lie.

Football is the national sport, but handball, swimming, sailing and cycling are also popular. You can find an association in your local area at among other things DGI’s website.

Literature plays a very important role in Danish cultural life. In particular, Nordic crime fiction has gained widespread popularity in recent years. Libraries can be found in most towns and also serve as local cultural centres. You can locate your local library here.

Additionally, Danish film and TV production have won international acclaim and recognition, and many Danes enjoy going to the cinema.

All of Denmark is covered by a large network of bicycle paths, and it is common to travel by bicycle, particularly in large cities and on cycling holidays. Read more about cycling in Denmark here.

Danes are for the most part informal and easy to socialise with. People address each other using first names and use the impersonal pronoun du (you) as a form of address instead of the polite form De (which is somewhat equivalent to the literary ‘thou’ in English and largely equivalent to Sie in German, vous in French or usted in Spanish).

Knowing how to speak Danish is advantageous. Nevertheless, Danes often speak and understand one or more foreign languages, primarily English.

In larger companies, English and other primarily languages are fairly common as working languages.

In Danish companies, the general tendency is towards relatively fluid organisational structures. At many workplaces, there is often an informal, indirect tone between colleagues and often this is also the case between employees and management. People use each other’s first names as well as informal pronouns and forms of address with each other. They often share opinions, perspectives and both positive and negative critique with each other.

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Pregnant women, who often have habitual residence in Denmark, have the right to free delivery at hospitals assisted by doctors and midwives. Normally, a midwife furnishes birth notifications. If a midwife is not present at delivery, the parents are to file a delivery notification with the parish where the mother resides. However, there are particular rules for children who are born at home if the mother lives in Southern Jutland. The birth must be registered with the municipality, regardless whether there has been a midwife present at delivery.

After the birth has been registered, the child receives a personal identification number (a CPR number).

A newborn is to be given both a first name and a last name before the child turns 6 months old. The child’s name can be registered electronically at borger.dk (only in Danish),whether the name is to be provided at a baptism or if the child is not to be baptised. If the child is baptised in the Church of Denmark or any other recognised religious group, the priest normally reports the name, excluding children born in Southern Jutland where the name is reported to the municipality where the child is registered at birth.

Baptism of children is voluntary in Denmark.

A child automatically obtains Danish nationality at birth if the father, mother or co-mother is Danish and the child is born on or after 1 July 2014. If the child is born before 1 July 2014, nationality depends on the legislation that was in force when it was born. Amongst other things, it can be relevant which parent is a Danish national, whether the parents were married at the time of the child's birth, and whether the child was born in Denmark or abroad.

In Denmark, you can choose between a civil union, e.g. at a city hall, or in a church or at other religious institutions.

Marriage requires a declaration of marriage, which is to occur digitally at borger.dk (only in Danish). Note that a number of conditions must be met in order to be issued a marriage certificate. Foreign citizens must present additional documentation upon applying for a marriage certificate. Read more about the rules for EU citizens here (only in Danish).

In Denmark, homosexual persons have the right to marry. Homosexual persons have the same obligations and rights as all other citizens in Denmark.

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Domestic transport:

The states handles public transport and is responsible for the nationwide railway system (DSB), along with regions and municipalities, which are responsible for regional and local traffic.

In the Greater Copenhagen area, this includes the local railway system (S-tog) and a metro system.

There are 71,000 kilometres of roads in the road network, for which the municipalities have primary responsibility. It is free to drive on all roads.
Since 1998, the Great Belt Fixed Link (Storebæltsbroen), which connects Zealand and Funen, has played a dominant role in east-west traffic patterns. A fee is paid to cross the bridge. Due to Denmark’s geography, which encompasses many islands, there is a large ferry system servicing smaller islands.

The bicycle is a widely used means of transport in Denmark and cycling is common, in particular in the major cities. There is a well-developed network of cycle paths which covers the whole of Denmark.

International transport:

There are four international airports in Denmark. Kastrup Airport in Copenhagen and Billund Airport in Central Denmark Region (Midtjylland) are the largest.

Furthermore, there is international train traffic between Denmark and several European countries, among them Germany, Sweden, the Netherlands, etc. Read more about international train services at DSB.

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