Denmark
Registration procedures and residence permits
- Your nationality determines whether you are free to travel to Denmark for work or if you have to obtain a residence permit and work permit before you arrive.
- A distinction is made between Nordic nationals, EU/EEA nationals and third-country nationals. There are also special rules for cross-border workers.
- If you are a national of an EU/EEA Member State 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 take care of a number of practical matters relating to your stay in Denmark if it is for longer than three months.
- Among other things, you must have a registration certificate and ensure that the Danish authorities register where you are living and hold information about your tax affairs.
A registration certificate is your documentation to show that you have the right to stay in Denmark.
You can obtain your registration certificate in person, by e-mail or post, or from a Danish embassy abroad. Alternatively, you can contact the International Citizen Service in Copenhagen, Aalborg, Aarhus or Odense.
- This service brings all the authorities together under one roof, so in general it will only be necessary for you and any family members coming with you to contact this service for guidance on the paperwork and answers to your questions.
Kinds of employment
- The most common form of employment is as a full-time salaried employee, which in most cases equates to a working week of 37 hours with five weeks’ leave.
You may also be employed part-time, which means that you have a shorter weekly working time than a full-time employee in a similar post.
- There are also various kinds of temporary employment in Denmark, including temporary employment and employment on a project. The only difference between these types of employment and ordinary employment is that you are employed for a limited period that is predetermined and appears in your contract.
- Some independent people work on a freelance or consultancy basis, whereby the employer buys someone’s work from one task to another. The employer has no obligations with regard to leave, illness, maternity/paternity, etc. In addition to this, freelancers often need to have their own work tools and office space.
- It is normal for students in both further and upper-secondary education to have a job alongside their studies. Students have the same rights as full-time employees, but with a smaller number of hours (approximately 10-20 per week) and a salary that is often on an hourly basis. It is also possible to have an apprenticeship or work placement at a company as part of one’s education.
- It is also possible to work on secondment for a foreign company in Denmark. As an employee on secondment, you are covered by a number of rights and obligations, which are regulated by the Secondment Act. If you are on secondment, you must also ensure that you have a legal basis for staying in Denmark.
In Denmark, employment conditions are either agreed or negotiated directly between the employee and the employer, or they are agreed by means of a collective agreement between professional associations and employer associations.
Employment conditions
In Denmark, you must be 18 years of age before you can enter into a contract of employment, which is legally binding. Young people of between 13 and 18 years of age can, however, have jobs in their spare time, but if they are still in compulsory education this work must not interfere with their school attendance. Young people aged 13-15 must have their parents’ consent to enter into a contract of employment.
The contract of employment may be concluded either verbally or in writing, but in the case of employment lasting more than one month with more than eight hours’ work per week the employer must produce a contract of employment or other proof of employment no later than one month after appointment.
Collective agreements contain provisions on salaries, working time, training, pensions and rules for sick pay and notice periods, for example. There is no tradition of issuing legislation regarding these matters, although the legislation in some areas does lay down some minimum requirements. These may be found, for example, in the Leave Act, the Proof of Employment Act, the Equality Act, the Act on Sickness or Birth Allowances, etc.
zdroj: https://ec.europa.eu/eures/main.jsp?catId=8101&acro=living&lang=en&parentId=7741&countryId=DK&living
zdroj: https://ec.europa.eu/eures/main.jsp?catId=8233&acro=living&lang=en&parentId=7774&countryId=DK&living