In Denmark, a valid employment contract must be provided in writing if the employment exceeds one month and involves more than eight hours of work per week. The contract should include essential details such as the employee’s name, job title, work location, working hours, salary, employment start date, notice period, and any special terms like non-compete or confidentiality clauses.
Employer of Record (EOR) Denmark
Expand your team in Denmark without the hassle of setting up a local entity—Hire, Onboard, and Pay employees with complete compliance through Globaine.
- Transparent & Compliant
- World-Class Expertise
- Cost-Efficient
Start Hiring in Denmark
Simple & Compliant Hiring with Globaine's Employer of Record (EOR)
Hire in Denmark with Confidence
Globaine takes care of all compliance matters, including payroll, taxes, and legal obligations, while providing seamless hiring processes. Our platform ensures that every aspect of employee management in Denmark is handled efficiently and in full compliance with local regulations.
Fast Time-To-Hire
Onboard employees in as little as 12 hours.
Cost-Efficient
The most affordable solution on the market, saving you time and money.
Compliant Contracts
We draft bilingual contracts compliant with Denmark's labor law.
Global Reach, Local Expertise
Hire not just in Denmark, but in over 180 countries through our global platform, allowing you to grow internationally without entity setup. Globaine’s team provides the local expertise you need to ensure every hire is compliant, efficient, and hassle-free.
Jump to
in Denmark
In Denmark, a written contract is mandatory for employment exceeding one month with weekly hours exceeding eight. Although verbal agreements are valid, having a written contract ensures clarity and compliance with Danish labor laws. Written contracts are particularly important for roles involving special conditions, such as international assignments or fixed-term employment.
In Denmark, the salary should be clearly stated in Danish kroner (DKK). It should include details on base salary, payment frequency, bonuses, allowances, and overtime rates. If applicable, information about adjustments linked to collective bargaining agreements or inflation must also be outlined.
Key clauses often included in Danish employment contracts are:
- Non-compete clauses: Prevent employees from joining competitors for a specified period.
- Confidentiality clauses: Ensure sensitive company information remains protected.
- Remote working clauses: Detail the terms and conditions for employees working from home.
in Denmark
1. What are the key steps in employee onboarding in Denmark?
Onboarding in Denmark includes registering the employee with the Danish Civil Registration System (CPR) and obtaining a tax card from SKAT (the Danish Tax Agency). Employees must also provide identification, proof of eligibility to work in Denmark, and, if required, a work permit. Employers should familiarize new hires with workplace policies and safety procedures.
2. When should employees complete pre-hire medical checks in Denmark?
In Denmark, pre-hire medical checks are typically required for roles in healthcare, manufacturing, or other physically demanding sectors. These checks should be completed before the employee begins work to ensure compliance with health and safety standards.
3.What documents are required for onboarding in Denmark?
in Denmark
For remote employees in Denmark, payroll must comply with Danish labor laws. Employers need to ensure tax and social security contributions are accurately calculated and provide remote work allowances for utilities, equipment, or other expenses.
in Denmark
1.What are the income tax rates in Denmark?
2. How does the tax system apply to non-residents Denmark?
3. When should tax returns be submitted in Denmark?
4. What social security contributions are required in Denmark?
in Denmark
1.What benefits are mandatory in Denmark?
2. How is the home office allowance structured in Denmark?
3. When should meal allowances be provided in Denmark?
4. What additional benefits are common in Denmark?
FAQs
1. How does Globaine ensure full compliance with Denmark's labor laws when hiring and managing employees through the EOR solution?
Globaine ensures compliance with Denmark’s labor laws by providing contracts that align with local regulations, including salary, working hours, and benefits. We also handle tax, social security contributions, and ensure adherence to the Danish Employment Act and other legal requirements.
2. What specific cost savings can our company expect by using Globaine's EOR solution compared to setting up a local entity in Denmark?
By using Globaine’s EOR solution, companies save on costs associated with establishing a local entity, such as registration, legal fees, and operational overhead. Globaine also manages payroll, benefits, and compliance, reducing the need for a dedicated HR team and minimizing risk-related expenses.
3. How does Globaine guarantee fast onboarding within 12 hours, and what processes are in place to maintain this speed?
Globaine guarantees quick onboarding by utilizing a streamlined process that includes pre-established agreements, automated systems for document management, and a local expert team ready to onboard employees efficiently.
4. Can Globaine handle complex employment scenarios in Denmark, such as drafting bilingual contracts and managing terminations?
Yes, Globaine can handle complex employment scenarios in Denmark, including drafting bilingual contracts and managing terminations. Our legal team ensures that all contracts are compliant with local laws, and we support all termination processes in accordance with Danish labor regulations.
