Employer Of Record (EOR) Services, IC Compliance Denmark

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For more information and to receive a walkthrough on how to hire and employ in Denmark, please fill out your details.

Onboarding

1. Onboarding in Denmark can be straightforward for providers, like N2S, that have standard templates and processes.

2. Note that employment contracts must be in writing.

3. For employments, there is a statutory probationary period of up to 3 months, during which employers must give 2 weeks of notice to terminate the employment.

Engagement Types

There are two core engagement types in Denmark:

1. Employment – which can permanent or fixed term

2. Independent contractor engagements – which should be project or time limited

Customers should consider carefully how they wish to engage their workforce and N2S can support customers in implementing compliant and scalable solutions.

IC Compliance

Customers should ensure that Independent Contractors (ICs) that they use are appropriately vetted and classified. This will help protect the business from misclassification claims.

Key considerations include the below, if you require further information or support, please contact us.

Contractors should be distinct from employees and be in business on their own account.

The following elements should be considered when making a classification determination:

1. Control
2. Subcontracting
3. Equipment
4. Financial risk
5. Management
6. Contracts
7. Opportunity for profit

Social Security/Taxes

1. Social security varies per industry, salary and employee volume.

2. No statutory pension, but it is common for employers to provide occupational pension.

Minimum Wages

Denmark does not have a prescribed national minimum wage, but collective labour agreements can mandate minimum wages.

Working Hours

1. Standard working hours in Denmark are 8 hours per day and circa 37 hours per week.

2. The standard workweek is Monday to Friday.

3. There is not a general entitlement to overtime pay, but this can be mandated in collective labour agreements.

Statutory Leaves

In Denmark, annual leave is up to 25 days per year and employees have a right to take 15 of the 25 days consecutively between 1 May and 30 September. Holiday accrual is paid into a separate employee holiday accountant.

Sick pay rules require the employer to pay the first 30 days of sick pay at normal salary. Thereafter, the state pays any sickness pay/benefit.

Maternity leave in Denmark is paid for 14 weeks.

Paternity leave and pay in Denmark is paid for 2 weeks.

Parental leave for both parents is 32 weeks, which must be used before the child turns 9 years old.

Termination

The termination process in Denmark is relatively straightforward – terminations must generally have “a substantial reason” if the employee is over 1 year of service.

Notice periods are stipulated in the employment contract (or any collective agreement) and is usually linked to the length of service.

The total employer notice period varies according to length of service, starting at 1 month of notice for up to 6 months of service, and increasing up to 6 months of notice after 9 years of service.

There is no general entitlement to severance pay, unless the employee is over 12 years of service.

Note that for collective redundancies, Danish local labour market councils and trade union representatives need to be consulted, and redundancy pay may be applicable.

Denmark Country Guide

Employment Overview

1. Onboarding

2. Engagement Types

3. IC Compliance

4. Social Security/Taxes

5. Minimum Wages

6. Working Hours

7. Statutory Leaves

8. Termination

For More Information

Onboarding

Engagement Types

IC Compliance

Social Security/Taxes

Minimum Wages

Working Hours

Statutory Leaves

Termination

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