Work permits and visas in Denmark

Denmark consistently ranks among the world’s most attractive countries for skilled professionals. It often appears at or near the top of global talent indices – for example, IMD ranked Denmark as the second-best country in the world for attracting and retaining talent. Many cite Denmark’s high quality of life, excellent public services, and strong economy as key draws.

The Danish workforce is well-educated and typically fluent in English, and the country scores highly on safety, worker motivation, and innovation. In practical terms, foreign nationals (from both EU and non-EU countries) already make up around 12–13% of Denmark’s workforce, especially in sectors like IT, engineering, health care, and renewable energy that face skill shortages.

For employers eager to tap into this global talent pool, it’s crucial to understand Denmark’s immigration requirements. Danish work and residence laws are strict: hiring someone without the proper authorization can lead to severe penalties. As one Danish guide notes, “If employees don’t have necessary work permits, it can lead to serious consequences – from fines and legal risks for the employer to jail time or deportation for the employee.” To avoid these risks, any company bringing foreign staff to Denmark must carefully follow the visa and permit rules described below.

Who Needs a Visa or Work Permit in Denmark?

The right to work in Denmark depends on nationality and length/purpose of stay. Nordic citizens (Denmark, Finland, Iceland, Norway, Sweden) enjoy full freedom of movement: they may enter, live and work in Denmark without any visa or work permit. Similarly, EU/EEA and Swiss citizens can arrive in Denmark and begin work immediately without a special permit.

However, if an EU/EEA/Swiss national stays longer than three months, they must apply for a free “EU residence document” (registration certificate) through a municipality to confirm their rights.

By contrast, non-EU/EEA nationals generally do need a Danish work permit (often combined with a residence permit) before they can legally be employed in Denmark. One important caveat: individuals from visa-required countries who enter on a short-stay Schengen visa (or visa-free if eligible) may perform limited business activities without a Danish work permit. Under this allowance, a visitor can attend meetings, conferences, or training, negotiate contracts, or consult with clients for up to 90 days without a work permit.

Crucially, these activities must be ancillary to the main purpose of a business trip – the visitor cannot actually contribute directly to Danish production or earn wages in Denmark without the proper permit. Any work beyond this scope (or any stay longer than 90 days) requires obtaining the appropriate residence-and-work permit from the outset. (Denmark is not part of the EU Blue Card scheme; instead it uses its own national visa categories.)

In summary, if your candidate is Nordic or EU/EEA/Swiss, they can enter and work immediately and only need to register locally if staying past three months. If your candidate is non-EU/EEA, plan to apply under one of Denmark’s specific work-permit schemes (see below) well before their planned arrival, unless they are simply coming on a very brief business visit under the Schengen rules.

Danish Work Visa and Permit Types

Denmark offers several tailored visa schemes for foreign workers. The main categories relevant to employers are:

• Fast-Track Scheme: A streamlined process for certified companies to hire highly skilled workers rapidly. It includes tracks for high-salary positions (pay-limit), researchers, short-term assignments, and educational roles.

• Positive List Scheme (Skilled and Highly Educated): For occupations on Denmark’s official “Positive Lists” of in-demand jobs. There are two lists – one for skilled professions (usually requiring vocational training) and one for roles requiring a university degree. If a foreign professional has a job offer in one of these listed occupations, they can apply under the Positive List route.

• Pay Limit Scheme: For any job offering a high salary. Currently, the threshold is DKK 514,000 per year (2025 level); if the salary meets or exceeds this, the foreign worker qualifies regardless of field or education.

• Researcher/Guest Researcher Permit: For academic and scientific positions. Employed researchers (hired by Danish universities or research institutions) may use the Fast-Track “research” track. Visiting guest researchers (not on the Danish payroll) use a special guest-researcher permit.

• Start-up Denmark Permit: For foreign entrepreneurs. This grants residence to individuals (or teams up to 3 people) who have an innovative business idea approved by a Danish expert panel. It is intended for high-growth startups and is capped (a limited number of permits are issued each year).

• Intern/Trainee Permit: For foreign students doing structured internships. To qualify, the intern must be enrolled in an educational program and the internship must be closely related to their field of study. Certain sectors (e.g. healthcare, green industries, architecture) are common.

• Family Reunification with Work Rights: Spouses, partners, or minor children of foreign employees with a valid Danish work permit can typically obtain a family reunification residence permit. Normally, this permit includes the right to work in Denmark (subject to basic requirements such as age and the sponsor’s compliance).

Below is a brief overview of each type:

Fast-Track Scheme

The Fast-Track scheme allows SIRI-certified employers to recruit foreign talent quickly. Certified companies (those approved by the Danish Agency for International Recruitment and Integration) can apply online for work permits under Fast-Track. This scheme has multiple “tracks”: for example, the Pay Limit track (for jobs at or above the high salary threshold), a Short-Term track, a Researcher track, and an Educational track.

In practice, one common usage is for fast-tracking high-paid specialists: the pay-limit for Fast-Track is currently the same DKK 514,000 salary rule (2025). One of the biggest benefits of Fast-Track is the Quick Job Start option: if the foreign employee is already eligible to enter Denmark (e.g. visa-free or holds a Schengen visa), the employer can arrange an immediate provisional work permit. In that case, after applying online and obtaining an appointment, the employee can start working right away while the formal permit is processed.

Positive List Scheme (Skilled and Highly Educated)

Denmark’s Positive Lists enumerate professions facing national labor shortages. If a foreign worker’s job offer matches one of these occupations, they can apply for a Danish residence/work permit under the Positive List scheme. In fact, there are two versions of the Positive List: one for vocationally qualified skilled professions and one for higher-education roles. Each list is updated regularly (twice a year) to reflect market needs.

For example, engineers, IT specialists, healthcare workers, and technical experts are often found on these lists. Under this scheme, the key requirements are that the job title appears on the list and (for the higher-education list) the employee has the necessary degree. The employer must offer Danish-standard terms: salary, benefits, and notice must be in line with local norms. A detailed employment contract or offer letter must be attached to the application, listing all key terms. (Note: employers using the Positive List must also satisfy Denmark’s apprenticeship-training obligations – see Employer responsibilities below.)

Pay Limit Scheme

The Pay Limit scheme is the simplest route for high-earning roles. Any foreign worker with an annual job offer of at least DKK 514,000 (2025 threshold) can apply. There are no requirements about what field or educational level; the only condition is the salary. In practice, this makes the scheme ideal for senior executives or specialized professionals whose compensation exceeds the threshold. The employer must still ensure that all Danish labor norms are met (e.g. proper pension contributions and bank payment) when employing the person.

Researcher and Guest Researcher Permits

Denmark distinguishes employed researchers from visiting (unpaid) researchers. If a company or university in Denmark hires a foreign researcher on payroll, the application typically goes through the Fast-Track scheme’s Researcher track. This requires that the position truly be research-related (the main purpose of the stay is research) and that the employer is SIRI-certified. In contrast, a Guest Researcher permit is for scholars invited to use Danish research facilities without being employed or paid by a Danish institution.

Guest researchers must have at least a Master’s degree, and the Danish host must formally invite them and provide facilities. Because the host does not pay a salary, the guest researcher must document that they have sufficient funds (from their own savings or external support) to cover living expenses during their stay.

Start-up Denmark Scheme

The Start-up Denmark scheme targets entrepreneurial talent. A foreign founder (or a team of up to three cofounders) with an innovative, high-growth business idea can get a residence permit to start or continue that business in Denmark. The key eligibility step is that the startup’s business plan must be approved by a government-appointed panel of experts from the Danish Business Authority. Only business ideas with genuine innovation and potential for job creation are approved (e.g. technology or biotech ventures).

Applicants must also be principal owners of the company. If approved, the founder(s) receive a renewable residence permit tied to developing the business. (Note: this scheme is competitive and capped; only a limited number of Start-up Denmark permits are granted each year.)

Intern/Trainee Permits

Denmark allows foreign students to do internships or traineeships under a special permit. To qualify, the intern must be enrolled in an educational program and the internship must serve a clear educational purpose. The internship often needs to be related to the student’s field of study. There are age limits (typically the applicant must be under 30) and sometimes language requirements, depending on the sector.

Common industries for interns include green/agricultural sciences, healthcare, engineering, and other technical or academic fields. Employers wishing to host an international intern must submit a training plan: they must describe the intern’s work tasks, appoint a qualified supervisor, and explain how the internship benefits the intern’s education. If the internship is paid, the pay and working hours must follow Danish internship agreements, and the salary must be paid into a Danish bank account under the intern’s name.

Family Reunification Permits (with Work Rights)

Spouses and close family of foreign workers in Denmark can apply for family reunification. Typically, a foreign employee who is a Danish citizen or has a long-term work permit may sponsor their non-EU spouse or cohabiting partner and minor children. The resulting family reunification permit generally includes the right to work in Denmark. (There are conditions such as age requirements and integration criteria for the sponsor, but once granted, the family member may be employed under normal rules.) This means that employers can in many cases hire the spouse of a foreign staff member without a separate work permit process.

Eligibility and Employer Responsibilities for Each Scheme

Each visa scheme above has its own criteria and paperwork requirements. Employers should be aware of both the employee’s eligibility conditions and the company’s obligations under each scheme:

Fast-Track Scheme Obligations

The employee must receive a qualifying job offer (for example, meeting the pay-limit if applying under the Pay Limit track, or fulfilling the researcher role if using that track). The employer must be certified by SIRI to use Fast-Track. Applications are submitted online via the NewToDenmark portal, and must include a signed power of attorney from the employee.

The employer is responsible for paying the government application fee and scheduling any required appointments. Fast-Track permits require the job’s salary and terms to meet Danish standards: the offered salary must not be below typical Danish levels for that role, and working hours should be full-time (usually ~37 hours/week) unless part-time is common in the field. Employers should ensure that the contract specifies all terms in Danish or English and that wages will be paid into a Danish bank account. If the employer wants to use the Quick Job Start, they must coordinate an in-person meeting either at a Danish Embassy or at SIRI’s Citizen Service Center (as described in the Fast-Track guidelines) to obtain the provisional work permit.

Positive List Scheme (Skilled/Higher-Educated) Obligations

The job title must appear on the relevant Positive List. For the “Higher Education” list, the applicant must also possess the required degree (e.g. a bachelor’s or master’s in the relevant field). Employers must submit a complete job contract detailing salary, hours, benefits, and notice period. The salary and benefits must match Danish standards for that occupation; SIRI will cross-check against Danish wage statistics to verify adequacy.

(If in doubt, SIRI may ask the relevant regional labor market council to assess the terms.) Additionally, employers must fulfill Denmark’s apprenticeship training obligations (Læreplads-AUB) before hiring under this scheme. In practice this means the company must have trained or paid for the required number of apprentices in recent years; otherwise the application can be denied.

Pay Limit Scheme Obligations

The employee must have a job offer with a fixed annual salary ≥ DKK 514,000. There are no restrictions on field, and no specific education level is required. From the employer’s side, it is only necessary to document the salary offer meets the threshold (breaking down the components as per Danish rules) and to include a signed employment contract. The company does not need special certification. All other Danish employment norms must still be observed (minimum 30 working hours per week, payment into a local bank account, etc.).

Research/Guest Researcher Permits Obligations

For an employed researcher, the job offer must clearly be research-focused (e.g. a project at a university) and the employer must be SIRI-certified (if using Fast-Track) or otherwise eligible to sponsor permits. For a guest researcher permit, the applicant must hold at least a Master’s degree and be invited by a Danish host institution to use their research facilities. The host organization must provide an invitation letter or agreement, appoint a supervisor, and prove it can accommodate the researcher. The researcher must show proof of sufficient funds for their stay, since no Danish salary is paid. Employers (or hosts) apply for the guest-researcher visa via the NewToDenmark portal.

Start-up Denmark Obligations

The entrepreneur must own (usually $\textgreater 50%$) the startup and have a detailed business plan. Most importantly, the business idea must be pre-approved by the Danish Business Authority’s Start-up panel. Applicants apply online after this approval. Employers must register the company in Denmark (getting a CVR number) and demonstrate that the venture has real innovative potential and dedicated effort. The permit is granted for one year initially and can be renewed if the business shows progress.

Intern/Trainee Obligations

The intern applicant must be enrolled in an educational program (or have a compelling educational reason) at the time of applying, and the proposed internship must directly relate to their studies. The company must submit an internship agreement that outlines the tasks and skills training, and identify a qualified supervisor. Interns must be 18–30 years old (for most fields) and pass a basic language test (A2 level in English or Scandinavian). If the internship is paid, the employer must pay at least the standard Danish intern wage and into a Danish bank account. Unpaid internships are also possible in certain fields, but in all cases the work must fit educational objectives.

Family Reunification Obligations

For spouses or partners, the sponsor in Denmark usually needs to meet income and age criteria (the so-called “24-year rule” and integration conditions, not detailed here). Employers typically have no direct application role in family cases. Once the family member has the permit, however, they are free to seek employment just like any resident. In practice, if you hire someone who has come for family reunification, no additional work permit is needed.

Hiring and Relocation Process in Denmark – Step by Step

The general process of hiring and relocating a foreign employee involves careful coordination between the employer, the candidate, and the Danish authorities. A typical sequence is:

Determine Work Authorization Needs

First, check the candidate’s nationality. If they are Nordic or EU/EEA/Swiss, they need no work permit (though they should register locally). If they are non-EU, decide which visa category they should apply under (Fast-Track, Positive List, Pay Limit, etc.) based on the job and salary. Also confirm whether any short-term entry requirements (Schengen visa or business visa) apply if they will visit before moving permanently.

Issue a Formal Job Offer

Prepare a written contract or offer letter that clearly describes the job title, salary, hours, and terms of employment. This contract will be needed for the work-permit application. Ensure the terms meet Danish standards (e.g. salary at or above market level, adequate holiday and notice).

Employer Preparations

If using Fast-Track, register the company with SIRI and obtain certification. Ensure the company’s apprenticeship (Læreplads-AUB) obligations are up to date if hiring under the Positive List. Arrange any local representation or power of attorney paperwork needed for the application.

Apply for Work Permit/Residence

The employee (often with the employer’s assistance) submits the application through Denmark’s official portal (nyidanmark.dk). The employer usually submits it on behalf of the candidate, including supporting documents: signed contract, diplomas, CV, passport copy, etc. Be sure to pay the appropriate fee (typically a few thousand DKK per application).

Submit Biometrics and Visa Application (if needed)

If the candidate is from a country that requires a visa, they must visit a Danish diplomatic mission to give fingerprints and a photo after applying. For Fast-Track quick-starts, this can even happen at the embassy to obtain a Danish Type D work visa for entry. Otherwise, if they can enter visa-free, they may enter Denmark on that basis and meet authorities there.

Wait for Approval

Processing times vary by scheme (Fast-Track can be as short as ∼2 weeks, while Positive List and Pay Limit schemes often take 1–2 months). Unexpected delays (due to high application volume or missing documents) are possible. Plan ahead: start the process well before the employee’s intended start date.

Travel to Denmark

Once the permit is granted, the employee can legally enter Denmark. If a visa stamp was issued, use that for entry. If the “Quick Start” was arranged via Fast-Track, the employee may already have begun work under a provisional permit.

Register Locally and Get a CPR Number

After arrival, the employee should immediately register their address at the local municipality (the Folkeregister). At this appointment, they will receive a Danish CPR number, which is the personal ID needed for tax, healthcare, and more. (EU/EEA/Swiss citizens should first secure an EU Registration Certificate; Nordic citizens skip any registration entirely.)

Obtain Tax Card and Set Up Payroll

The employer must register the new employee with the Danish Tax Agency (SKAT). The employee will apply for a tax card (skattekort), which the employer uses to withhold income tax. Also arrange for any required pension contributions: Danish law mandates contributions to the ATP pension fund and often to an industry labor-market pension. Foreign hires count as Danish employees for these purposes.

Orientation and Onboarding

Help the employee integrate into the workplace. Provide practical support (see next section) and comply with Danish labor rules. Once all formalities are done, the employee can begin full-time work.

Throughout this process, accurate documentation is vital. Keep copies of all submitted forms and correspondence. Make sure the employment contract is signed and on file. For complex cases, consider consulting immigration experts to avoid mistakes.

Employer Legal Responsibilities and Compliance when Hiring Foreign Employees in Denmark

When employing foreign workers, Danish law imposes specific obligations on the employer:

Right-to-Work Verification

Just as in many countries, employers in Denmark must verify that each employee is legally allowed to work. Hiring someone without the required permit is illegal. Penalties for non-compliance are severe: companies can face heavy fines (hundreds of thousands of DKK) and even criminal charges for knowingly employing unauthorized workers. It is therefore essential to keep proof of each foreign employee’s valid residence/work permit on record and to renew it timely if the employee stays longer than the permit’s validity.

Equal Treatment

Foreign workers in Denmark are entitled to the same rights and benefits as Danish employees in the same role. You cannot legally undercut local standards by paying a foreigner less or giving inferior terms. Wages, working hours, holiday, sick pay, and other benefits must be no worse than what you would offer a Danish national in that position. (This means adhering to any applicable collective bargaining agreements and industry standards.) Essentially, treat your international hires just like any other staff member.

Payroll Taxes and Contributions

Danish tax law applies equally to foreign employees. Employers must deduct personal income tax and the 8% labor-market contribution from wages. Additionally, the employer is usually required to pay into pension schemes (the ATP Livslang Pension and typically the labor-market pension) for each employee. For example, every employer with employees in Denmark must register with the ATP pension system and contribute roughly 2/3 of the specified ATP pension fee on behalf of each worker. (For foreign companies, this means you need a Danish CVR number and ATP account once you start paying salaries in Denmark.) These social contributions and taxes must be reported and paid on time, just as with any Danish hire.

Reporting Obligations

If you sponsor a work permit, you may be required to notify Danish authorities of any significant changes (e.g. if the employee leaves their job, changes role, or if you cease being their employer). In some cases, SIRI expects the employer to confirm the job offer or report once the employee arrives. Stay on top of any communication from the immigration authorities and respond promptly.

Record-Keeping

Keep thorough records of all work-permit applications, permit approvals, employment contracts, and correspondence related to the foreign hire. You should have copies of the employee’s passport, visa stamps, and all permits in their personnel file.

In short, employers bear full responsibility for legal compliance: verifying work authorization, withholding and paying taxes, and providing the promised terms of employment. Violating immigration or labor rules can result not only in fines but also damage to the company’s reputation.

Common Challenges and Best Practices in the Visa Process for Employers in Denmark

Hiring internationally in Denmark comes with challenges, but they are manageable with the right approach. Some common hurdles include:

Lengthy Processing Times

Even “fast” schemes can take weeks or months. For example, Positive List and Pay Limit applications typically take 1–2 months, while Fast-Track can be quicker (possibly around 2 weeks in ideal cases). Unexpected delays (due to high application volume or missing documents) are possible. Plan ahead: start the process well before the employee’s intended start date.

Documentation Requirements

The Danish system has extensive paperwork. A single visa application may require notarized diplomas, translations, proof of prior work, corporate filings, etc. Any omission or inaccuracy can stall approval. Double-check everything before submission – ensure that contracts are complete, that the job really matches the positive list code, that bank statements and diploma scans are legible, and so on. It’s often helpful to use a checklist based on SIRI’s guidance or have a second person review the package.

Understanding Salary and Contract Norms

Employers sometimes misjudge what constitutes a “Danish-standard” salary. Denmark has high living costs and competitive wages. If the offered salary seems low for the occupation (even if it’s high by the applicant’s home country standards), SIRI may ask for justification or reject the permit. Use Danish benchmarks (such as wage statistics or collective agreement tables) to set salaries. Similarly, ensure your contract complies with Danish labor law (minimum 5 weeks of paid vacation per year, 30-hour workweek minimum, etc.). If you’re unsure, consult a local HR expert.

Regulatory Updates

Immigration laws and lists change regularly. For instance, the Positive Lists are updated every January and July. Keep informed of the latest rules on the official NewToDenmark (nyidanmark.dk) site. Missing a change could mean applying under the wrong conditions.

Cultural and Integration Factors

Danish workplace culture may differ from what a foreign employee expects. Newcomers might need guidance on local norms (e.g. the flat hierarchy, the importance of consensus, or the generous parental leave policies). Proactive communication helps avoid misunderstandings.

Best practices to mitigate these challenges include:

Start Early

Begin the visa process as soon as a candidate is confirmed. Early application helps absorb any delays and gives the employee confidence in their move.

Use Experts

Even though this guide covers the basics, a specialized immigration advisor or Employer-of-Record (EOR) service can be very helpful. They live in the details daily and can avoid pitfalls. (For example, in the final section we note a recommendation for an EOR.)

Organize Documentation

Keep a folder or digital file of all related documents. Use reminders for renewal deadlines (Danish work permits are often valid up to 4 years, but must be renewed in time).

Align with Danish Norms

Before application, review Danish employment standards. It’s wise to align your offer to those norms up front, rather than risk a permit denial or needing to renegotiate salary later.

Support the Employee

Often, bureaucratic hassles can cause stress for the new hire. Help them navigate the system – for instance, explain the need to have local health insurance or how the 37-hour week works. Assist with practical matters like finding housing or schools if they have children.

Leverage Local Resources

Denmark offers services to ease integration. For example, the International Citizen Service (ICS) centers (in Copenhagen, Aarhus, Aalborg, Odense and more) provide one-stop help for new arrivals. Employers can advise their hires to visit ICS to handle tax, CPR, and social registration in one place.

By anticipating these issues and taking a thorough, organized approach, employers can significantly smooth the hiring and relocation process.

Relocation and Onboarding Best Practices for Employers in Denmark

Getting a foreign employee settled once they arrive is just as important as obtaining the visa. Good onboarding builds engagement and retention. Here are some best practices for the post-arrival phase:

Document Assistance

Guide the employee to obtain their CPR number and tax card promptly. As noted, registering their address at the municipal Citizen Service office automatically issues the CPR number. Ensure the employee brings all necessary documents (passport, visa, contract) to this meeting. Having a CPR number is essential for nearly everything in Denmark (bank account, healthcare, phone plan, etc.).

Bank Account and Payroll

Help the employee open a Danish bank account for salary deposit. (By law, salary from a Danish job must be paid into a Danish bank account under the employee’s name.) Provide any letters or employment statements the bank requires. Once the tax card (skattekort) arrives, add it to your payroll system to calculate withholding correctly.

Housing and Cost of Living

Denmark has a tight rental market, especially in Copenhagen. Offer as much help as you can in finding an apartment or temporary accommodation. Even a list of reliable relocation agencies or housing sites can be invaluable. Clarify typical costs (rent, utilities, food) so the employee can budget.

Cultural Orientation

Introduce the new hire to Danish workplace culture. For instance, emphasize that Danes value a healthy work-life balance and will often socialise after hours. Explain meeting etiquette (e.g. punctuality is important) and dress code (often business-casual). Pair them with a “buddy” or mentor – a local coworker who can answer informal questions and include them in office life.

Language Support

While many Danes speak excellent English, offering Danish lessons shows commitment to integration. Even basic Danish classes help the employee feel at home. Inform them about Danish language courses (e.g. through municipalities or folk high schools) as part of their welcome.

Administrative Support

Be prepared to assist with paperwork. Direct them to International Citizen Service (ICS) centers, which house representatives of multiple agencies (tax, CPR, ID, etc.) under one roof. This can save weeks of waiting and multiple appointments.

Follow-Up

Check in regularly during the first few months. Make sure the employee understands their contract (including benefits like pension contributions and healthcare). Encourage feedback on any challenges so you can address them early.

By combining comprehensive legal compliance with genuine support for the employee’s integration, employers can turn the complexity of international hiring into a competitive advantage. Global talent often brings new perspectives and skills – with proper onboarding, they can become some of the company’s most valuable assets.

Conclusion

Denmark is an excellent destination for international talent, but it has specific visa and immigration rules that employers must respect. From identifying whether a candidate needs a permit, to choosing the right scheme (Fast-Track, Positive List, Pay Limit, etc.), and finally completing the relocation logistics, the process must be managed carefully.

Throughout, employers carry the responsibility of compliance: verifying permits, abiding by Danish labor standards, and fulfilling payroll obligations. When done right, however, hiring foreigners in Denmark opens up access to a diverse, highly skilled workforce and can help fill critical skill gaps.

For employers who find these steps daunting, help is available. Rivermate specializes in work permits and visa support for Denmark. Contact Rivermate today to get expert guidance on every step, from assessing visa needs to filing applications and onboarding your new international employees, so you can expand your team in Denmark with confidence and compliance.