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Show Applicable labour law

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<div class="ck-content" data-wrapper="true" dir="ltr" style="--ck-image-style-spacing: 1.5em; --ck-inline-image-style-spacing: calc(var(--ck-image-style-spacing) / 2); font-family: Segoe UI; font-size: 11pt;"><p style="margin: 0; text-align: justify;">Danish labour law is built on a flexible labour market model, where collective agreements play a central role in regulating working conditions rather than a codified labour code. The <a href="https://www.retsinformation.dk/eli/lta/2021/2566" target="_blank" rel="noopener noreferrer"><strong>Danish Posting of Workers Act</strong></a> (Udlændingeloven, Lov om Udstationering af Lønmodtagere) transposes the Posting of Workers Directive, establishing minimum working conditions that must be applied to posted workers in Denmark.</p><p style="margin: 0; text-align: justify;"><br>Labour law in Denmark operates differently depending on the sector. In industries where a <strong>collective agreement</strong> applies, employers posting workers to Denmark are expected to comply with the terms outlined in these agreements. The <strong>Danish Labour Market Fund for Posted Workers</strong> ensures wage protection for posted workers from EU/European Economic Area (EEA) countries covered by a Danish collective agreement. However, where no agreement applies, Danish law sets out mandatory minimum employment conditions.</p><p style="margin: 0; text-align: justify;"><br>The key aspects of <strong>Danish labour law</strong> relevant to the Posting of Workers Directive include:</p><p style="margin: 0; text-align: justify;">&nbsp;</p><ul style="list-style-position: inside;"><li data-list-item-id="e65327fd3ee1d3001ae3087e2d91d8e16"><p style="margin: 0; text-align: justify;">Maximum work periods and minimum rest periods: <a href="https://www.retsinformation.dk/eli/lta/2004/896" target="_blank" rel="noopener noreferrer">Act on Implementation of Parts of the Working Time Directive (No. 896/2004)</a> (Lov om gennemførelse af dele af arbejdstidsdirektivet).</p></li><li data-list-item-id="e6c777477a7c1fa1a4a732a7c6d1ba0db"><p style="margin: 0; text-align: justify;">Minimum paid annual leave: <a href="https://www.retsinformation.dk/eli/lta/2024/152" target="_blank" rel="noopener noreferrer">Danish Holiday Act (No. 60/2018)</a> (Lov om ferie).</p></li><li data-list-item-id="e445bd8b117f44e2a0fbc2cd24d7c9d1c"><p style="margin: 0; text-align: justify;">Remuneration, including overtime rates: <a href="https://www.retsinformation.dk/eli/lta/2019/156" target="_blank" rel="noopener noreferrer">Equal Pay Act (No. 156/2019)</a> (Lov om lige løn til mænd og kvinder) and collective agreements.</p></li><li data-list-item-id="ee26a1ff93eda0e8fc312b0a3d852e8bb"><p style="margin: 0; text-align: justify;">Conditions of hiring-out of workers: <a href="https://www.retsinformation.dk/eli/lta/2013/595" target="_blank" rel="noopener noreferrer">Act on the Legal Rights of Temporary Agency Workers upon Assignment by a Temporary-Work Agency (No. 595/2013)</a> (Lov om vikarers retsstilling ved udsendelse af et vikarbureau m.v.).</p></li><li data-list-item-id="e2aa1675d37921075252b0edafa709a7e"><p style="margin: 0; text-align: justify;">Health, safety, and hygiene at work: <a href="https://www.retsinformation.dk/eli/lta/2021/2062" target="_blank" rel="noopener noreferrer">Working Environment Act (No. 2062/2021)</a> (Lov om arbejdsmiljø) and the <a href="https://www.retsinformation.dk/eli/lta/2018/125" target="_blank" rel="noopener noreferrer">Offshore Safety Act (No. 125/2018)</a> (Offshoresikkerhedsloven).</p></li><li data-list-item-id="e5655af064b65a79c9bde09a8d5304c20"><p style="margin: 0; text-align: justify;">Equality of treatment between men and women: <a href="https://www.retsinformation.dk/eli/lta/2021/751" target="_blank" rel="noopener noreferrer">Equal Treatment Act (No. 751/2021)</a> (Lov om ligestilling af kvinder og mænd), the Act on Prohibition against <a href="https://www.retsinformation.dk/eli/lta/2017/1001" target="_blank" rel="noopener noreferrer">Discrimination on the Labour Market (No. 1001/2017)</a> (Lov om forbud mod forskelsbehandling på arbejdsmarkedet m.v.) and the <a href="https://www.retsinformation.dk/eli/lta/2019/156" target="_blank" rel="noopener noreferrer">Equal Pay Act (No. 156/2019).</a></p></li><li data-list-item-id="ef58f1d55586a018f71681d61a22baab8"><p style="margin: 0; text-align: justify;">Conditions of workers’ accommodation: Where provided by the employer, accommodation must comply with Danish workplace safety and housing standards.</p></li><li data-list-item-id="e6b817c82859829f876d5ae18ed844ef6"><p style="margin: 0; text-align: justify;">Allowances or reimbursement of travel, board, and lodging costs: Subject to national and collective agreements regulated under the <a href="https://www.retsinformation.dk/eli/lta/2020/1457" target="_blank" rel="noopener noreferrer">EU-Residence Act No. 1457/2020</a> (EU-opholdsbekendtgørelsen).</p></li></ul><p style="margin: 0; text-align: justify;"><br>Article 3 of the Danish Posting of Workers Act <strong>defines a worker posted to Denmark</strong> as an employee who is usually employed in another country and is sent to Denmark by their employer to work for a limited period.&nbsp;</p><p style="margin: 0; text-align: justify;"><br>The <a href="https://www.retsinformation.dk/eli/lta/2023/501" target="_blank" rel="noopener noreferrer"><strong>Act on a Written Statement of Employment Conditions</strong></a> (Ansættelsesbevisloven, Law no. 501 of 16/05/2023) defines a <strong>worker </strong>in § 2(1) as a person who receives remuneration for personal work in an employment relationship. This means that to qualify as a worker under Danish law, the individual must perform the work themselves and be paid for it.</p><p style="margin: 0; text-align: justify;"><br>Danish labour law <strong>applies equally to all posted workers</strong>, including TCNs, without distinction from EU citizens. In principle, a posted worker has the same right to a safe and healthy working environment as a Danish citizen, including in respect of discrimination at the workplace, equal rights and equal pay for men and women and some of the regulation on working hours. Those posted for more than 12 months (extendable to 18 months) gain additional rights under Danish labour laws, e.g. part-time and fixed-term employment.&nbsp;</p></div>

Employments contracts

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Table 2 - Overview of relevant national administrations

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Country-Fiche: Denmark

Competent authorities

Request for information from national authorities

Table 1 - Overview of relevant national administrations

Applicable labour law

Employments contracts

Table 2 - Overview of relevant national administrations

Temporary Work Agencies

Social security

Electronic Exchange of Social Security Information (EESSI) system (includes public repository of social security institutions)

Institutions responsible for the issuance of PD A1

Online tool to check PD A1

European Health Insurance Card (EHIC) – List of institutions that issue the EHIC

Entry and stay requirements for TCNs

Visa

Table 3 - Visa types

Residence and work permits

Table 4 - Residence Permits

Table 5 - Work Permits

Special entry and stay requirements

Travel and residence documents

Useful Links

Table 6 - Useful links