Top 10 Third-Country Investment Partners:

• United States
• United Kingdom
• Singapore
• China
• Japan
• Australia
• Canada
• India
• Brazil
• Malaysia

6 EU Candidate Countries:

• Montenegro
• Serbia
• North Macedonia
• Albania
• Ukraine
• Moldova

At the time of writing, these countries are assumed based on the criteria set out by the Danish government. However, the final list is still pending and has yet to be officially confirmed also by The Danish government, Ministry of Employment, we hope to see this next week.

United States
In 2024, the United States maintained a relatively low unemployment rate, estimated at around 3.9%. The employment rate for both men and women was close to record highs, with female labor force participation nearly matching its all-time peak. Demographically, the US labor market continues to be characterized by a high degree of diversity, with ongoing challenges related to racial and gender disparities in employment outcomes. The country also faces an aging workforce, which is gradually increasing the median age of workers and creating pressures on social security systems and healthcare infrastructure.

United Kingdom
The unemployment rate in the UK hovered around 4.2% in 2024. Female labor force participation was slightly below its record high, by about 0.4 percentage points. The UK’s demographic trends include an aging population and a growing share of foreign-born workers, which both influence labor market dynamics. There is also a notable regional variation in employment rates, with London and the South East generally outperforming other regions.

Singapore
Singapore’s unemployment rate remained low, at approximately 2.2% in 2024. The city-state’s workforce is highly urbanized and educated, with a significant proportion of foreign workers supporting sectors such as construction and domestic services. Singapore’s demographic challenge is a rapidly aging population, which has prompted government initiatives to encourage older workers to remain in the labor force and to boost fertility rates.

China
China’s official unemployment rate was reported at 5.1% in 2024. However, there are concerns about underemployment and labor market pressures, especially among young graduates, where educational mismatch is a growing issue. Demographically, China is experiencing a declining working-age population due to low birth rates and the legacy of the one-child policy, which is expected to have long-term impacts on economic growth and social stability.

Japan
Japan’s unemployment rate was among the lowest globally at 2.5% in 2024. The country faces pronounced demographic challenges, with one of the world’s oldest populations and a shrinking workforce. This has led to increased labor force participation among women and older individuals, as well as gradual policy shifts to allow more foreign workers into the country.

Australia
Australia’s unemployment rate stood at about 4.2% in 2024. The labor market is marked by strong participation from both genders, with a significant proportion of the workforce born overseas. Australia’s population continues to grow through immigration, which helps offset the effects of an aging native-born population.

Canada
Canada’s unemployment rate was 6.3% in 2024. The country’s labor market benefits from high immigration rates, which contribute to a relatively young and diverse workforce. Indigenous populations and recent immigrants, however, continue to experience higher unemployment rates compared to the national average.

India
India’s unemployment rate was around 5.1% in 2025. The country has a very young population, with a large cohort entering the labor market each year. However, youth unemployment and underemployment remain significant challenges, with many young people working in informal or precarious jobs. Educational mismatch is also a major concern, as a high proportion of young workers have qualifications that do not align with available jobs.

Brazil
Brazil’s unemployment rate was 6.1% in 2024. The labor market is characterized by high informality, with many workers lacking formal contracts or social protections. Demographically, Brazil is transitioning from a young to a more mature population, which is expected to affect labor supply and economic growth in the coming decades.

Malaysia
Malaysia’s unemployment rate was 3.5% in 2024. The country has a relatively young population, but faces challenges related to youth unemployment and skills mismatch. The labor market relies on a significant number of migrant workers, particularly in manufacturing, construction, and agriculture.

Montenegro (EU Candidate Country)
Montenegro’s unemployment rate was 11.0% in the third quarter of 2024. The country has a small and aging population, with youth unemployment remaining a persistent issue. Emigration of young and skilled workers to EU countries is a notable demographic trend, impacting the domestic labor market.

Serbia (EU Candidate Country)
Serbia’s unemployment rate was about 9.5% in 2024. The country faces demographic decline due to low birth rates and significant emigration, particularly among the young and educated. This has resulted in labor shortages in certain sectors and a growing dependency ratio.

North Macedonia (EU Candidate Country)
North Macedonia’s unemployment rate was 14.1% in 2024, one of the highest among EU candidate countries. The country’s population is shrinking and aging, with high youth unemployment and ongoing emigration of skilled workers to Western Europe.

Albania (EU Candidate Country)
Albania’s unemployment rate was 8.8% in the fourth quarter of 2024. The country experiences significant emigration, particularly among the young, which reduces the domestic labor force and contributes to skill shortages. The population is also aging, though at a slower rate compared to some neighboring countries.

Ukraine (EU Candidate Country)
Reliable 2024 employment data for Ukraine is limited due to the ongoing conflict. Prior to the war, the country faced challenges with youth unemployment and emigration. The war has caused significant demographic shifts, including population loss, internal displacement, and a sharp reduction in labor market participation, especially among men of working age.
(Under martial law in Ukraine, men aged 18 to 60 are generally prohibited from leaving the country. This restriction has been in place since February 2022 and remains effective as of June 2025. However, there are specific exceptions that allow certain individuals to travel abroad)

Moldova (EU Candidate Country)
Moldova’s unemployment rate was 3.5% in 2024. The country’s labor market is heavily affected by emigration, with a large share of the working-age population living and working abroad. This has led to labor shortages and a high dependency on remittances. The population is also aging, which may exacerbate labor market challenges in the future.

European Union (EU Aggregate)
The EU’s employment rate reached 75.8% in 2024, the highest since 2009. The highest employment rates were in the Netherlands (83.5%), Malta (83.0%), and Czechia (82.3%), while the lowest were in Italy (67.1%), Greece (69.3%), and Romania (69.5%). Over-qualification is a notable issue, with 21.3% of workers employed in jobs below their education level, and women are more likely than men to be over-qualified. Demographically, the EU faces an aging population, regional disparities in employment, and ongoing challenges integrating migrants and young people into the labor market.

United States
Demographic changes are significantly impacting the US labor market. The population is growing more slowly than in previous decades due to declining fertility rates and decreased international migration. The aging of the population is a key factor: the share of older workers is increasing, while the proportion of young people (16–24) in the labor force is shrinking. By 2024, prime-age workers (25–54) make up nearly 64% of the labor force, but the growth rate of this group is modest. The labor force participation rate has been declining, largely as a result of these demographic shifts. Racial and ethnic composition is also changing, with Hispanics and Asians increasing their share of the workforce, while the share of White non-Hispanics is declining. The overall effect is a slower-growing, older, and more diverse workforce, which may constrain economic growth and change the types of jobs in demand.

United Kingdom
The UK’s demographic profile is marked by an increasing working-age population, with an extra 484,000 people aged 16–64 in 2024 compared to the previous year. The employment rate for women has risen, partly due to changes in the State Pension age, and the gap between men’s and women’s employment rates has narrowed. However, youth unemployment is a concern, with a rate of 14.8% for those aged 16–24 in late 2024, up from 11.9% the previous year. The UK also sees disparities among ethnic groups: minority ethnic groups face an unemployment rate of 7.9%, almost double that of White groups. These demographic elements—aging, gender shifts in employment, and ethnic disparities—shape the labor market, affecting overall participation, the types of jobs in demand, and the need for targeted policy interventions.

Singapore
Singapore’s demographic landscape is dominated by rapid population aging. The old-age support ratio has dropped from 6.0 in 2014 to 3.5 in 2024, and is expected to decline further. The employment rate among prime-age residents (25–54) and seniors (65+) has increased, with more seniors working in sectors like administrative support and food services. Female employment has also risen, narrowing the gender gap. However, the employment rate for youths (15–24) has decreased, as more young people choose education over work. These trends mean Singapore’s labor force is becoming older and more reliant on both women and seniors, which could impact productivity and increase the need for retraining and lifelong learning initiatives.

China
China is experiencing a dramatic demographic shift, with a total fertility rate of 1.09 in 2024 and a rapidly aging population. The proportion of people aged 65 and older is projected to rise from 14.9% in 2025 to 26.3% by 2050. The working-age population (15–64) has been shrinking since 2011, with labor force participation down to 66% in 2024. The number of young people entering the workforce has dropped by 15% since 2015. These changes are leading to a shrinking labor supply, rising labor costs, and challenges in maintaining economic growth. The manufacturing sector, a traditional strength, faces a dwindling pool of workers, while technology and services sectors struggle to recruit enough skilled employees. China’s closed migration system limits its ability to offset these trends with foreign workers, intensifying the economic impact of its demographic crisis.

Japan
Japan’s record-high labor force of 67.8 million in 2024 is due to increased employment among seniors and women. The number of employed women has grown significantly, and more seniors are working, often in part-time roles. Despite this, the number of younger workers has declined, and the overall hours worked have not increased substantially. The demographic reality is a shrinking and aging population, with labor shortages remaining a persistent issue. The reliance on part-time work by women and seniors means that, while headline employment figures are strong, the depth of labor input is not rising as quickly, posing long-term challenges for productivity and economic growth.

Australia
Australia’s labor market is influenced by strong population growth, driven largely by immigration. This growth has helped address skill shortages and supported labor market tightness, with the unemployment rate remaining below 4%. The population rose at a record pace in 2023, but is expected to return to more typical growth rates in 2024. Demographically, Australia benefits from a relatively young and diverse workforce, but also faces pressures from an aging population and the need to integrate new arrivals into the labor market efficiently. These factors affect the types of jobs in demand and the policies needed to support workforce participation.

Across these countries, demographic shifts—aging populations, changing gender participation, youth labor trends, and ethnic diversity—are reshaping labor markets. They influence not just the size of the workforce, but also the types of jobs available, wage dynamics, and the need for policy responses to support economic growth and social cohesion.

Danish legislation is typically available only in Danish. However, you can copy and paste the link to the specific law into, for example, Google Translate, or you can ask ChatGPT to translate the law into the language of your choice.

English summary and official Danish versions

The consolidated Aliens Act (LBK 1009/2024) is the current law in force, available in Danish with an option to display English summary.
https://www.retsinformation.dk/eli/lta/2024/1009 admin.elov.dk+8lovguiden.dk+8eu.dk+8

Amendment no. 1694/2024 (effective 1 Jan 2025) updates critical sections including § 2a—this is legally binding and valid.
https://www.retsinformation.dk/eli/lta/2024/1694

Act L 56B (2024‑25), removing residence permit as a deportation obstacle—approved on 17 December 2024—now fully in effect.
https://www.ft.dk/samling/20241/lovforslag/l56b/20241_l56b_som_vedtaget.htm familieadvokaten.dk+8ft.dk+8ft.dk+8

Act L 15 (2024‑25) requires employer registration (RUT) and ID presentation for foreign service providers—approved 28 November 2024, currently effective.
https://www.ft.dk/samling/20241/lovforslag/l15/20241_l15_som_vedtaget.htm ft.dk

Gældende lovbekendtgørelse og relevante ændringslove

Udlændingeloven (LBK nr. 1009 af 2. september 2024)
Dette er den seneste gældende bekendtgørelse af Aliens Act, som indeholder § 9a med reglerne om beløbsordninger, herunder den nye 16‑landesordning.
https://www.retsinformation.dk/eli/lta/2024/1009 ft.dk+6lovguiden.dk+6reddit.com+6reddit.com+7familieadvokaten.dk+7ft.dk+7

Lov nr. 1694 af 30. december 2024
Indførte ændringer i § 2a og andre bestemmelser med virkning 1. januar 2025 – også helt gyldigt og relevant.
https://www.retsinformation.dk/eli/lta/2024/1694

Lovforslag L 56B, vedtaget 17. december 2024
Fjernelse af opholdstilladelse som udsendelseshindring – gældende fra 1. januar 2025.
https://www.ft.dk/samling/20241/lovforslag/l56b/20241_l56b_som_vedtaget.htm reddit.com+7ft.dk+7ft.dk+7

Lovforslag L 15, vedtaget 28. november 2024
Ændrede krav til registre over udenlandske tjenesteydere (RUT), legitimation mv. – trådt i kraft og gældende.
https://www.ft.dk/samling/20241/lovforslag/l15/20241_l15_som_vedtaget.htm lovguiden.dk+15ft.dk+15admin.elov.dk+15

English version with English links

Danish Immigration Service (Udlændingestyrelsen)
The Danish Immigration Service handles applications for residence and work permits as well as asylum. The website offers guidelines, forms, and updates on rules for foreign workers in Denmark.
https://www.nyidanmark.dk/en-GB

Work in Denmark
Work in Denmark is the official portal for international workers with information about job opportunities, visa rules, and working conditions in Denmark.
https://workindenmark.dk

Denmark.dk – Official Denmark Portal
Denmark.dk is the official portal providing information for foreigners about life in Denmark, including the labour market, housing, visas, and integration.
https://denmark.dk/en

Borger.dk
Borger.dk is the digital platform for Danish citizens and foreigners seeking information on public services, residence permits, taxation, and the labour market. The site is mainly in Danish.
https://www.borger.dk

Styrelsen for International Recruitment and Integration (SIRI)
SIRI facilitates the recruitment and integration of foreign labour. The site provides guidelines for employers and workers on applications and legislation.
https://www.siri.dk/en

Udlændingestyrelsen
Udlændingestyrelsen behandler ansøgninger om opholdstilladelse, arbejdstilladelse og asyl. Her kan man finde vejledninger, blanketter og nyheder om regler for udenlandske arbejdstagere i Danmark.
https://www.nyidanmark.dk

Work in Denmark
Work in Denmark er en officiel portal målrettet internationale arbejdstagere med information om jobmuligheder, visumregler og arbejdsforhold i Danmark.
https://workindenmark.dk

Danmark.dk
Danmark.dk er den officielle portal for information til udlændinge om livet i Danmark, herunder arbejdsmarked, bolig, visum og integration.
https://denmark.dk

Borger.dk
Borger.dk er den digitale platform for danske borgere og udlændinge, der søger information om offentlige ydelser, opholdstilladelse, skat og arbejdsmarked.
https://www.borger.dk

Styrelsen for International Rekruttering og Integration (SIRI)
SIRI har ansvar for at lette tilgangen af udenlandsk arbejdskraft og integration. Her findes vejledninger til arbejdsgivere og arbejdstagere om ansøgninger og lovgivning.
https://www.siri.dk

Attracting skilled workers is only the first step; ensuring their successful integration and long-term retention is just as crucial. Many foreign professionals encounter significant hurdles upon arrival in Denmark. Language can be a major barrier—Danish is not widely spoken outside the country, and while many Danes speak English, full participation in the workplace and society often requires at least basic Danish proficiency. Additionally, workplace culture in Denmark is unique, emphasizing flat hierarchies, consensus-driven decision-making, and a strong work-life balance. These cultural differences can be both appealing and confusing to newcomers, potentially leading to misunderstandings or dissatisfaction if not properly addressed.

Recognition of foreign qualifications is another common obstacle. Skilled workers may find that their degrees or professional certifications are not automatically recognized, requiring them to undergo additional assessments or training before they can work in their field. Social integration is equally important—building a sense of belonging and community for both workers and their families can be challenging, especially in smaller Danish towns or rural areas. Without robust support systems for language learning, professional development, and social integration, there is a risk that skilled workers will not stay long-term, undermining the intended benefits of Denmark’s open-door policy.

Denmark is renowned for its high quality of life, but this comes with a correspondingly high cost of living. Housing in cities like Copenhagen and Aarhus is expensive and in high demand, making it difficult for newcomers to find affordable accommodation. Everyday expenses—including food, transportation, and childcare—are also among the highest in Europe. For skilled workers coming from countries with lower average incomes, the financial leap can be daunting, especially if they are relocating with families or if there are delays in finding suitable employment.

Employers and the Danish government must recognize that competitive salaries alone may not be enough to offset these costs. Comprehensive relocation packages, access to affordable housing, and practical support for settling in can make a significant difference. Without such measures, Denmark risks losing out on talented individuals who may opt for countries with lower living costs or more generous support for newcomers. Addressing these economic barriers is essential to ensure that Denmark remains an attractive and accessible destination for skilled workers from around the world.

The text in the provided article states that only companies with a traditional collective agreement (overenskomst) can bring international labor to Denmark. This means that the employer must have entered into a recognized collective agreement with a Danish trade union. However, the text does not state that the individual employee must be a member of a union—only that the company must operate under such an agreement.

It is also specified that this requirement excludes employers who use alternative unions (like Krifa) and applies only to companies with at least ten full-time employees and a clean record with the Danish Working Environment Authority. If there is no union representative at the company, the union must be allowed access to assist employees.

In summary:

The requirement is on the company to have a traditional collective agreement, not on the individual employee to be a union member.
The company must allow union access to support employees, but there is no stated obligation for employees to join a union.
The law’s focus is to ensure proper working conditions by tying the right to hire foreign workers to companies that are already covered by standard Danish labor agreements.

This interpretation is consistent with Danish labor market practice, where collective agreements set minimum standards, but union membership is voluntary.

Yes, under Denmark’s new rules for hiring foreign workers from 16 selected countries, both Danish and foreign employees doing the same work for the same company must receive the same salary and benefits as set out in the relevant collective agreement. The law requires that foreign workers be employed under a traditional Danish collective agreement, which ensures that their pay and working conditions match those of Danish colleagues in comparable roles. This system is designed to guarantee fair treatment and prevent wage dumping, so there should be no difference in salary or benefits based on nationality when the work is the same. The only additional requirement is that the foreign worker’s salary must meet the minimum threshold of DKK 300,000 per year, but in practice, collective agreements typically set the standard for pay and benefits for all employees in the same job category

Trade unions in Denmark have the right to request and review salary information, including salary grids, to ensure that employers comply with collective agreements. While these salary grids are not always published online for the general public, union representatives or shop stewards can access them, and unions can require the employer to provide salary documentation. If there is no union representative at the workplace, the union must be allowed access to assist employees and verify that correct pay and conditions are being followed. This system helps guarantee transparency and fair treatment for all employees, including foreign workers.

No, under the new Danish rules, only companies that have a traditional collective agreement with a recognized Danish trade union can hire employees from the 16 selected countries. If a company does not have such an agreement, it is not eligible to bring in foreign workers under this scheme. This requirement is intended to ensure that all foreign employees are hired under proper Danish working conditions and standards.

Yes, the Danish Salaried Employees Act applies to all employees working as salaried staff in Denmark—regardless of whether they are Danish or foreign nationals—if they are employed in a salaried position by a Danish employer. This means that if a foreign worker from one of the 16 selected countries is employed in a salaried position in Denmark, they are covered by the rights and obligations of the Act, such as notice periods, pay during illness, holiday entitlements, and severance pay. If the company also has a collective agreement, the employee will benefit from both the Act and the additional rights provided by the agreement, but the Act always sets the minimum standard.

Yes, a company can hire a foreign CEO on an individual executive contract without any requirement for union membership or coverage by a collective agreement. CEOs are not covered by the Danish Salaried Employees Act or collective agreements, and their terms are set by individual negotiation between the board and the CEO.

After reaching the 300,000 DKK annual salary threshold, the employer must continue to pay this amount or more as a fixed salary. This salary must comply with Danish labour standards and includes only base salary, paid holiday, and employer-paid pension—bonuses or benefits in kind are not included. This threshold is a condition not only at the time of application but must be maintained throughout the period of residence. If the salary drops below the threshold or if employment ends, the permit may not be extended. While this specific threshold applies to the new agreement, Denmark typically updates such thresholds in other schemes on a regular basis to reflect labour market changes. It remains to be seen whether this scheme will follow a similar indexation process over time.

Yes, Danish law requires that foreign employees must be offered salary and employment conditions that are equivalent to those of Danish workers in similar positions. This is known as the “equal treatment principle,” which ensures that foreign workers are not exploited or used to undercut Danish wage levels. When applying for a work permit, Danish authorities assess whether the offered salary, working hours, and employment terms match the usual standards in the sector. If the salary is significantly lower than what is normal in Denmark for that job type, the permit can be refused. This protection is in place to maintain fair competition and uphold labour rights for all workers in the Danish labour market.

EU Pay Transparency Directive: https://ec.europa.eu/commission/presscorner/detail/en/ip_23_1624

Danish Ministry of Employment, Pay Transparency: https://bm.dk/arbejdsomraader/ligestilling/ligeloen-og-loenstatistik/

There has been considerable discussion surrounding the new law on pay transparency. The law has been adopted at the EU level but is, at the time of writing, still under consideration in the Danish Parliament. However, it is assumed that salaries will become publicly accessible in some form.

No, this agreement is not restricted to specific occupations. It allows access for general skilled workers from the 16 selected countries, regardless of their specific field. This is a significant difference from Denmark’s Positive List, which applies only to occupations experiencing a labour shortage. However, the Positive List continues to exist alongside this scheme and may offer faster or more tailored processing for applicants whose professions are in high demand. While this scheme is broader, applicants in Positive List professions may still benefit from additional pathways or options.

Yes, spouses and children may join the worker in Denmark under this scheme. Family reunification rules apply, and recent reforms have made these rules more flexible. The financial security deposit required for spouse reunification has been reduced, and in some cases, active participation in work or society may replace the need for passing Danish language tests. Therefore, the scheme not only allows but also supports family immigration under more favourable conditions than previously.

The residence permit granted under this scheme is tied directly to the duration of the employment. As long as the employment continues and all conditions—including the salary threshold—are met, the residence permit can be renewed. There is no predefined maximum stay period; however, a change in employment status or salary level could affect a worker’s ability to remain in the country under this scheme. Renewal requires continued compliance with the original conditions.

No, there is no formal requirement to speak Danish in order to qualify for or maintain residence under this scheme. However, in practice, many Danish employers prefer or expect employees to learn basic Danish over time, especially in roles that involve teamwork or customer contact. In addition, learning Danish may be necessary for those who later apply for permanent residence or citizenship, as language skills are often a condition for those applications. Integration into Danish society is generally smoother for those who gain at least a basic command of the language.

Danish language education is offered to adult foreigners who have recently arrived in Denmark. The purpose is to equip them with the skills needed to manage in the job market, in education, and as citizens in Denmark.

In addition to teaching the Danish language, Danish education also includes knowledge about Danish culture and societal conditions. It provides participants with a basic introduction to the Danish labour market, educational opportunities, and democracy.

There are three independent Danish education programmes, each structured differently to match the goals and backgrounds of the participants:

• Danish Education 1 is for participants who cannot read or write in their native language or who do not master a European writing system. The goal is to acquire basic oral and written Danish skills to manage in the labour market and society. Danish Education 1 concludes with the Danish Language Test 1 (Prøve i Dansk 1).

• Danish Education 2 is for participants with a short school and educational background from their home country. The goal is to understand, speak, and read Danish well enough to manage in the labour market, in vocational training, and in society. Danish Education 2 concludes with the Danish Language Test 2 (Prøve i Dansk 2).

• Danish Education 3 is for participants with a medium or long educational background, such as vocational training, upper secondary education, or higher education. The goal is to be able to take on qualified work or pursue further education, as well as actively participate in society. Danish Education 3 concludes with the Danish Language Test 3 (Prøve i Dansk 3). Alternatively, it may conclude with the highest level, the Study Test (Studieprøven), which is required for studying at a Danish university.

The Citizenship Test (Indfødsretsprøven) is a test about Danish society, culture, and history. Passing this test is one of the requirements for obtaining Danish citizenship.

The Active Citizenship Test (Medborgerskabsprøven) demonstrates a person’s level of integration by testing their familiarity with Danish society, culture, and history. Passing this test can help fulfil one of the requirements for obtaining permanent residency in Denmark.

The A1 and A2 Danish Tests are oral language tests for foreigners who have been granted family reunification. These tests must be passed 6 and 9 months respectively after the family reunified individual has been granted residency. Passing the tests is a condition for being allowed to stay in Denmark and for reducing the required financial guarantee.

The Extension Test (Forlængelsesprøven) is a language and knowledge test that religious preachers must pass after 6 months in order to remain in Denmark.

Link: (Danish): https://siri.dk/integration/#accordion-las-om-danskuddannelse-danskprover-og-vidensprover

This opportunity is not related to the two Danish Positive Lists, but we include the links to them anyway, as some recipients of this newsletter may be interested in them. Please see the two lists here.

Q: Where can I find the Positive List for Skilled Work?
A: The official Danish Government page for the Positive List for Skilled Work is accessible here.
Link: https://www.nyidanmark.dk/en-GB/You-want-to-apply/Work/The-Positive-Lists natlawreview.com+14nyidanmark.dk+14nyidanmark.dk+14

Q: Where can I find the Positive List for People with Higher Education?
A: You can review the updated Positive List for Higher Education on the official SIRI page.
Link: https://www.nyidanmark.dk/en-GB/You-want-to-apply/Work/Positive-List-Higher-Education oyi.net+11nyidanmark.dk+11financialexpress.com+11

Q: When were the latest lists updated and how many job titles do they include?
A: The Positive Lists were recently updated on July 1, 2025. The Skilled Work list now includes 65 job titles, and the Higher Education list includes 190 job titles, both effective from that date.
Link: https://nyidanmark.dk/en-GB/News-Front-Page/2025/07/The-Positive-Lists-are-updated-as-of-1-July-2025

Yes, Denmark is known for its strong rule of law and strict adherence to regulations, especially in areas such as employment, taxation, and immigration. The legal framework is transparent, well-enforced, and designed to ensure fairness and compliance. Attempts to circumvent or “bend” the law through creative arrangements or undisclosed payments are illegal and can lead to serious consequences including fines, revocation of permits, and even criminal charges. Both employers and employees are expected to fully comply with Danish laws and regulations. The system is built on trust and integrity, and deliberate violations are not tolerated. Therefore, any suggestion of “creative acting” to bypass legal requirements is not only unethical but also legally punishable.

The original agreement was introduced by the Danish government on 30 June 2025. This scheme, known as the Collective Agreement–based Business Scheme, lowers the salary threshold for foreign skilled workers from DKK 514,000 to DKK 300,000, provided the employer is covered by a collective bargaining agreement. It was established as a collaboration between the Danish Employers’ Association (DA) and the Danish Trade Union Confederation (FH), with the support of the government. The agreement was officially announced by the Minister for Employment, Ane Halsboe-Jørgensen, and the Minister for the Economy, Stephanie Lose. This initiative aims to address labour shortages while ensuring fair working conditions and preventing social dumping.

For further details and official information, you can visit the Danish Agency for International Recruitment and Integration (SIRI) website at https://nyidanmark.dk/en-GB/

Additional news articles about the agreement can be found here:
https://cphpost.dk/2025-06-27/business-education/career/deal-reached-to-bring-more-foreign-workers-to-denmark/
https://diplomatmagazine.eu/2025/07/01/denmark-introduces-new-agreement-to-attract-international-workers-from-selected-countries/.