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.

Updated figures October 4, 2025:

Albania’s unemployment rate was 8.6% in early 2025, continuing a slow, steady decline. Significant emigration of young and skilled workers persists, reducing the domestic labour supply and exacerbating skill shortages particularly in healthcare and construction. Labour force participation remains moderate, with population ageing slowly relative to regional neighbours. The economy is supported primarily by agriculture, services, and growing tourism, while industrial activity remains limited. Vocational education programmes and government initiatives aim to curb skill mismatches and encourage return migration, but challenges remain. Female participation is increasing yet remains below male levels due to cultural and family commitments. Wage growth is modest and uneven across regions, with rural communities lagging. Regional disparities in employment opportunities remain pronounced. Economic reforms target formalisation of the labour market and improved job quality. Population aging presents longer-term fiscal challenges related to pension sustainability.

Australia’s unemployment rate was steady at 4.1% in Q2 2025, underscoring strong post-pandemic labour market performance. Labour force participation for men and women remains near record highs, assisted by flexible work policies and steady skilled immigration. Employment growth is concentrated in healthcare, education, infrastructure, and technology sectors, supported by wage rises that generally outpace inflation. Underemployment, especially for part-time workers, is declining. Australia’s urban centres dominate in job creation, although regional and rural areas face challenges. Skill shortages persist in health, trade, and STEM (science, technology, engineering, and maths), prompting targeted immigration and education initiatives. Diverse migrant populations enrich the workforce, offsetting ageing of the native-born population and supporting labour market resilience. Flexible working and remote arrangements continue in many professional fields. Social protections and active labour market programmes reinforce inclusion and workforce participation.

Brazil’s unemployment rate decreased to 5.8% in Q2 2025 as economic recovery continues. Services, agriculture, and construction sectors lead in job growth while industrial employment remains stable but without significant expansion. Informality affects nearly 40% of workers who lack formal contracts and social protections. Regional disparities are large, with the Southeast outperforming northern and rural areas. Youth unemployment remains elevated although some improvements have been recorded. Efforts to formalise the labour market include expanded apprenticeships and technical training. Wage growth favors urban areas, while rural wages stagnate. The demographic profile is transitioning from a youthful to an ageing population, thereby influencing labour supply dynamics and pension needs. Public policy focuses on job creation, formalisation, and social inclusion. Female workforce participation rises modestly but barriers persist. Inequality remains a key socio-economic concern.

Canada’s unemployment edged slightly upwards to 6.4% in early 2025, consistent with 2024 trends. Immigration sustains workforce growth, particularly in large cities like Toronto and Vancouver. Sectors such as healthcare, information technology, and education experience robust job gains. Indigenous peoples and recent immigrants face higher unemployment rates, underscoring integration challenges. Wage growth has slowed amid housing affordability pressures limiting labour mobility. The labour market benefits from a young and ethnically diverse immigrant population that offsets an ageing native-born cohort. Regional disparities continue, with stronger labour markets in larger urban centres. Real wages are stabilising after recent growth. Labour shortages affect healthcare, IT, and skilled trades. Social programmes support labour market participation and upskilling.

China’s urban surveyed unemployment rate stayed at 5.0% in mid-2025, unchanged from 2024, but youth unemployment remains critically high at 14–15%. Employment growth increasingly comes from service sectors and domestic consumption, while manufacturing employment declines due to automation and external demand pressures. Educational mismatch is pronounced amongst young graduates. Regional employment and wage disparities between coastal and inland areas remain large. China’s working-age population continues shrinking by nearly 1% annually, with profound implications for pensions and economic growth. Informal and underemployment mask deeper structural issues. Policies focus on rebalancing the economy towards innovation and consumption-led growth. Wage disparities persist, and regional migration is constrained. Labour market reforms promote skills development and job matching.

Denmark’s unemployment rate averaged 4.1% in early 2025, with an employment rate of nearly 79% for those aged 20–64, among Europe’s highest. Female labour force participation is nearly equal to men’s, enabled by generous parental leave, childcare, and flexible work options. Job growth is strongest in healthcare, green technology, and IT, while manufacturing stabilises. Wage growth slightly outpaces inflation, supporting strong consumer confidence. Labour shortages affect skilled trades and elder care, fostering immigration increases and vocational retraining. The strong collective bargaining system ensures high job quality and social protection. Integration of refugees and immigrants progresses gradually despite long-standing challenges. Regional labour market differences are small. Population ageing heightens pension and healthcare pressures, demanding sustained policy focus. Education systems prioritise reskilling and lifelong learning.

Estonia’s unemployment rate rose slightly to 5.4% in Q2 2025; the employment rate for ages 20–64 is approximately 76%. Growth sectors include information technology, business services, and logistics, mainly concentrated in urban areas. Wage increases are outpaced by inflation among low-income earners. Labour shortages persist in health care and skilled trades, partially mitigated by immigration from Ukraine and beyond. Workforce ageing and youth emigration pressure long-term labour supply. Government policies emphasise digital economy growth and skills enhancement. Female workforce participation is comparatively high but faces barriers linked to family responsibilities. Rural regions struggle with access to quality jobs. Population decline continues, requiring policy innovation. Vocational education reforms aim to align skills better with market needs. Social protection provides a safety net for displaced workers.

European Union aggregate unemployment was 5.9% in Q2 2025, down slightly from 6.0% in 2024. The employment rate for 20–64-year-olds reached 76%, a record high since 2009, led by the Netherlands (83.5%), Malta (83.0%), and Czechia (82.3%). Southern countries like Italy (67.1%), Greece (69.3%), and Romania (69.5%) lag considerably. Over-qualification affects 21.3% of workers, with women disproportionately represented in lower-skilled jobs relative to their qualifications. The union faces structural challenges including demographic ageing, significant regional disparities, and the ongoing integration of migrants and young people into the workforce. Employment grows strongest in technology, health, and green sectors, tempered by persistent youth unemployment in southern and eastern member states. Active labour market policies are expanding to address these issues. The EU prioritises digital skills and social inclusion.

India’s unemployment in 2025 is estimated at 4.8% to 5.0%, a modest improvement. Youth unemployment remains high, exceeding 15%, worsened by a large informal economy and education-to-employment mismatches. Job growth is concentrated in services, IT, and construction, while manufacturing struggles with infrastructure constraints. A substantial workforce of young entrants offers future growth potential but presents urgent demands for skill development and quality jobs. Government reforms focus on vocational education, digital economy participation, and formalisation of employment. Wage growth is uneven and concentrated in urban centres. Gender gaps in employment persist. Migration from rural to urban areas continues. Labour market fragmentation increases underemployment and job insecurity.

Latvia’s unemployment was 6.5% in Q2 2025, with a 20–64 employment rate near 74%. Regional disparities are stark, with Riga exhibiting lower unemployment and greater job opportunities compared to rural areas. Female labour force participation remains strong, while wage growth matches inflation. Emigration of young workers sustains skill shortages in health, construction, and IT sectors. The government pursues policies to attract expatriates, improve vocational education, and enhance youth employment. Population ageing accelerates, pressuring social services and labour supply. Rural depopulation worsens, leading to regional labour imbalances. Social safety nets and active labour market policies are expanding. Labour market reforms focus on inclusivity and skills training.

Lithuania’s unemployment rate held steady at 6.0% in early 2025, with an employment rate slightly above 77%. Growth is focused on IT, finance, and exports, supported by a comparatively high level of digitalisation and productivity gains. Youth emigration remains problematic, particularly impacting rural areas. Government policies target youth retention, return migration, and vocational training to alleviate talent shortages. Workforce ageing continues as fertility remains low. Labour market flexibility and active labour programmes are being expanded. Female participation is relatively high, but gender wage gaps remain. Regional economic disparities require ongoing attention. Education reforms aim to close skills gaps.

Montenegro’s unemployment rate fell slightly to 10.8% in Q1 2025 but remains high, especially among youth. Skilled worker emigration to EU countries continues to limit labour supply. The economy relies heavily on tourism and service industries while lacking industrial diversification. An aging population exacerbates labour market challenges and increases dependency ratios. Government priorities include skills development, economic diversification, and incentives for return migration. Rural areas suffer from depopulation and underemployment. Urban centres attract younger workers but suffer from limited job creation. Wage growth is marginal and unevenly distributed. Labour market informality remains a persistent problem.

North Macedonia reported a 13.6% unemployment rate in Q1 2025, the highest among regional EU candidates. Youth unemployment and emigration of educated young people remain critical impediments to labour market development. Manufacturing and services are the main job creators but have not fundamentally reduced unemployment. Population ageing and decline increase labour supply pressures. Government policies focus on vocational training and youth employment promotion. Regional disparities persist, with rural areas especially disadvantaged. Wage growth is modest, with widespread underemployment. Female employment rates are improving slowly. Social protection systems face funding challenges due to demographic shifts.

Norway’s unemployment rate was 3.5% in early 2025, maintaining one of Europe’s lowest levels. Employment rates exceed 80% for those aged 20–64, reflecting a highly skilled workforce. Strong sectors include oil and gas, renewable energy, maritime industries, and public services. Wage growth outpaces inflation, and labour participation is high among women and seniors due to supportive family and social policies. Immigration continues to replenish the workforce, though integration into skilled roles varies. Labour shortages exist in healthcare and engineering. Demographic aging poses medium-term labour supply constraints but Norway’s migration policy actively seeks to mitigate these. Vocational and tertiary education systems remain world-class. Regional labour market disparities are limited by effective regional development policies.

Serbia’s unemployment rate was 9.3% in Q1 2025, with little change year-over-year. Significant emigration among young, educated workers results in skill shortages and constrains economic growth. Low fertility rates contribute to a shrinking and ageing population, compounding labour supply issues. Employment centres around services, manufacturing, and agriculture. Government policies seek to incentivise return migration and vocational education expansion but face implementation challenges. The gender employment gap narrows slowly. Rural areas lag in job creation and economic development. Wage growth is tentative. Youth unemployment remains relatively high.

Singapore’s unemployment rate decreased slightly to 2.1% in Q2 2025, maintaining a position among the world’s lowest. Employment rose in electronics, financial services, and healthcare, offsetting softness in export-oriented manufacturing. The government encourages older worker participation and invests heavily in upskilling through national programmes like SkillsFuture. Foreign labour remains essential particularly in construction, domestic services, and logistics. Rapid demographic ageing poses major challenges, with low fertility rates and increased longevity. Gender workforce participation is high, and the gender pay gap is narrowing. The government focuses on digital transformation and productivity enhancement as economic drivers. Labour market flexibility remains strong. Wages rise moderately with productivity.

Sweden’s unemployment rate edged to 7.4% in Q2 2025 amid economic headwinds and labour market expansion. The employment rate is approximately 77%, largely supported by high female participation and the public sector. Immigration continues to contribute to labour supply, though integration and skills remain policy priorities. Wage growth is moderate, with gains strongest in IT, healthcare, and education sectors. Youth unemployment, though elevated, is addressed through apprenticeship and vocational programmes. Regional disparities are increasing, with rural areas depopulating. Social protections remain generous. Labour market participation among seniors increases. Policy emphasis remains on inclusion and innovation.

Ukraine’s labour market data remain unreliable due to ongoing conflict and martial law restrictions. Labour force participation is reduced, with male availability constrained by conscription and travel bans. Large-scale displacement and emigration have reshaped labour supply, with acute shortages in many regions. Pre-conflict issues of youth unemployment and emigration remain relevant but are overshadowed by wartime disruptions. Economic activity centres on safer western regions and remittance flows support many households. Reconstruction plans emphasize workforce rebuilding and reintegration, but uncertainties persist. Social and economic challenges are severe.

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/.