Global Employment Solutions & PEO in Denmark

Omnipresent provides global employment solutions and professional employment organisation (PEO) services for companies looking to grow and build out a global team in Denmark. Traditional methods of establishing global employment and subsidiaries in Denmark typically take months and can incur heavy costs. Omnipresent’s global employment solutions and PEO services is helping hundreds of organisations onboard new employees in Denmark in a matter of days with full compliance of local labour laws. We use a tech-forward approach to streamline the process. 

• Your company conducts the hiring and candidate selection process in Denmark.
• Omnipresent hires the selected candidate through our local professional employment organisation in Denmark.
• We take care of ensuring your new employee is hired in compliance with local labour laws, payroll regulations, benefits and more -- all without needing to set up a subsidiary in Denmark.
• The individual is legally contracted by Omnipresent but assigned to work for your company and reports to a manager or team in your organisation as your full-time employee.

Employer costs include Public Social Security Schemes, Industrial Industries Insurance, and Mandatory Social Security (ATP). Use the OmniCalculator to estimate costs, or contact us for further information.

The rate of personal taxation varies depending on the income tax bracket the individual belongs to. This ranges between 8% - 56.5%.

Employee contributions include National Insurance Tax.

By default, the working week consists of 37 hours. The average week must not exceed 48 hours, including overtime, within a four-week reference period.

Managerial employees can be exempt from working hours rules, if the contract states so. Please escalate to Legal if you would like to be exempt, as we do not have such a contract clause in place.

White-collar employees are entitled to full salary during sick leave, regardless of the duration of the leave. Blue-collar employees are not entitled to the paid sick leave unless agreed individually or CBA.

Maternity: A pregnant salaried employee is entitled to paid maternity leave from the employer from four weeks immediately before the expected date of birth until 14 weeks after childbirth.The statutory basic maternity benefit is paid by the employer and reimbursed by the state at a rate of 50% of the employees salary. Unless a CBA states otherwise.Requirements for statutory benefit:

• Employee must be in work the day before the leave starts or on the first day of it.

• Employee must have worked at least 160 hours within the last four whole months before the leave.

• Employee must have worked at least 40 hours per month for at least three of those four months.

It is common in Denmark for employer to provide supplementary maternity benefits directly to their employees during pregnancy or maternity leave. This would either be:

1. paying the additional 50% to top up the salary to full pay

2. take advantage of the private scheme that applies to employers who pay employees whilst on maternity/paternity leave and are not part of another scheme such as collective trade union agreements.

Paternity: 2 weeks leave w/in first 14 weeks

Parental: 32 weeks' p/leave after the child is 14 weeks old.

Average of 25 days paid p/a. 2,08 days of paid holidays during every month of employment. Excluding public holidays.

Most updated info moved to regional notion page: https://www.notion.so/omnipresent/493b32b1b8fd41b9b24f1096986903c7?v=b1ab190eb99846e58366a249192f7024&p=7d8cd3c953ba4cf9b93eb16c7d7077d0&pm=s

No general statutory regulation on severance pay.

Most updated info moved to regional notion page: https://www.notion.so/omnipresent/493b32b1b8fd41b9b24f1096986903c7?v=b1ab190eb99846e58366a249192f7024&p=7d8cd3c953ba4cf9b93eb16c7d7077d0&pm=s

White-collar dismissal must be objectively justified after 1 year of service.

Notice period depends on the duration of employment.

Blue-collar protection and notice period in CBA.