What Danish Employers Need to Know Before Hiring Ukrainian Workers

Denmark's economy is thriving, and increasing diversity within its workforce is a critical component of this success. With the waves of refugees and labor seekers from Ukraine, many Danish employers are interested in recruiting Ukrainian workers. However, employing workers from any international background requires a solid understanding of the legal framework, cultural nuances, and effective integration strategies that contribute to a productive work environment. This article aims to provide a comprehensive guide for Danish employers looking to hire Ukrainian workers, outlining key considerations, practical steps, and resources to facilitate a smooth hiring process.

Understanding the Legal Framework

Hiring foreign workers entails navigating a maze of legal requirements, especially for non-EU citizens. Although Ukrainians are now permitted to work in EU countries under specific circumstances, it is crucial for Danish employers to grasp the legal aspects of employment.

Work Permits and Visas

Ukrainians can obtain a work visa under various permits, including the Fast-Track Scheme for skilled labor or the Pay Limit Scheme, which allows employers to sponsor workers if their minimum salary meets the criteria. Employers should ascertain that potential hires possess valid working permits and familiarize themselves with the application processes.

Labor Laws and Regulations in Denmark

Danish labor law is characterized by its strong emphasis on employee rights. This includes regulations about working hours, wage levels, occupational safety, and employee benefits. Employers hiring Ukrainian workers must ensure compliance with the Danish Act on Salaries, which guarantees fair treatment regarding wages and working conditions.

Taxation and Registration

Foreign workers must register with the Danish Tax Agency (SKAT) and apply for a tax card. Employers need to withhold taxes and social security contributions from their employees' wages as per Danish law. It is essential to communicate these tax obligations to Ukrainian workers to facilitate their financial planning.

Cultural Differences

Understanding cultural nuances can significantly enhance the integration of Ukrainian workers into the Danish workplace. Employers should proactively foster an inclusive environment that addresses these differences.

Communication Styles

In Ukrainian culture, communication tends to be more indirect compared to the straightforward nature typical of Danish interactions. Ukrainian employees may require time and encouragement before expressing opinions or concerns openly. Employers ought to cultivate an open-door policy that invites dialogue and clarifies expectations.

Work Ethic and Attitude

Ukrainian workers are often known for their strong work ethic and commitment. However, work-life balance is increasingly valued in Denmark. Encouraging a balanced approach can help Ukrainian employees adapt to the Danish work culture while maintaining their productivity.

Team Dynamics

Danish workplaces frequently emphasize collaboration and egalitarianism; this might contrast with the more hierarchical systems in Ukraine. Employers should promote teamwork and actively involve Ukrainian employees in decision-making processes to facilitate their adaptation to local practices.

Recruiting Strategies

Effective recruitment strategies are essential for finding the right Ukrainian candidates. A well-structured approach will not only increase the likelihood of hiring skilled workers but also ensure alignment with organizational goals.

Job Portals and Recruitment Agencies

Utilizing online job portals specializing in Ukrainian labor can connect Danish employers with a vast pool of talent. Furthermore, enlisting the services of recruitment agencies familiar with both Danish and Ukrainian markets can substantially streamline the hiring process.

Networking and Community Outreach

Engagement with the Ukrainian community in Denmark can provide valuable insights and referrals. Employers should consider attending cultural events, partnering with local organizations, or hosting information sessions to establish connections and enhance their visibility among potential candidates.

Skills Assessment

Employers should implement practical assessments to evaluate the qualifications of Ukrainian candidates accurately. This may include language tests, technical skills evaluations, or situational interviews to gauge their readiness for the role. Ensuring that candidates meet job specifications will result in a more competent workforce.

Language Considerations

Language barriers can present challenges when hiring international workers. Employers must decide how to address these challenges effectively.

Danish Language Support

While many Ukrainians may possess functional English skills, proficiency in Danish is typically necessary for effective communication in the workplace. Employers may choose to offer language classes or provide resources to assist employees in learning Danish, which will also benefit company culture.

Utilizing Bilingual Staff

If possible, employing bilingual staff can facilitate smoother communication between Danish and Ukrainian workers. Bilingual employees can act as cultural intermediaries, promoting understanding and easing the integration of newcomers into the workplace.

Onboarding Process

A structured onboarding process can improve retention rates and help Ukrainian workers feel welcomed and valued from their first day.

Creating a Welcoming Environment

Danish employers should aim to present an inviting atmosphere that makes newcomers feel comfortable. This could include team-building activities, mentorship programs, or welcome kits that introduce Ukrainians to the workplace culture and essential information.

Resource Provisioning

Providing comprehensive resources regarding local customs, public services, and employee rights can greatly facilitate integration for Ukrainian workers. Informational workshops or sessions for new hires can build awareness of available community services and support systems.

Integration Strategies

Employers play a vital role in integrating Ukrainian employees into their teams. Thoughtful and deliberate strategies are necessary to foster a cohesive work environment.

Encouraging Social Connections

Organizing informal gatherings, team lunches, or collaborative projects helps build rapport among employees from diverse backgrounds. Encouraging social interactions can reduce isolation and promote friendship among coworkers, improving workplace morale.

Mentoring Programs

Establishing mentorship programs can not only assist new employees with professional guidance but also foster cross-cultural friendships and understanding. Pairing Ukrainian workers with seasoned Danish staff can help accelerate their adaptation to the company culture.

Challenges to Anticipate

While hiring Ukrainian workers can offer extensive benefits, potential challenges may arise during their employment journey.

Adjustment Difficulties

Ukrainian workers may face challenges in adjusting to new cultural norms and work expectations. Employers should remain sensitive to these struggles and provide ongoing support to help employees acclimate more easily.

Legal and Bureaucratic Hurdles

Navigating the paperwork associated with employment in Denmark can be cumbersome for both employers and employees. Employers must maintain communication and provide assistance to new hires in order to minimize the complexities of bureaucracy.

Retention Concerns

Retention of skilled workers from Ukraine is crucial for business success. Employers should consistently assess job satisfaction through surveys or one-on-one sessions to identify areas for improvement and implement strategies to enhance employee engagement and loyalty.

Resources for Employers

Danish employers can utilize various resources to aid in the hiring and integration of Ukrainian workers effectively.

Government Resources

The Danish Agency for International Recruitment and Integration (SIRI) offers guides and resources about hiring foreign workers, including information specifically tailored to Ukrainian citizens. Employers should leverage these tools to navigate regulations and requirements smoothly.

NGO Support

Non-governmental organizations working with refugees and migrants provide excellent resources and support systems for employers. Engaging with these organizations can facilitate partnerships that assist in tailoring employment opportunities and integration efforts.

Online Communities and Forums

Participating in online forums and communities dedicated to expatriates or immigrant workers can provide valuable insights and connections for employers. Information shared among employers and fellow professionals can enhance overall knowledge about best practices in hiring international workers.

Tax and Social Security Obligations When Employing Ukrainian Nationals in Denmark

When you employ Ukrainian nationals in Denmark, you take on the same core tax and social security obligations as for Danish employees, with a few important cross-border and registration details. Getting these right from the start reduces the risk of unexpected tax bills, fines or problems with work and residence permits.

Registering the employee and choosing the correct tax scheme

Every employee working in Denmark must have a Danish CPR number and a tax card issued by the Danish Tax Agency (Skattestyrelsen). As an employer you must:

• Register as an employer with the Danish Business Authority (CVR number) if you are not already registered
• Register the employment in eIndkomst and report salary, benefits and working hours each month
• Withhold A-tax (income tax at source) and AM-bidrag (labour market contribution) from the salary

Most Ukrainian employees working physically in Denmark will be taxed under the ordinary Danish income tax rules. In some cases, highly paid specialists can opt for the special expatriate tax scheme (forskerskatteordningen), where the employee pays a flat 27% tax plus 8% AM-bidrag on cash salary and most benefits for up to 7 years, instead of the normal progressive tax. To qualify, the employee must meet specific salary thresholds and other conditions, and you as the employer must apply for the scheme.

Understanding Danish income tax and AM-bidrag

Danish employment income is subject to several layers of tax and contributions:

• AM-bidrag (labour market contribution) of 8% is deducted first from the gross salary. All employees, including Ukrainians, pay this contribution.
• Municipal and church tax are levied on the income after AM-bidrag. The municipal tax rate depends on where the employee lives and typically lies in the range of roughly 24–27%. Church tax is voluntary and only applies if the employee is a member of the Danish National Church.
• State tax is progressive. There is a bottom tax on all personal income and a top tax on income above a certain annual threshold. The top tax rate is applied only to the part of the income that exceeds this threshold.

There is also a cap on the combined marginal tax rate (excluding AM-bidrag), so that the total of state, municipal and church tax does not exceed a set maximum. In practice, the highest marginal tax rate on earned income, including AM-bidrag, is just under 53%.

As an employer, you do not calculate the final tax; you follow the employee’s tax card. Your responsibility is to withhold the amounts shown on the tax card and report them correctly in eIndkomst every month.

Social security: ATP and Danish social security coverage

Denmark does not have separate employer social security contributions comparable to many other European countries. Instead, social protection is largely financed through general taxation. However, there are still mandatory contributions you must handle:

• ATP (Arbejdsmarkedets Tillægspension) – the statutory labour market supplementary pension. For full-time employees, the total ATP contribution per month is fixed, with the employer paying the majority and the employee a smaller share, which you withhold from salary.
• Other statutory schemes – depending on your industry and collective agreements, you may have to pay into schemes such as maternity reimbursement funds, industrial injury insurance and possibly other labour market funds.

Ukrainian employees who are covered by Danish social security (for example, because they live and work in Denmark under a residence and work permit or under the special scheme for displaced persons) generally have the same rights to Danish social benefits as other insured persons, subject to qualifying periods and specific rules for each benefit.

Cross-border situations and double taxation

If your Ukrainian employee lives in another country and works partly in Denmark or remotely from abroad, you must consider where the employee is tax resident and which country has the primary right to tax the salary.

Denmark has a double taxation treaty with Ukraine. In broad terms:

• If the employee is tax resident in Denmark and performs the work in Denmark, Denmark normally taxes the salary.
• If the employee is tax resident in Ukraine but works physically in Denmark for a Danish employer, Denmark will usually have the right to tax the salary from day one, unless a specific treaty exemption applies.
• If the employee works partly in Denmark and partly in another country, the salary may need to be split between countries based on where the work is actually performed.

In cross-border cases, you should obtain professional tax advice to determine where you must withhold tax and whether you have any reporting or withholding obligations in other countries.

Benefits in kind, allowances and reimbursements

Many Danish employers offer Ukrainian employees support such as housing, transport or relocation assistance. These can have tax consequences:

• Company-paid housing is usually a taxable benefit in kind. The taxable value is typically based on market rent or standard valuation rules. You must report the value in eIndkomst.
• Free meals, transport or other benefits may also be taxable, depending on how they are structured. Some employer-paid transport between home and work can be tax-free under specific conditions.
• Tax-free reimbursements of work-related expenses, such as travel for business or tools and equipment required for the job, are possible if you follow the Danish rules and document the costs properly.

It is important to distinguish between tax-free reimbursements of documented business expenses and taxable benefits that provide a private advantage to the employee.

Holiday pay and employer reporting duties

Ukrainian employees earn holiday rights under the Danish Holiday Act on the same terms as other employees. The standard accrual is 2.08 days of paid holiday per month of employment, up to 25 days per holiday year. You must:

• Accrue and pay holiday pay (feriepenge) according to the Holiday Act and any applicable collective agreement
• Report holiday earnings to the relevant holiday fund or administrator (for example FerieKonto or a private holiday scheme)
• Ensure that holiday pay is correctly taxed when paid out

Failure to handle holiday pay correctly can lead to claims from employees and potential penalties from authorities.

Employer-paid pension and labour market schemes

Many Danish employers pay into occupational pension schemes for their employees. If you employ Ukrainians under a collective agreement, you will usually be required to:

• Pay a fixed percentage of the employee’s pensionable salary into a pension fund
• Withhold the employee’s pension contribution from salary and transfer both parts to the pension provider

Employer pension contributions are generally not taxed as salary when paid, but they are taxed when the pension is paid out in the future. You must still report contributions correctly so that the employee’s tax and social security records are accurate.

Deadlines, documentation and cooperation with authorities

To stay compliant when hiring Ukrainian workers, you should:

• Report salary, tax and contributions monthly in eIndkomst by the statutory deadlines
• Keep employment contracts, payslips, time records and documentation of benefits and reimbursements for the required retention period
• Ensure that the employee’s work and residence permit allows the specific type of employment and working hours you offer, as breaches can affect both immigration status and tax treatment

In case of inspections or questions from Skattestyrelsen or other authorities, clear documentation and consistent reporting significantly reduce the risk of adjustments and penalties.

Because tax and social security rules can be complex, especially in cross-border situations or when providing housing and other benefits, many Danish employers choose to work with a professional accounting firm. This helps ensure that all obligations are met correctly when employing Ukrainian nationals in Denmark and that both employer and employee avoid unpleasant surprises later.

Work and Residence Permit Options for Ukrainians (Including the Special Scheme for Displaced Persons)

Before you hire a Ukrainian citizen in Denmark, you must ensure that the employee has the correct legal basis to live and work in the country. Danish rules distinguish between Ukrainians covered by the special scheme for displaced persons and Ukrainians who apply under the general work and residence permit schemes. As an employer, you are responsible for checking that the employee has a valid permit and that the job matches the conditions stated in the permit.

1. Special scheme for displaced persons from Ukraine

Most Ukrainians who arrived in Denmark after the Russian invasion can apply for a residence permit under the special act for displaced persons from Ukraine. This status is different from traditional work permits and is handled by the Danish Immigration Service, not SIRI.

Key points for employers:

• The permit under the special act normally grants both residence and full access to the Danish labour market, without tying the person to a specific employer, job title or salary level.
• Holders of this status may work in any sector, any region and for multiple employers, including part-time and full-time jobs.
• As an employer, you do not need to apply for a separate work permit, but you must verify that the employee’s residence card is valid and keep a copy for your records.
• The permit is granted for a limited period and can be extended. You should check the expiry date and plan renewals in good time to avoid gaps in the employee’s right to work.

Ukrainians under this scheme have a civil registration number (CPR), can be taxed in Denmark and are covered by ordinary Danish employment and labour law. From an HR and payroll perspective, you treat them similarly to other residents with unrestricted access to the labour market, but you should be aware that their residence status is temporary and may require follow-up.

2. General work permit schemes for Ukrainians

Ukrainian nationals who are not covered by the special act, or who prefer a standard work permit route, can apply under the general schemes administered by the Danish Agency for International Recruitment and Integration (SIRI). These schemes are employer‑specific: the permit is linked to a particular job, salary and workplace.

The most relevant schemes for Danish employers hiring Ukrainians are:

2.1 Pay Limit Scheme

The Pay Limit Scheme allows you to hire a non‑EU employee if the offered job meets a minimum annual salary requirement and other basic conditions.

• The minimum salary threshold is DKK 375,000.00 per year (before labour market contributions and tax) under the standard Pay Limit Scheme.
• The salary must be paid to a Danish bank account, be at normal market level for the position and be specified in a written employment contract.
• The permit is tied to the specific job, working hours and salary stated in the application. Significant changes require a new permit.

There is also a supplementary Pay Limit Scheme with a higher salary threshold of DKK 465,000.00 per year, which offers more flexible conditions for certain applicants. For most small and medium‑sized employers, the standard Pay Limit Scheme is the primary option.

2.2 Positive List for Skilled Workers and for Higher Education

If your vacancy is on the Danish Positive List (shortage occupations), a Ukrainian candidate can apply for a permit under this scheme.

• The Positive List for Skilled Workers covers specific vocational and skilled positions where there is a documented labour shortage.
• The Positive List for Higher Education covers positions that require a university degree in shortage areas.
• You must offer a job that matches an occupation on the current Positive List and meets Danish standards for salary and employment conditions, typically aligned with relevant collective agreements.

This route can be attractive if your offered salary is below the Pay Limit threshold but the position is on the Positive List.

2.3 Other relevant schemes

Depending on the profile of your Ukrainian candidate, other schemes may be relevant, for example:

• Fast‑track Scheme for certified companies that regularly recruit highly qualified foreign employees and can meet specific salary and process requirements.
• Researcher, PhD and trainee schemes for universities, research institutions and companies offering structured training positions.
• Start‑up Denmark for entrepreneurs with an approved, scalable business plan (less common for standard employment, but relevant if you cooperate with Ukrainian founders).

These schemes have specific eligibility criteria, documentation requirements and processing times. As an employer, you should choose the scheme that best matches the job content, salary level and the candidate’s qualifications.

3. Employer obligations in the work permit process

When you hire a Ukrainian under the general work permit rules, you are typically responsible for initiating or supporting the application to SIRI.

• You must issue a written employment contract with job title, duties, working hours, salary, benefits and start date.
• The salary and terms must be at least at the level of comparable Danish positions, often documented by reference to a collective agreement or market salary data.
• You must provide documentation about the company (CVR number, ownership, financial information) and sometimes a job description in detail.
• You may need to sign a declaration confirming that the information is correct and that you will notify SIRI of any significant changes in the employment relationship.

Processing times vary by scheme and case complexity. You should not allow the employee to start working before the permit is granted, unless they already have a valid permit that clearly allows work in your company and position.

4. Verifying right to work and avoiding illegal employment

Danish law requires employers to ensure that all foreign employees have the right to work in Denmark. This applies equally to Ukrainians under the special act and to those with standard work permits.

• Always check the residence card or digital documentation and note the validity period and any restrictions (for example, specific employer or job type).
• Keep a copy of the permit and identification documents in your HR files as proof of due diligence.
• If the permit is tied to your company, do not change the employee’s job title, working hours or salary below the approved level without clarifying with SIRI whether a new permit is required.
• Be aware that employing a foreign national without a valid work right can lead to significant fines per employee and, in serious cases, criminal liability.

5. Transition between schemes and long‑term planning

For many Ukrainian employees, the initial solution is the special scheme for displaced persons. Over time, some may wish to move to a standard work permit route or other residence basis to secure more long‑term stability.

As an employer, you can support this by:

• Discussing long‑term employment plans early and aligning them with the employee’s residence options.
• Ensuring that job descriptions, salary levels and contracts are structured so they can meet the requirements of relevant SIRI schemes if a transition becomes necessary.
• Monitoring permit expiry dates and starting extension or change‑of‑basis applications in good time to avoid interruptions in the right to work.

Because immigration rules and salary thresholds are adjusted periodically, it is important to check the latest guidance from the Danish Immigration Service and SIRI before you make a job offer or change an existing employment relationship with a Ukrainian national. A proactive approach will help you stay compliant while offering your Ukrainian employees predictable and secure working conditions in Denmark.

Contract Types, Minimum Wage Practices and Collective Agreements Relevant for Ukrainian Employees

When hiring Ukrainian employees in Denmark, it is crucial to understand how Danish employment contracts, wage-setting mechanisms and collective agreements work in practice. Denmark does not have a statutory minimum wage. Instead, pay and many key working conditions are primarily regulated through collective agreements and individual contracts. As an employer, you remain responsible for ensuring that Ukrainian workers receive lawful, fair and competitive terms that are in line with Danish standards for your sector.

Typical contract types for Ukrainian employees

Danish law does not distinguish between Danish and foreign workers when it comes to contract types. Ukrainian employees can be hired on the same basis as other staff, provided they have the correct work and residence permit. The most common forms are:

• Permanent full-time contracts – Usually 37 hours per week. These contracts often fall under a sectoral collective agreement that regulates minimum pay levels, overtime supplements, pension contributions, holiday rights and notice periods.
• Part-time contracts – Any regular working time below 37 hours per week. Part-time employees are generally entitled to the same rights as full-time staff, calculated proportionally (for example holiday, pension and some allowances).
• Fixed-term contracts – For a clearly defined period or project. Danish rules limit the abusive use of consecutive fixed-term contracts; repeatedly renewing a fixed-term contract without objective justification can, in practice, be treated as permanent employment.
• Casual or on‑call work – Used for irregular or fluctuating needs. Even for on‑call staff, you must provide a written contract when the average working time is at least 3 hours per week over a reference period of 4 consecutive weeks, and you must respect rules on working time, rest periods and holiday pay.

For most Ukrainian employees, a standard permanent or fixed-term contract is the safest and clearest solution. It helps avoid misunderstandings and demonstrates that the employee is integrated into the regular Danish labour market, which can also be relevant for immigration and integration authorities.

Written employment contracts and key clauses

Under Danish rules, employees who work at least an average of 3 hours per week over 4 consecutive weeks must receive written information about their employment terms. This must be provided no later than 1 month after the employment relationship begins. For Ukrainian workers, a clear written contract is especially important to avoid language-related misunderstandings.

At minimum, the contract or employment statement should specify:

• Identity of employer and employee
• Place of work (and whether remote or hybrid work is possible)
• Job title or description of duties
• Start date and, if applicable, end date for fixed-term contracts
• Length of any probation period
• Working hours per week and normal distribution of hours
• Applicable collective agreement (if any) and union counterpart
• Base salary, supplements, pension contributions and payment dates
• Holiday entitlement and reference to the Danish Holiday Act
• Notice periods for both employer and employee

Consider providing a bilingual contract or an unofficial Ukrainian or English translation alongside the Danish version. The legally binding version should remain in Danish, but a translation can significantly reduce the risk of disputes and support trust.

Minimum wage practices in Denmark

Denmark has no statutory national minimum wage. Instead, minimum pay is primarily determined through collective agreements negotiated between employer organisations and trade unions. These agreements often set:

• Minimum hourly wages for specific job categories and seniority levels
• Supplements for evening, night and weekend work
• Overtime rates (for example 50% or 100% supplements after certain thresholds)
• Pension contributions (often 8–12% of salary, typically shared between employer and employee)

In many sectors, collectively agreed minimum hourly wages for unskilled workers fall roughly in the range of DKK 130–160 per hour, while skilled workers often receive higher rates, for example DKK 160–200 per hour or more, depending on the agreement, seniority and responsibilities. These figures vary significantly between sectors (e.g. construction, cleaning, hospitality, manufacturing, IT, finance) and between specific agreements.

Even if your company is not formally bound by a collective agreement, public authorities and labour market partners expect you to offer pay and conditions that are broadly in line with the relevant sector agreement. Paying substantially below typical collective agreement levels can lead to:

• Scrutiny from trade unions and possible industrial action
• Reputational damage, especially if you are perceived as underpaying foreign workers
• Problems with immigration authorities, particularly for schemes that require “standard” or “normal” Danish salary levels

For Ukrainian employees hired under work permit schemes that require a minimum salary threshold (for example, certain high‑salary or specialist schemes), you must respect the specific minimum annual or monthly salary set by the immigration rules. These thresholds are separate from collective agreement minimum wages and are checked by the Danish Agency for International Recruitment and Integration.

Collective agreements and their relevance for Ukrainian workers

Collective agreements (overenskomster) are a cornerstone of the Danish labour market model. They are negotiated between employer organisations (or individual companies) and trade unions, and they regulate many aspects of employment beyond basic legislation. Ukrainian employees benefit from these agreements in the same way as Danish employees.

Key areas typically covered by collective agreements include:

• Minimum wage scales and seniority increases
• Working time, overtime rules and shift allowances
• Pension schemes and contribution rates
• Paid maternity, paternity and parental leave supplements (beyond statutory benefits)
• Sick pay arrangements
• Training and continuing education rights
• Procedures for conflict resolution and dismissal

In many industries, it is standard practice – and sometimes a commercial necessity – to be covered by a collective agreement. This is particularly true in construction, cleaning, transport, manufacturing, retail and hospitality. If you employ Ukrainian workers in these sectors, you should:

• Identify the most relevant collective agreement for your line of business
• Clarify whether your company is already bound through membership in an employer organisation
• Assess whether entering into a collective agreement would reduce legal and reputational risk and support recruitment and retention

Being covered by a collective agreement can make it easier to demonstrate to authorities that you offer standard Danish conditions, which is often important when applying for or extending work permits for Ukrainian nationals.

Ensuring equal treatment and avoiding underpayment

Danish law and practice are built on the principle of equal treatment. Ukrainian employees must not be offered systematically worse pay or conditions than comparable Danish employees performing similar work under similar circumstances. To ensure compliance:

• Use the same salary scales and job classifications for Ukrainian and Danish staff in similar roles
• Document how you set wages, including references to collective agreements, market data or internal salary policies
• Review any use of piecework or performance-based pay to ensure that average earnings meet or exceed relevant minimum levels
• Avoid informal arrangements such as “cash in hand” or unpaid trial periods; these are high-risk and often unlawful

Underpayment of foreign workers is a priority area for Danish labour inspectors and trade unions. If you use subcontractors or temporary work agencies that employ Ukrainians, you should also check that they respect Danish wage and working conditions, as your company can be drawn into disputes or public criticism if abuses occur in your supply chain.

Probation periods, working time and overtime

Probation periods for Ukrainian employees follow the same rules as for other staff. In many collective agreements, probation is limited to a maximum of 3 months, with shorter notice periods during this time. If no collective agreement applies, a probation period must still be reasonable and clearly stated in the contract.

Standard full-time work in Denmark is typically 37 hours per week. The EU Working Time Directive, implemented in Danish law, sets limits such as:

• Maximum average working time of 48 hours per week over a reference period (including overtime)
• Minimum daily rest period of 11 consecutive hours within each 24‑hour period
• Minimum weekly rest period of 24 consecutive hours in addition to the daily rest

Overtime rules and supplements are usually defined in collective agreements. Common structures include higher hourly rates after a certain number of hours per day or week, and additional premiums for work at night, on Sundays and on public holidays. For Ukrainian workers, you should explain overtime rules clearly and ensure that all overtime is recorded and paid according to the applicable agreement or contract.

Holiday, holiday pay and special days off

Ukrainian employees are covered by the Danish Holiday Act on the same terms as other employees. The standard entitlement is 5 weeks of holiday per holiday year, with concurrent accrual and use. Holiday pay is typically:

• Either continued salary during holidays plus a holiday supplement (often around 1% of annual salary under many collective agreements)
• Or 12.5% holiday allowance of the qualifying salary, paid into a holiday account (for example FerieKonto or a holiday fund under a collective agreement)

Many collective agreements also grant additional days off, such as special holidays, seniority days or care days. When employing Ukrainians, it is important to explain how holiday is accrued, how it can be taken, and how holiday pay is calculated, as these rules may differ significantly from Ukrainian practice.

Pension, benefits and non-wage elements

In Denmark, occupational pension schemes are often mandatory under collective agreements. Typical total pension contributions range from about 12% to 18% of the pensionable salary, with the employer usually paying the larger share (for example 8–12%) and the employee paying the rest. For Ukrainian employees, participation in such schemes can be a significant part of the overall compensation package.

Beyond basic salary and pension, collective agreements and company policies may include:

• Health insurance or healthcare schemes
• Paid breaks
• Meal or transport allowances
• Bonus schemes and performance pay
• Training and education funds

When presenting an offer to a Ukrainian candidate, clearly describe both wage and non‑wage elements. Many foreign workers focus primarily on the headline salary and may underestimate the value of pension, paid leave and other benefits that are standard in Denmark.

Practical steps for employers hiring Ukrainians

To structure lawful and competitive contracts for Ukrainian employees in Denmark, you should:

1. Identify the relevant sectoral collective agreement and typical wage levels for the role.
2. Check whether any immigration scheme used for the employee imposes specific minimum salary thresholds or conditions.
3. Draft a clear written contract in Danish that includes all mandatory information and refers to the applicable collective agreement, if any.
4. Consider providing an English or Ukrainian translation to ensure full understanding.
5. Align salary, pension and benefits with what you offer comparable Danish employees and with market practice.
6. Explain holiday, working time, overtime and notice rules in simple language during onboarding.

By basing your contracts on Danish standards, respecting collective agreements and ensuring equal treatment, you not only comply with the law but also strengthen your reputation as a responsible employer. This, in turn, makes it easier to attract and retain qualified Ukrainian workers in a competitive labour market.

Health and Safety Requirements and Employer Responsibilities for Foreign Workers

When you employ Ukrainian workers in Denmark, you must follow the same health and safety rules that apply to Danish employees, while also paying special attention to language, training and documentation. The legal basis is primarily the Danish Working Environment Act and related executive orders, enforced by the Danish Working Environment Authority (Arbejdstilsynet). Foreign nationality does not reduce your obligations – if anything, it increases your duty to plan, instruct and supervise work carefully.

General employer obligations under Danish health and safety law

As an employer in Denmark, you are required to:

• Ensure that the workplace, equipment, tools and work processes are safe and comply with Danish standards
• Conduct written workplace risk assessments (APV) covering all employees, including foreign workers and temporary staff
• Provide clear, understandable instructions and training before work starts and whenever tasks, equipment or materials change
• Organise work so that employees are protected from accidents, overloading, stress and other physical and psychosocial risks
• Involve employees and any health and safety representatives in planning and improving the working environment
• Report work accidents and occupational diseases to the relevant authorities within the statutory deadlines

These obligations apply regardless of whether the employee is on a standard contract, temporary contract, part-time arrangement or hired through an agency.

Risk assessment (APV) and documentation

Every Danish employer must prepare a written workplace assessment (arbejdspladsvurdering, APV). This document must:

• Identify physical, chemical, ergonomic and psychosocial risks for each type of job
• Include risks that may affect Ukrainian workers in particular, such as language barriers, unfamiliar equipment or different safety culture
• Describe concrete action plans with deadlines and responsible persons
• Be updated regularly and when work processes, premises or equipment change

For foreign workers, it is good practice to keep copies of training records, safety instructions and attendance lists for safety briefings. This helps demonstrate that you have fulfilled your duty to instruct and supervise.

Language, instructions and training for Ukrainian employees

Danish law requires that safety information is understandable to the employee. If Ukrainian workers do not fully understand Danish, you must adapt your communication. In practice this means you should:

• Assess each worker’s language skills in Danish and English during onboarding
• Provide safety instructions in a language they understand (often English, sometimes Ukrainian or Russian)
• Use visual aids such as pictograms, colour coding, photos and demonstration videos
• Repeat key instructions and ask employees to explain them back in their own words
• Use interpreters or bilingual colleagues for complex or high‑risk tasks

Written procedures, emergency plans and machine instructions should be translated or supplemented with clear visual guidance where language skills are limited. You remain responsible even if you use an external translator.

Personal protective equipment and safe work procedures

You must provide, pay for and maintain appropriate personal protective equipment (PPE) whenever the risk assessment shows it is needed. This may include safety shoes, helmets, gloves, hearing protection, eye protection, respiratory protection or fall arrest equipment. You must also:

• Train Ukrainian workers in correct use, storage and maintenance of PPE
• Ensure that PPE fits properly and is suitable for the specific tasks
• Monitor that PPE is actually used and intervene if rules are not followed

Safe work procedures must be adapted to the actual tasks performed by Ukrainian employees, for example when working at height, with chemicals, in cold storage, in construction sites, in agriculture or in cleaning jobs.

Working hours, rest periods and night work

Health and safety rules in Denmark are closely linked to working time regulations. As an employer you must ensure that:

• The average weekly working time does not exceed 48 hours over a 4‑month reference period, including overtime
• Employees have at least 11 consecutive hours of rest within every 24‑hour period, with limited exceptions
• Employees have at least one weekly day off, normally Sunday
• Night work and shift work are planned to limit fatigue and health risks

These rules apply equally to Ukrainian and Danish workers. If Ukrainian employees are eager to work many hours to increase income, you must still enforce legal limits and ensure they are not exposed to excessive fatigue or unsafe overtime patterns.

Psychosocial working environment and vulnerable workers

Many Ukrainians in Denmark have experienced displacement, separation from family or trauma. This does not change your legal obligations, but it affects how you should manage the psychosocial working environment. You should:

• Prevent bullying, harassment and discrimination based on nationality, language or refugee status
• Ensure that managers and colleagues know how to address cultural misunderstandings respectfully
• Monitor workload, time pressure and role conflicts that can cause stress
• Offer access to support, such as an occupational health service, employee assistance programme or municipal counselling where available

Clear rules on respectful behaviour, zero tolerance for harassment and transparent procedures for reporting concerns are essential in multicultural teams.

Accident reporting, insurance and compensation

If a Ukrainian worker suffers a work accident or suspected occupational disease, you must follow the same procedures as for Danish employees. This typically includes:

• Providing first aid and ensuring medical treatment
• Recording the accident internally and analysing root causes
• Reporting the accident to the Danish Working Environment Authority and the Labour Market Insurance scheme (Arbejdsmarkedets Erhvervssikring) within the applicable deadlines when criteria are met
• Cooperating with authorities, insurance and any union representatives during investigations

Ukrainian employees are generally covered by Danish occupational injury insurance when employed in Denmark, and they must be informed in a language they understand about their rights and the reporting process.

Special considerations for temporary, agency and posted Ukrainian workers

If you use Ukrainian workers through temporary work agencies or as posted workers, responsibilities can be shared between the formal employer and the host company. However, the company controlling the workplace must always:

• Ensure that local safety rules are followed on site
• Provide site‑specific safety instructions and supervision
• Coordinate safety measures with subcontractors and agencies

Written agreements with agencies should clearly describe who is responsible for training, PPE, medical checks and accident reporting. From the perspective of the Danish Working Environment Authority, you cannot contract out your core responsibility for a safe workplace.

Cooperation with the Danish Working Environment Authority

The Danish Working Environment Authority conducts inspections and can issue improvement notices, prohibition notices and fines if rules are not followed. When you employ Ukrainian workers, inspectors may look in particular at:

• Whether instructions and safety signs are understandable for foreign workers
• Whether APV and training records cover all nationalities and employment types
• Whether there are indications of excessive working hours or unsafe overtime
• Whether there are procedures for handling bullying, harassment or discrimination

Cooperating openly with inspectors, correcting deficiencies quickly and documenting your efforts to protect Ukrainian employees will reduce legal and reputational risks.

By treating health and safety for Ukrainian workers as an integrated part of your overall working environment strategy – not as a separate or reduced standard – you protect your employees, comply with Danish law and build a more stable, productive workforce.

Verification of Qualifications and Recognition of Ukrainian Diplomas and Certificates

When hiring Ukrainian employees in Denmark, it is crucial to verify their education and professional qualifications correctly. Proper recognition of diplomas and certificates affects the type of work they are allowed to perform, salary level, collective agreement coverage and, in some cases, their right to obtain or keep a work and residence permit.

Who is responsible for recognising foreign qualifications?

In Denmark, the main public authority for academic and many professional qualifications is the Danish Agency for Higher Education and Science (Styrelsen for Forskning og Uddannelse). The agency issues formal assessments of foreign qualifications, including Ukrainian diplomas, and compares them to the Danish education system.

For regulated professions – such as doctors, nurses, dentists, certain engineers, electricians, teachers and other licensed occupations – additional sector-specific authorities are involved. For example, the Danish Patient Safety Authority (Styrelsen for Patientsikkerhed) handles many healthcare professions, and other regulated trades are overseen by relevant ministries or professional councils.

Academic diplomas from Ukraine

Ukrainian higher education has been aligned with the Bologna Process, which makes comparison with Danish degrees more straightforward. In practice, a Ukrainian bachelor’s degree will often be assessed as comparable to a Danish bachelor’s degree, and a Ukrainian master’s degree as comparable to a Danish candidate or master’s degree, provided the programme length and level match Danish standards.

Employers can ask candidates to obtain an official assessment of their diploma from the Danish Agency for Higher Education and Science. The assessment is free of charge for the applicant and can be used for job applications, salary negotiations and documentation towards authorities. The result is usually a written statement describing the level and field of the Ukrainian qualification in Danish terms.

Vocational education, trade certificates and apprenticeships

Many Ukrainian workers have vocational backgrounds in construction, manufacturing, transport, hospitality or technical trades. These qualifications do not always match one-to-one with Danish vocational education and training (erhvervsuddannelser), but they can still be recognised and valued.

For non-regulated trades, employers are free to assess skills based on documents, tests and trial work. For regulated trades, such as certain electrical or plumbing work, Danish rules on authorisation and safety must be followed. In these cases, Ukrainian certificates may need to be supplemented with Danish courses, exams or supervised practice before the employee can work independently.

Regulated professions and authorisations

If the position falls under a regulated profession in Denmark, recognition is not only a matter of HR policy but a legal requirement. Examples include:

• Healthcare professions (doctors, nurses, dentists, pharmacists and others)
• Certain technical and safety-critical professions (for example, some electricians, gas installers and similar trades)
• Teachers in public schools and some social and childcare roles

For these roles, Ukrainian qualifications must be assessed by the relevant Danish authority, and the employee may need to pass language tests, professional exams or adaptation periods. Employers should factor in the time and cost of these processes when planning recruitment and onboarding.

How employers can verify Ukrainian documents

To reduce the risk of fraud and misunderstandings, employers should request clear documentation of education and work experience. This typically includes:

• Diplomas and transcripts in Ukrainian, and if possible, in English
• Certificates of completed courses, specialisations or professional exams
• Employment references describing tasks, responsibilities and duration

Where there is doubt about authenticity, employers can ask the candidate to obtain an official assessment from the Danish Agency for Higher Education and Science or consult sector-specific authorities. For sensitive or high-risk roles, it may be appropriate to request notarised copies or confirmation from the issuing institution, respecting Danish data protection rules.

Language and translation requirements

Most Danish authorities accept documents in Danish or English. Ukrainian diplomas and certificates may therefore need to be translated by a qualified translator. In some procedures, certified or authorised translations are required. Employers should clarify in advance which language and format the relevant authority demands, to avoid delays.

Practical steps for employers

To handle qualification verification efficiently, Danish employers can:

• Describe in the job posting which level of education or professional licence is required
• Ask candidates to prepare scans of diplomas, transcripts and certificates before the interview
• Encourage candidates to apply early for an official qualification assessment if the role is long-term or specialised
• Coordinate with the company’s payroll and HR functions so that recognised qualifications are reflected in salary level and job title
• Allow time in the onboarding plan for any mandatory courses, exams or authorisation procedures

Impact on salary, job title and career development

Recognised qualifications are important for placing Ukrainian employees at the correct level in the company’s structure and, where applicable, in the relevant collective agreement. A formally recognised bachelor’s or master’s degree, or a recognised vocational qualification, can justify a higher starting salary, a more advanced job title or a faster promotion track.

For employees whose Ukrainian qualifications are only partly recognised, employers can offer targeted training, Danish language courses and upskilling programmes. This helps bridge gaps between the Ukrainian and Danish systems and supports long-term retention and career development.

Special considerations for displaced Ukrainians

Many Ukrainians currently in Denmark have arrived under special schemes for displaced persons and may not have complete documentation. Employers should be prepared for situations where original diplomas are missing or incomplete. In such cases, skills can be evaluated through interviews, practical tests, probationary periods and reference checks, while the employee works on obtaining replacement documents or official assessments where possible.

Combining a structured verification process with flexibility and understanding of the Ukrainian context allows Danish employers to comply with Danish rules, protect workplace safety and make full use of the skills that Ukrainian workers bring to the Danish labour market.

Data Protection and Handling of Personal Documents for Ukrainian Employees

When you hire Ukrainian employees in Denmark, you inevitably process a large amount of sensitive personal data: passports, residence permits, tax information, bank details and sometimes health-related information. As a Danish employer you must comply with both the EU General Data Protection Regulation (GDPR) and the Danish Data Protection Act, regardless of whether the employee is an EU citizen or a third‑country national.

What counts as personal data for Ukrainian employees

For recruitment, onboarding and payroll, you will typically process:

• Identification data: full name, date of birth, address, phone number, email
• Official IDs: passport details, national ID from Ukraine, residence and work permits, CPR number
• Employment data: CV, references, diplomas, certificates, previous work history
• Financial data: bank account number, tax card information, salary details, pension scheme data
• Immigration and integration data: documents under the Special Act for displaced persons from Ukraine, information from Jobcentre or municipality
• Special categories of data (sensitive data): health information (e.g. sick leave documentation, occupational health assessments), trade union membership, religious or ethnic background if it appears in documents or photos

All of this must be processed lawfully, transparently and only for clearly defined purposes related to the employment relationship.

Legal basis for processing and data minimisation

For most HR processes, the legal basis will be the employment contract and your legal obligations as an employer under Danish law. This covers, for example, processing data for payroll, tax reporting to Skattestyrelsen, reporting to ATP, pension providers and Arbejdsmarkedets Erhvervssikring.

Consent is usually not the main legal basis in an employment context, because the relationship is not considered fully voluntary. Use consent only when you genuinely give the employee a free choice, for example for optional photos on the company website or participation in certain surveys.

Apply the principle of data minimisation: collect only what you actually need. For instance, you normally do not need a full copy of a Ukrainian internal passport if a valid residence card and passport number are already documented. Avoid collecting information about family members or political views unless there is a clear legal requirement.

Handling passports, residence permits and CPR numbers

For Ukrainian employees you will often need to verify identity and legal right to work in Denmark. In practice this means:

• Checking and documenting passport and residence permit (e.g. under the Special Act, work permit, EU residence card for family members)
• Registering the CPR number once obtained, for payroll, tax and reporting purposes
• Storing copies of key documents only as long as necessary to document compliance with immigration and employment rules

CPR numbers are considered particularly sensitive in Danish practice. Limit access to CPR data to staff who genuinely need it (typically HR and payroll). Do not use CPR numbers as internal employee IDs and never send them in unencrypted emails or through unsecured channels.

Storage, access control and retention periods

You must implement appropriate technical and organisational measures to protect Ukrainian employees’ data against loss, unauthorised access and misuse. At a minimum this should include:

• Role‑based access control to HR and payroll systems
• Strong passwords and, preferably, multi‑factor authentication for systems holding personal data
• Encrypted storage for digital copies of passports, permits and contracts
• Locked cabinets for any physical documents

Define clear retention periods in your internal data protection policy. As a rule of thumb for Danish employers:

• Payroll documentation is typically kept for at least 5 years for accounting and tax purposes
• Employment contracts and key HR documents are often kept for up to 5 years after the end of employment to handle potential legal claims
• Copies of passports, residence permits and immigration documents should be deleted when they are no longer necessary to document legal employment or to defend against potential claims

Retention periods must be justified and documented; “just in case” is not a lawful reason to store data indefinitely.

Transparency and information duties towards Ukrainian staff

Under GDPR, you must inform Ukrainian employees clearly about how you process their data. This is usually done through a privacy notice for employees, provided in writing at the latest when the employment starts.

The notice should explain in simple language:

• What data you collect and from which sources (e.g. directly from the employee, from public authorities, from recruitment agencies)
• For what purposes and on what legal basis you process the data
• Who you share data with (e.g. Skattestyrelsen, Udbetaling Danmark, pension providers, insurance companies, payroll providers, IT suppliers)
• How long you keep different categories of data
• What rights the employee has (access, rectification, erasure, restriction, objection, data portability where relevant)
• How to contact your data protection contact person or DPO, if you have one

For Ukrainian workers with limited English or Danish, consider providing a simplified version in plain English and explaining key points verbally, possibly with the help of an interpreter. The legal reference must still be the Danish/English version, but practical understanding is important for trust.

Special categories of data: health, trauma and union membership

Many Ukrainians may have health issues or trauma related to displacement and war. Health data is a special category under GDPR and requires a specific legal basis and extra protection.

You may process health data only when it is necessary and lawful, for example:

• To manage sick leave and sickness benefits in accordance with Danish employment and social security rules
• To adapt the workplace for employees with disabilities or health limitations
• To comply with health and safety obligations (e.g. workplace assessments, occupational health checks where required)

Store medical certificates and health information separately from general personnel files, with stricter access control. Do not ask for more health information than required by law or strictly necessary for the specific situation.

Information about trade union membership is also sensitive. If the employee pays union fees through payroll, ensure that only staff who need this information for payroll processing can see it.

Using external providers and cross‑border data transfers

If you use external payroll providers, recruitment agencies, cloud HR systems or IT support, you must have written data processing agreements in place. These must specify:

• Which data the provider processes on your behalf
• Security measures they must apply
• Rules for sub‑processors and data breaches
• Deletion or return of data after the end of the contract

If any personal data is transferred outside the EU/EEA (for example, if your HR system or support team is located in a third country), you must ensure a valid transfer mechanism, such as standard contractual clauses and, where necessary, additional safeguards. This applies equally to data of Danish and Ukrainian employees.

Employee rights and handling requests

Ukrainian employees have the same data protection rights as any other employee in Denmark. They can:

• Request access to their personal data and obtain a copy
• Ask for corrections of inaccurate or incomplete data
• Request deletion in certain cases, for example if data is no longer necessary or was processed unlawfully
• Request restriction of processing in specific situations
• Object to certain types of processing, such as direct marketing

You must respond to such requests without undue delay and normally within one month. Make sure your HR team knows how to recognise and handle data subject requests, even if they are made informally or in broken English.

Data breaches and incident response

If personal data of Ukrainian employees is accidentally disclosed, lost or accessed by unauthorised persons, this may constitute a personal data breach. Examples include:

• Sending payslips or residence permit copies to the wrong recipient
• Laptop with HR data being stolen without encryption
• Unauthorised staff accessing sensitive HR files

You must have an internal procedure for detecting, documenting and managing such incidents. In many cases you must notify Datatilsynet within 72 hours and, if the risk to the employee is high, also inform the affected employees.

Practical steps for Danish employers hiring Ukrainians

To ensure compliant and respectful handling of personal documents and data for Ukrainian employees, consider the following actions:

• Update your employee privacy notice to explicitly cover third‑country nationals and immigration‑related data
• Review which copies of passports and permits you store and for how long, and delete unnecessary duplicates
• Limit access to CPR numbers, immigration documents and health data to a small, trained group of HR/payroll staff
• Ensure your payroll and HR providers have up‑to‑date data processing agreements and adequate security measures
• Train managers and HR staff on cultural sensitivity and confidentiality when discussing personal situations of Ukrainian workers

By combining strict compliance with Danish and EU data protection rules with clear communication and respect for privacy, you create a safer and more trusting environment for Ukrainian employees starting a new life and career in Denmark.

Designing Fair and Transparent Salary Structures for Ukrainian Hires

Designing a fair and transparent salary structure for Ukrainian employees in Denmark starts with understanding how pay is normally set on the Danish labour market. Most wages are not regulated by law but by collective agreements and market practice. For Ukrainian hires, it is crucial that you align with Danish standards, avoid any form of underpayment and clearly explain how salary, tax and benefits work in Denmark.

Aligning salaries with Danish standards and collective agreements

In Denmark there is no statutory minimum wage. Instead, minimum pay levels are typically set in collective agreements (overenskomster) negotiated between employer organisations and trade unions. For many sectors (for example construction, cleaning, manufacturing, hospitality, transport, retail and parts of the service sector), these agreements specify minimum hourly wages, supplements and pension contributions that you must follow if you are covered by the agreement.

As a rule of thumb, full-time salaries for unskilled or low‑skilled positions covered by collective agreements often correspond to a minimum hourly wage in the range of approximately 135–160 DKK before pension and supplements, depending on sector, seniority and time of day. For skilled workers and white‑collar employees, typical starting levels are higher. When hiring Ukrainian workers, you should:

• Check whether your company is already bound by a collective agreement and what minimum pay and supplements apply
• Ensure that Ukrainian employees receive at least the same wage and conditions as comparable Danish employees in the same role
• Document in the employment contract which agreement (if any) applies and how it affects pay, overtime, pension and allowances

If you are not covered by a collective agreement, you should still use sector agreements and market data as benchmarks to avoid offering salaries that are significantly below Danish norms, which can lead to disputes, reputational risk and difficulties in obtaining or extending work permits.

Meeting salary requirements for work and residence permits

For many Ukrainian citizens, the type of residence basis determines which salary rules apply. If the employee works under the general Danish Aliens Act schemes (for example the Pay Limit Scheme or the Positive List), there are specific minimum salary thresholds that must be met and documented in the employment contract.

Under the Pay Limit Scheme, the annual minimum salary threshold is set in Danish kroner and is adjusted regularly. The salary must:

• Reach at least the current annual threshold before tax, based on a normal full‑time position
• Be paid in Danish kroner to a Danish bank account
• Be at normal Danish market level for the position and industry

For Ukrainians who hold a residence permit under the Special Act for displaced persons from Ukraine, there is no specific minimum salary requirement in the permit itself. However, you must still comply with Danish labour market standards and, where relevant, collective agreements. Offering significantly lower pay to Ukrainians than to Danes in equivalent roles can be considered social dumping and may trigger inspections from authorities or trade unions.

Building a clear salary structure

A transparent salary structure helps Ukrainian employees understand how their pay is determined and reduces the risk of misunderstandings. Consider defining:

• Job levels and bands – for example, junior, standard and senior roles, each with a defined salary range
• Criteria for placement – such as education, recognised qualifications, relevant experience, language skills and responsibility level
• Progression rules – how and when salaries are reviewed (for example annually), what is required for an increase and how performance is evaluated

Explain to Ukrainian employees that in Denmark, pay is usually negotiated individually within a framework. Encourage them to ask questions and make sure they know that they have the same right to negotiate as Danish colleagues.

Components of pay: base salary, supplements and pension

When you present an offer to a Ukrainian candidate, clearly separate the different elements of remuneration:

• Base salary – normally expressed as a monthly gross salary for full‑time employees or an hourly rate for hourly paid workers
• Supplements – for example allowances for evening, night or weekend work, overtime, on‑call duties, shift work or work in hazardous environments, often defined in collective agreements
• Pension contributions – many collective agreements require employer pension contributions of around 8–12% of the pensionable salary, with an employee contribution of around 4–6%. Even outside agreements, it is common to offer an employer pension contribution of at least 8% for full‑time positions
• Holiday pay – employees earn 2.08 days of paid holiday per month of employment, corresponding to 25 days per holiday year. Holiday pay is normally 12.5% of the qualifying salary if the employee is paid via a holiday account, or full salary during holiday plus a 1% holiday supplement for monthly salaried employees under many agreements
• Benefits in kind – such as free phone, internet, company car, meals or housing. These are usually taxable and should be clearly described

Ukrainian employees may not be familiar with the Danish system of pension and holiday pay. Provide a written overview in simple language and, if possible, go through the first payslip with them to explain each line.

Ensuring equal pay and avoiding discrimination

Danish law prohibits discrimination in pay based on nationality, ethnicity, gender, age, religion or other protected characteristics. To ensure compliance when hiring Ukrainians, you should:

• Compare salaries for Ukrainian employees with those of Danish employees in similar positions with similar experience
• Use objective criteria (responsibility, experience, performance, education) to justify differences in pay
• Document your pay policy and keep records of salary decisions and adjustments

Be especially careful not to link lower pay to the fact that a Ukrainian employee is new to Denmark or has temporary residence, unless there is a clear, job‑related reason such as a training period defined in a collective agreement. Equal pay for equal work is an important principle for both authorities and trade unions.

Explaining Danish tax and take‑home pay

Many Ukrainian workers focus on net salary – what they actually receive on their bank account. In Denmark, income tax and social contributions are relatively high compared to many other countries, but they finance extensive public services. To avoid disappointment and confusion, you should:

• Clarify that all salary offers are stated as gross amounts before tax and labour market contributions
• Explain that employees pay an 8% labour market contribution (AM‑bidrag) on most earned income before other taxes are calculated
• Inform that personal income tax is progressive, with a municipal tax (typically around 24–27%), a basic state tax and a top tax on higher incomes above a certain annual threshold
• Mention that most employees are entitled to a personal allowance that reduces their tax, and that they must register with the Danish Tax Agency (Skattestyrelsen) to get the correct tax card

Offer to provide an approximate net salary estimate using the official tax calculator or by referring the employee to the tax authority’s online tools. This builds trust and helps Ukrainian employees make informed decisions about housing, family reunification and long‑term plans.

Handling overtime, variable hours and part‑time work

For many Ukrainian employees, flexible or part‑time work can be a first step into the Danish labour market. To keep salary structures fair and transparent:

• Specify in the contract the normal weekly working hours (for example 37 hours for full‑time) and how overtime is compensated
• Follow collective agreement rules on overtime supplements, time‑off in lieu and maximum working hours where applicable
• For part‑time employees, ensure that hourly pay and supplements are at least equivalent to full‑time employees in similar roles
• Clearly describe any variable or zero‑hour arrangements, including minimum guaranteed hours if applicable

Ukrainian workers should understand that in Denmark, unpaid overtime is generally not accepted unless explicitly agreed for certain salaried positions and within the limits of applicable agreements and the Working Time Directive.

Reviewing and adjusting salaries over time

Fairness is not only about the starting salary. It is also about how pay develops. To create predictability for Ukrainian employees:

• Set a fixed time for annual salary reviews and communicate this during onboarding
• Explain which factors influence pay increases – for example performance, new responsibilities, market adjustments or changes in collective agreements
• Monitor inflation, sector‑specific wage developments and changes in collective agreements to keep your salary levels competitive

For Ukrainians on temporary residence permits, clarify that their salary will be reviewed on the same basis as for Danish employees and that any required minimum salary thresholds for their permit will continue to be met.

Documenting and communicating your pay policy

A written pay policy helps you demonstrate that your salary structure is fair, consistent and non‑discriminatory. The policy can briefly describe:

• How starting salaries are determined for different job categories
• How experience and qualifications are valued, including recognition of Ukrainian education and work history
• How and when salary reviews take place
• How bonuses, commissions or performance‑based elements are calculated, if relevant

Make sure the policy is available in a language your Ukrainian employees understand. If English is used, keep the wording simple and avoid complex legal terms. Encourage employees to ask questions about their pay and be prepared to explain decisions in a factual and respectful way.

By aligning with Danish labour standards, respecting collective agreements, ensuring equal treatment and communicating openly, you create salary structures that are both fair and transparent for Ukrainian hires. This not only supports compliance with Danish law and immigration rules, but also strengthens your reputation as a responsible employer and improves retention of valuable international talent.

Remote and Cross‑Border Work Considerations for Ukrainian Employees

Remote and cross‑border work can be an efficient way to employ Ukrainian nationals, especially if they are not yet ready or able to relocate to Denmark. However, it raises specific questions about tax, social security, employment law and data protection that Danish employers must address before setting up such arrangements.

Distinguishing remote work in Denmark from work performed abroad

First, clarify where the work is physically carried out. A Ukrainian employee can:

• Work remotely from Denmark (e.g. from their Danish home or a co‑working space), or
• Work remotely from abroad (e.g. from Ukraine or another EU/EEA country).

This distinction is crucial, because it affects which country can tax the salary, which social security system applies, and which employment law framework you must follow. In most cases, if the employee physically performs their work in Denmark, Danish tax and social security rules will apply, even if they are Ukrainian nationals. If they work from abroad, the rules of the country of work will often be decisive.

Tax implications for cross‑border employment

When a Ukrainian employee works from Denmark and is considered tax resident there, their salary is generally subject to Danish income tax. Denmark applies a progressive income tax system with state, municipal and labour market contributions. For employees who qualify for the researcher tax scheme or certain special regimes, a flat tax rate can apply for a limited period, but most Ukrainian employees will be taxed under the ordinary rules.

If a Ukrainian employee works from abroad for a Danish company, you must assess whether Denmark has a right to tax the income under Danish law and any applicable double taxation agreements. If the employee is tax resident in another country and performs their work there, that country will often have the primary right to tax the salary. In such cases, you should clarify:

• Whether you must withhold Danish tax at source or only report salary payments
• Whether the employee must handle their own tax payments in the country of work
• How to avoid double taxation and ensure correct reporting to both tax authorities

Remote work from abroad can also create a permanent establishment risk for the Danish company if the employee’s activities are seen as forming a fixed place of business in the foreign country. This can trigger corporate tax obligations outside Denmark, so the employee’s role, authority and place of work should be carefully defined.

Social security and A1 certificates

Social security is separate from income tax. For employees working in Denmark, Danish social security rules normally apply, and you must pay the relevant Danish labour market contributions and ensure coverage under Danish schemes. For cross‑border situations within the EU/EEA, the general principle is that the employee is covered by the social security system of the country where the work is physically performed.

If a Ukrainian employee legally resides and works in another EU/EEA country for your Danish company, that country’s social security rules will usually apply. An A1 certificate may be needed to document which system covers the employee and to avoid double contributions. For work performed in Ukraine or other non‑EU countries, bilateral agreements and local rules determine which system applies. Before agreeing to long‑term remote work from abroad, confirm:

• Which country’s social security system covers the employee
• Whether you must register as an employer with foreign authorities
• What contributions and insurances are mandatory in the country of work

Employment law and mandatory local protections

For employees working from Denmark, Danish employment law and any applicable collective agreements will typically apply, including rules on working hours, holidays, notice periods and protection against dismissal. For Ukrainian employees working from abroad, local employment law in the country of work may grant mandatory protections that cannot be waived by contract, even if the employment agreement is governed by Danish law.

To reduce risk, your contracts with remote Ukrainian workers should clearly specify:

• The governing law and jurisdiction for disputes
• The main place of work and whether remote work abroad is temporary or permanent
• Working hours, overtime rules and rest periods in line with both Danish and local standards
• Holiday entitlement and public holidays to be observed

In some countries, long‑term remote work for a foreign employer can be reclassified as local employment, triggering additional obligations such as minimum wage rules, mandatory benefits or severance pay. Regular legal review of cross‑border arrangements is therefore essential.

Immigration and right to work

If a Ukrainian employee works remotely from Denmark, they must have a valid legal basis for residence and work, such as a work and residence permit, the special scheme for displaced persons from Ukraine, or another lawful status that allows employment. Remote work from abroad does not in itself require a Danish work permit, but the employee must comply with immigration rules in the country where they are physically located.

When planning hybrid models where the employee spends part of the time in Denmark and part abroad, ensure that their immigration status allows repeated entry and work in Denmark, and that any time limits or permit conditions are respected.

Payroll setup, currency and benefits

For Ukrainian employees working in Denmark, you will typically run payroll through the Danish system, report to the Danish tax authorities and pay salary in Danish kroner. For employees working from abroad, you must decide whether to:

• Pay salary from Denmark, potentially in DKK or another currency, or
• Use a local payroll provider or an employer‑of‑record solution in the country of work.

Exchange rate fluctuations, banking restrictions and sanctions can affect payments to certain countries, including Ukraine. You should also consider how Danish benefits such as pension contributions, health insurance or canteen schemes translate to remote workers abroad, and whether equivalent local benefits are required by law.

Health and safety for remote and cross‑border workers

Danish employers remain responsible for the working environment of employees who work remotely from Denmark. This includes ensuring that the home office setup is ergonomically sound, that working hours are reasonable and that the employee is protected against stress and isolation. For cross‑border workers, local health and safety rules may also apply.

Practical measures can include written remote work policies, guidance on workstation setup, regular check‑ins with managers, and clear procedures for reporting work‑related injuries, even when they occur at home or abroad.

Data protection and IT security

Remote and cross‑border work increases the risk of data breaches and unauthorised access to company information. If Ukrainian employees process personal data for Danish entities, the General Data Protection Regulation (GDPR) applies, regardless of where the employee is physically located. You must ensure that:

• Data is accessed only through secure connections and company‑approved devices
• Storage of documents and emails complies with your data retention and security policies
• Transfers of personal data outside the EU/EEA are based on valid legal mechanisms

Clear internal rules on use of private devices, public Wi‑Fi, and handling of confidential information are essential for remote teams, especially when employees work from countries with different data protection standards.

Practical recommendations for Danish employers

Before allowing Ukrainian employees to work remotely or cross‑border, Danish employers should:

• Map where the work will be performed and for how long
• Clarify tax and social security obligations in Denmark and abroad
• Review employment contracts to reflect remote or cross‑border arrangements
• Ensure valid immigration status for any work performed in Denmark
• Implement robust IT security and data protection measures
• Establish clear policies on working hours, communication and performance expectations

With proper planning and compliance, remote and cross‑border work can be a flexible and legally sound way to engage Ukrainian talent, while protecting both the employer and the employee.

Providing Housing, Relocation Support and Practical Help on Arrival

Providing practical support around housing and relocation is often decisive for whether a Ukrainian employee can actually start and stay in a job in Denmark. Employers who understand the Danish rental market, basic rules for residence registration and everyday practicalities can significantly reduce stress for new hires and speed up their integration.

Understanding the Danish housing market

Denmark has a tight rental market, especially in larger cities such as Copenhagen, Aarhus, Odense and Aalborg. Waiting lists for public housing (almene boliger) can easily exceed 6–24 months in popular areas, and private rentals are often expensive and rented out quickly. For many Ukrainian workers, it is unrealistic to find suitable accommodation without active employer support.

As an employer, you can:

• Inform candidates early about typical rent levels in your area (for example, that a small one-room apartment in a large city can easily cost 6,000–9,000 DKK per month plus utilities)
• Clarify whether you can offer temporary housing, a company-owned apartment or a room in a shared house
• Help screen rental offers to avoid fraud and illegal deposits
• Explain the difference between time-limited and unlimited rental contracts and what notice periods apply

Make sure that any housing solution complies with Danish standards for space, safety and fire regulations. Overcrowded or substandard housing can create health and legal risks and damage your reputation as an employer.

Employer-provided housing: legal and tax aspects

If you provide housing as part of the employment package, you need to consider both employment law and tax consequences. In Denmark, housing provided by the employer is usually considered a taxable benefit (fri bolig), unless the employee pays a rent that corresponds to the market level.

Key points to consider:

• If the employee pays below-market rent, the difference between market value and paid rent is normally taxable as a benefit in kind
• The value of the benefit is reported to the Danish Tax Agency (Skattestyrelsen) via the usual income reporting system
• For company-owned housing, you should document how you determined the market value (e.g. comparable rentals in the same area)
• Housing arrangements must be clearly described in the employment contract or an addendum, including rent, utilities, notice period and what happens when employment ends

It is important that the housing arrangement does not create a situation where the employee is effectively tied to the employer because they risk losing both job and home at the same time. Build in reasonable notice periods and, where possible, support the employee in transitioning to an independent rental contract over time.

Relocation support before arrival

Many Ukrainians arriving in Denmark under the Special Act or other schemes have limited knowledge of local procedures. A structured relocation plan reduces uncertainty and helps them start work faster. Consider offering:

• Clear written information (in English and, if possible, Ukrainian or Russian) about the relocation steps and expected timelines
• Assistance with booking travel and explaining reimbursement rules, if you cover travel costs
• Guidance on what documents to bring (passport, residence permit or application receipt, diplomas, vaccination records, marriage and birth certificates for family members)
• Information on what to expect at the border and in contact with Danish authorities

Agree in advance who covers which costs: travel, temporary accommodation, deposit for rental housing, furniture and basic household items. Being transparent about financial support avoids misunderstandings and builds trust.

First days in Denmark: practical help that matters

The first days after arrival are crucial. Administrative tasks in Denmark are highly interconnected: without a CPR number, it is difficult to open a bank account; without a bank account, salary payments and some benefits are complicated. Employers can play a key coordinating role.

Typical support in the first 1–2 weeks can include:

• Accompanying the employee (or at least providing detailed guidance) to register for a CPR number and address at the local Citizen Service (Borgerservice), if they have a valid basis for residence
• Helping them choose a general practitioner (GP) when they receive their yellow health card (sundhedskort)
• Assisting with opening a Danish bank account and explaining NemKonto, as salary is normally paid to a NemKonto
• Supporting the setup of MitID, which is required for digital communication with authorities, online banking and many other services
• Explaining how e-Boks works and why official letters are often sent only digitally

Prepare a simple checklist in English that the employee can follow step by step. This reduces the risk that important registrations are missed or delayed.

Deposits, furniture and cost of living

For many Ukrainians, the biggest financial barrier is the initial cost of housing. In Denmark, landlords commonly require:

• Up to 3 months’ rent as a deposit
• Up to 3 months’ prepaid rent
• First month’s rent in advance

This means that moving into a rental can easily require the equivalent of 5–7 months’ rent upfront. On top of that, the apartment is often unfurnished.

Employers can ease this burden by:

• Offering an interest-free loan for the deposit, repaid in instalments from salary
• Providing a one-off relocation allowance with clear, written conditions
• Helping source affordable or donated furniture and household items through local networks, charities and reuse platforms
• Explaining typical monthly costs for electricity, heating, internet and transport so the employee can budget realistically

Be explicit in writing whether relocation support is taxable income or not, and how it will be reported. When in doubt, seek advice from a Danish tax advisor to avoid unexpected tax liabilities for the employee.

Support for families and schooling

If your Ukrainian employee arrives with family, housing and relocation support should take their needs into account. Families with children will need access to schools or daycare, and this should influence the choice of neighbourhood and housing size.

You can help by:

• Providing information about local public schools and kindergartens, including how to register and what waiting times to expect
• Explaining that basic education in public schools is free, while some daycare options require parental payment with possible municipal subsidies
• Informing about after-school clubs (SFO/fritidsordning) and youth clubs
• Helping parents understand school communication, which is often digital and in Danish

Where possible, coordinate with the local municipality’s integration or job centre, which may already have dedicated programs for Ukrainian children and families.

Local orientation and everyday life

Beyond formalities, small practical gestures can make a big difference. Newcomers often feel lost in everyday situations that locals take for granted. Consider arranging a short orientation to the local area, including:

• How public transport works, including Rejsekort, local bus and train lines, and typical commuting costs
• Where to find supermarkets, pharmacies, second-hand shops and low-cost options
• Basic information about waste sorting and recycling rules in the municipality
• How to access emergency services, out-of-hours medical care and dental care

Some employers assign a “buddy” or mentor from the team who can answer informal questions about daily life, help with translation in simple situations and introduce the newcomer to social activities.

Cooperation with municipalities, jobcentres and NGOs

Many Danish municipalities, jobcentres and NGOs run housing and integration initiatives specifically for displaced Ukrainians. Employers can benefit from these structures instead of trying to solve everything alone.

Useful steps include:

• Contacting the local jobcentre to understand what housing or relocation support is available for Ukrainians in your municipality
• Coordinating start dates and work hours with mandatory integration activities, language classes or municipal meetings
• Referring employees to NGOs that offer legal counselling, social support, language cafés and networking opportunities

By aligning your relocation support with public programs, you can avoid duplication, ensure compliance with current rules and give your Ukrainian employees access to a broader support network.

Setting clear expectations and boundaries

While extensive support is often necessary, it is important to define clear roles and responsibilities. From the beginning, explain in writing:

• Which services the company provides (for example, temporary housing for a defined period, assistance with registrations, a relocation allowance)
• Which costs the employee must cover themselves and from when
• What happens if the employment ends, especially in relation to employer-provided housing

Transparent communication prevents misunderstandings and helps Ukrainian employees plan their finances and long-term housing situation. A well-designed housing and relocation package not only supports compliance with Danish rules but also strengthens your position as a responsible and attractive employer.

Mental Health, Trauma Awareness and Psychosocial Support for Displaced Ukrainians

Many Ukrainians arriving in Denmark have experienced war, loss and forced displacement. As an employer, you are not expected to act as a therapist, but you do have a responsibility to create a psychologically safe workplace and to react appropriately if an employee shows signs of stress or trauma. A supportive work environment can significantly improve retention, performance and integration outcomes.

Recognising possible signs of trauma and stress

Not every Ukrainian employee will have trauma-related difficulties, but some may show signs that they are under severe psychological strain. Common indicators include:

• Strong start followed by a sudden drop in concentration, productivity or reliability
• Sleep problems leading to frequent lateness, fatigue or difficulty focusing
• Heightened startle reactions to loud noises, conflict or unexpected changes
• Withdrawal from colleagues, avoiding social situations or team activities
• Irritability, emotional outbursts or unusually strong reactions to minor issues
• Frequent headaches, stomach issues or other physical complaints without clear medical cause

These signs do not prove trauma, but they are a signal to open a calm, respectful dialogue and, where appropriate, refer the employee to professional support.

Danish legal obligations regarding mental health at work

Under Danish health and safety legislation, employers must ensure a safe and healthy working environment, which includes the psychosocial work environment. The Danish Working Environment Act and related executive orders require employers to:

• Assess and manage risks related to workload, work pace, conflicts, bullying and harassment
• Prevent discrimination and ensure equal treatment regardless of nationality, ethnicity or refugee status
• Cooperate with employees and any health and safety representatives on psychosocial issues

The Danish Working Environment Authority (Arbejdstilsynet) can inspect psychosocial conditions and issue improvement notices if stress, bullying or poor management practices pose a risk to employees’ mental health. This applies equally to Danish and foreign workers, including Ukrainians hired under special schemes.

Creating a psychologically safe workplace for Ukrainian employees

Psychological safety is essential for employees who may be dealing with uncertainty about family, housing and legal status. Employers can support this by:

• Providing clear job descriptions, expectations and working hours to reduce uncertainty
• Ensuring predictable schedules where possible, and communicating changes early
• Offering a structured onboarding process that explains workplace rules, breaks, sick leave and who to contact with problems
• Encouraging managers to use simple, clear language and to check understanding without putting employees on the spot
• Allowing reasonable flexibility for important appointments (e.g. immigration, municipality, school, health care)

For some Ukrainians, news from home can be emotionally overwhelming. Consider agreeing on reasonable rules for following news and social media during work, balancing productivity with empathy.

Role of managers and colleagues

Line managers are often the first to notice when something is wrong. They should be trained to:

• Hold one-to-one conversations in a calm, private setting
• Ask open, non-intrusive questions about how work is going and what support might help
• Avoid pressing for details about war experiences or personal trauma
• Focus on work-related adjustments rather than medical diagnoses
• Know when and how to refer the employee to professional help or HR

Colleagues also play a key role. Simple actions such as inviting Ukrainian coworkers to lunch, explaining unwritten workplace norms and avoiding insensitive jokes about the war can significantly improve well-being and integration.

Access to mental health and psychosocial support in Denmark

Ukrainians with a residence permit in Denmark generally have access to the public healthcare system on similar terms as Danish citizens, including registration with a general practitioner (GP). Employers can support access to mental health care by:

• Informing employees how to register with a GP and use their yellow health card
• Allowing time off for medical and psychological appointments, in line with company policies
• Providing written information in English (or Ukrainian/Russian where possible) about local health services

Some municipalities and NGOs offer specialised counselling for refugees and war-affected individuals, including Ukrainian-language services. Employers can cooperate with these organisations or simply provide contact details to employees who may benefit.

Using occupational health services and employee assistance programmes

Many Danish companies use external occupational health services (bedriftssundhedstjeneste) or employee assistance programmes (EAP). These can offer:

• Short-term psychological counselling, sometimes in English or with interpreter support
• Advice to managers on handling difficult conversations and stress-related issues
• Workplace assessments focusing on psychosocial risks

If your company has such arrangements, make sure Ukrainian employees are informed about them during onboarding, including how confidentiality works and how to book a session.

Reasonable adjustments and flexibility

Some Ukrainian employees may need temporary adjustments to manage stress or trauma-related symptoms while maintaining employment. Reasonable measures can include:

• Gradual increase in working hours after hiring or after a difficult life event
• Temporary changes in tasks to reduce exposure to triggers (for example, loud noises or conflict-heavy roles)
• More frequent check-ins with the manager to clarify priorities and workload
• Clear routines and written instructions for complex tasks

These adjustments should be documented and reviewed regularly. They benefit not only the individual employee but also the company, by reducing sickness absence and turnover.

Handling critical incidents and distress at work

Occasionally, news from Ukraine, a misunderstanding at work or a personal crisis may trigger a strong emotional reaction. In such cases, managers should:

• Ensure the employee can move to a quiet, private space
• Offer the option to go home or take a break, without pressuring the employee to continue working
• Avoid asking for detailed explanations in front of others
• Follow up later the same day or the next working day to discuss any needed adjustments

If there is concern about self-harm or acute mental health crisis, managers should contact emergency services or medical professionals according to company procedures and Danish guidelines, and not attempt to handle the situation alone.

Cooperation with municipalities, jobcentres and NGOs

Municipal jobcentres and integration units often have experience supporting refugees and displaced persons, including Ukrainians. Employers can:

• Coordinate with caseworkers about work hours, language courses and integration activities
• Ask for guidance on how to support employees who struggle with mental health or social challenges
• Refer employees (with their consent) to relevant local programmes, such as mentoring schemes or support groups

NGOs and volunteer organisations in Denmark also provide psychosocial support, legal counselling and community activities that can reduce isolation and stress for Ukrainian workers and their families.

Building a long-term, supportive culture

Mental health and trauma awareness should not be treated as a one-off project. To build a sustainable, supportive culture for Ukrainian and other international employees, consider:

• Including basic trauma awareness and intercultural communication in manager training
• Reviewing internal policies on bullying, harassment and discrimination to ensure they explicitly cover nationality and refugee status
• Regularly assessing the psychosocial work environment, for example through surveys or dialogue meetings
• Encouraging open, respectful conversations about well-being, stress and work–life balance

By combining legal compliance with genuine care for employees’ mental health, Danish employers can help displaced Ukrainians rebuild stable lives, while strengthening their own organisations with motivated, loyal staff.

Designing Training and Upskilling Programs Tailored to Ukrainian Workers

Well‑designed training and upskilling programs help Ukrainian employees quickly reach Danish workplace standards while building long‑term loyalty. For Danish employers, the goal is to combine compliance with Danish rules, clear documentation and practical, job‑focused learning that respects different educational backgrounds and possible trauma experiences.

Start with a structured skills assessment

Before planning any course or workshop, map the actual skills of your Ukrainian employees. Combine:

• a short, structured interview about previous jobs, education and certificates from Ukraine
• simple practical tests directly related to the role (for example, bookkeeping tasks, use of ERP systems, warehouse routines, safety procedures)
• a basic language check in Danish and English, focused on workplace communication

Document the results in writing and share them with the employee. This creates a transparent baseline for later evaluations and supports equal treatment if you are audited by authorities or need to justify training decisions to unions or works councils.

Combine Danish language training with job‑specific skills

Language is often the main barrier to effective onboarding. For most Ukrainian workers, Danish will be new, while English may be at an intermediate level. The most efficient approach is to integrate language learning into everyday work:

• offer access to municipal Danish language courses (danskuddannelse) and coordinate schedules with working hours
• prepare glossaries of key Danish terms used in your company (for example, accounting vocabulary, safety instructions, HR procedures)
• use bilingual materials (Ukrainian–Danish or Ukrainian–English) for critical processes such as payroll, time registration and safety rules
• encourage mixed teams where colleagues help with informal language practice during work tasks

For office roles, including accounting and administration, consider short internal workshops on Danish business email style, meeting etiquette and written communication standards.

Design role‑specific training paths

Training should be clearly linked to the job description and Danish legal requirements. For each role typically offered to Ukrainian workers, define a simple training path with:

• mandatory modules (for example, health and safety, GDPR, internal IT security, basic Danish labour law relevant to the role)
• job‑specific modules (for example, Danish bookkeeping rules, VAT handling, payroll routines, customer service standards, quality control)
• optional development modules (for example, Excel for finance, project management basics, leadership skills)

Set realistic timelines. For example, a new Ukrainian accounting assistant might follow a 3‑month plan with weekly sessions on Danish bookkeeping standards, NemKonto procedures, e‑Boks communication and digital reporting to SKAT, combined with supervised practice on real but low‑risk tasks.

Use a mix of learning formats

Different employees learn differently, and some may still be adapting after displacement from Ukraine. Combine:

• on‑the‑job training with a designated mentor or buddy
• short classroom‑style sessions or online webinars in simple English or Danish
• step‑by‑step written guides with screenshots for key systems and workflows
• micro‑learning: 10–15 minute modules focused on one procedure at a time

Whenever possible, record internal training sessions and make them available on your intranet or learning platform. This allows Ukrainian employees to review content at their own pace and is helpful if they miss a session due to language classes, municipal appointments or family obligations.

Ensure compliance with Danish rules on working time and training

When planning training, respect Danish working time regulations and collective agreements that may apply in your sector. Key points include:

• if training is mandatory and directly related to the job, it should normally be counted as working time and paid accordingly
• if training takes place outside normal working hours, check your collective agreement for rules on overtime, supplements and compensation
• keep accurate records of training hours, especially if you use wage subsidy or integration schemes that require documentation

For apprenticeships or trainee arrangements involving Ukrainian workers, ensure that contracts, school periods and workplace training meet Danish vocational education requirements and any sector‑specific agreements.

Address digital skills and Danish administrative systems

Many tasks in Denmark rely on digital self‑service solutions. Include basic digital training where needed, such as:

• use of MitID, e‑Boks and NemKonto in relation to salary, tax and communication with authorities
• your company’s HR and payroll systems, time registration tools and internal communication platforms
• secure handling of customer and employee data in line with GDPR

For employees in finance or administration, add modules on Danish tax reporting, VAT rules, digital invoicing and reconciliation procedures, so they can work independently within the Danish regulatory framework.

Support recognition of Ukrainian qualifications

Many Ukrainians arrive with strong professional backgrounds that are not immediately recognised in Denmark. As an employer, you can:

• help employees apply for assessment of foreign qualifications through the Danish Agency for Higher Education and Science
• offer bridging training to close gaps between Ukrainian education and Danish standards in your field
• use internal certification or competency tests to document skills when formal recognition is still in progress

This approach allows you to place employees at the right level faster and to plan targeted upskilling instead of repeating training they do not need.

Integrate soft skills and cultural orientation

Technical skills alone are not enough for successful integration. Include elements that explain how Danish workplaces function, for example:

• flat hierarchies, informal communication and expectations around initiative and responsibility
• meeting culture, punctuality, feedback practices and conflict resolution
• rules on equal treatment, non‑discrimination and harassment

Short workshops with mixed Danish and Ukrainian participants can reduce misunderstandings and support a more inclusive culture, especially in multicultural teams.

Monitor progress and adjust individual development plans

Training and upskilling should be an ongoing process, not a one‑time event. For each Ukrainian employee, create a simple development plan that includes:

• clear learning objectives linked to their role and career path
• agreed training activities with timelines
• regular check‑ins, for example every 3 or 6 months, to review progress

Use these conversations to identify new training needs, discuss possible promotions or role changes and ensure that expectations remain aligned on both sides.

Leverage external programs and funding options

Danish municipalities, jobcentres and educational institutions often provide language courses, integration programs and vocational training that can be combined with employment. In some cases, wage subsidies or other support schemes are available if you hire and train displaced persons from Ukraine.

Stay in contact with your local jobcentre and relevant business organisations to stay updated on current programs, eligibility criteria and documentation requirements. This can significantly reduce your training costs while improving the long‑term employability of your Ukrainian staff.

By approaching training and upskilling in a structured, transparent and culturally sensitive way, Danish employers can help Ukrainian workers reach full productivity faster, ensure compliance with Danish regulations and build a stable, loyal workforce that strengthens the company over time.

Retention Strategies and Career Development Paths for Ukrainian Employees

Retaining Ukrainian employees in Denmark is not only about offering a competitive salary. For many Ukrainians, work is closely linked to stability, integration and long‑term security for their families. A clear career path, transparent communication and respect for their situation as displaced persons or migrants are crucial if you want to reduce turnover and build a loyal team.

Start by discussing expectations already during recruitment and in the first weeks of employment. Clarify how performance is evaluated, what skills are valued in your company and which roles an employee can realistically grow into within 1, 3 and 5 years. Document this in a simple development plan and revisit it at least once a year, for example in connection with the mandatory employee development interview (MUS) that many Danish employers already use.

Building clear and realistic career paths

Ukrainian employees often arrive with strong qualifications that may not be fully recognised in Denmark, or with experience from sectors that function differently than in the Danish labour market. To keep them engaged, show how they can progress step by step from entry‑level tasks to more advanced responsibilities.

For example, in an accounting or finance department, a typical path for a Ukrainian hire could look like this:

• Start as an accounting assistant focusing on invoice processing, reconciliations and basic bookkeeping under supervision
• Progress to independent responsibility for smaller clients or internal cost centres after 6–18 months, once Danish accounting standards and internal procedures are mastered
• Move into a specialist or controller role after 2–4 years, with responsibility for reporting, budgeting or tax‑related tasks
• For those with strong leadership skills and Danish language proficiency, develop towards team leader or department manager roles

Make these paths visible in onboarding materials and internal HR documentation. Explain which competencies are needed at each step: Danish GAAP knowledge, experience with specific accounting systems, Danish language level, client communication skills, or understanding of Danish tax and VAT rules. This transparency helps Ukrainian employees see a future in your company instead of treating the job as a temporary solution.

Linking development to structured performance reviews

Regular performance and development reviews are a key retention tool. Many Danish companies already hold annual MUS talks; for Ukrainian employees, it can be helpful to supplement this with a shorter follow‑up every 3–6 months during the first two years.

During these meetings, focus on:

• Clarifying tasks and priorities, especially where Danish work culture (flat hierarchy, high autonomy) may differ from what they are used to
• Agreeing on 2–4 concrete development goals, such as passing a specific accounting course, improving written Danish, or taking responsibility for a new process
• Discussing any barriers related to language, IT systems or unfamiliar Danish rules and finding practical solutions (training, mentoring, extra documentation)
• Reviewing salary and benefits in a transparent way, including how pay progression is linked to responsibilities, collective agreements or local company policies

Clear documentation of these conversations helps avoid misunderstandings and shows the employee that you take their long‑term development seriously.

Training and upskilling tailored to Ukrainian employees

Access to relevant training is one of the strongest signals that an employer is investing in an employee’s future. For Ukrainian workers, this often includes a combination of professional upskilling and language support.

Consider offering or co‑financing:

• Courses in Danish accounting standards, VAT and tax rules relevant for your sector
• Training in the specific accounting or ERP systems you use, with written guides in simple English where possible
• Danish language courses focused on workplace communication, including accounting and finance terminology
• Short courses on Danish labour market rules, collective agreements and workplace culture, so they understand their rights and obligations

Many municipalities and jobcentres offer integration and upskilling programmes that can be combined with employment. In some cases, wage subsidies or publicly funded language courses can reduce your costs while still giving the employee a structured development path. Make sure to inform Ukrainian employees about these options and help them coordinate schedules so training does not conflict with peak work periods such as month‑end or year‑end closing.

Mentoring, buddy schemes and knowledge transfer

A structured mentoring or buddy scheme can significantly increase retention. Pair a Ukrainian employee with a more experienced colleague who can answer questions about both professional tasks and informal workplace norms.

Define the mentor’s role clearly: regular short check‑ins, support with understanding Danish documentation, guidance on how to communicate with clients or authorities, and help navigating internal career opportunities. This reduces the risk that misunderstandings or small frustrations grow into reasons for leaving.

At the same time, treat Ukrainian employees as a resource for the company. They may bring knowledge of Ukrainian accounting practices, language skills useful for clients in Eastern Europe, or experience with remote collaboration. Involving them in training sessions, process improvements or cross‑border projects can strengthen their sense of belonging and open new career tracks.

Work–life balance, flexibility and family considerations

Danish workplaces are known for a strong focus on work–life balance, but Ukrainian employees may initially be unfamiliar with flexible working hours, remote work arrangements or the expectation that overtime is limited and compensated according to agreements. Clear communication about working time rules, overtime compensation and expectations around availability helps avoid misunderstandings.

For many Ukrainians, family situation strongly influences retention. Some have children in Danish schools or kindergartens, others have family members still in Ukraine or in other EU countries. Where possible within your business model and collective agreements, consider:

• Flexible start and end times to accommodate school and childcare schedules
• Possibility of occasional remote work if tasks allow it and data protection rules are respected
• Clear procedures for taking leave to visit family abroad or handle administrative matters related to residence permits

When employees feel that their employer understands and respects their family responsibilities, they are more likely to commit long term.

Recognition, inclusion and long‑term commitment

Retention is closely linked to whether employees feel recognised and included. For Ukrainian workers, this includes being treated as equal members of the team, not only as “foreign workers” or “temporary help”.

Practical steps include:

• Using English or a language everyone understands in meetings where Ukrainian employees are present, or summarising key points in English
• Inviting them to participate in internal projects, social events and professional networks on the same terms as Danish colleagues
• Celebrating milestones such as completion of a course, promotion or work anniversaries
• Actively asking for their input on how to improve processes, client service or collaboration with international partners

Where relevant, discuss long‑term perspectives openly: possibilities for permanent employment after a fixed‑term contract, support with upgrading qualifications, or pathways to more senior roles once language and regulatory knowledge are in place. Transparency about what is and is not possible in your company builds trust and reduces uncertainty, which is especially important for employees who have experienced displacement or instability.

By combining clear career paths, structured development, fair working conditions and genuine inclusion, Danish employers can not only retain Ukrainian employees, but also build strong, diverse teams that add value to the business and to the wider labour market.

Handling Conflicts, Discrimination and Harassment in a Multicultural Team

Conflicts, discrimination and harassment can arise in any workplace, but multicultural teams that include Ukrainian employees may face specific risks: language barriers, different communication styles, and stress related to displacement or family separation. As a Danish employer you are legally obliged to prevent and address such issues, and you also have a strong business interest in maintaining a safe, inclusive environment that supports retention and productivity.

Legal obligations under Danish law

Danish employers must comply with the Danish Working Environment Act and the Act on Equal Treatment in the Labour Market. This means you are required to prevent and handle:

• Bullying and harassment, including sexual harassment
• Discrimination based on race, ethnic origin, nationality, religion or belief, gender, age, disability, sexual orientation and other protected grounds
• Retaliation against employees who report discrimination or harassment

Discrimination is prohibited in recruitment, pay, working conditions, promotion, training, and dismissal. Unequal treatment of Ukrainian workers compared with Danish or other employees, if linked to nationality or ethnic origin, can lead to compensation claims and fines. The Danish Working Environment Authority (Arbejdstilsynet) can issue improvement notices and, in serious cases, report employers to the police if the psychosocial work environment is not adequately managed.

Preventing conflicts in multicultural teams

Many conflicts can be avoided through clear structures and expectations. For teams that include Ukrainian employees, consider:

• Providing a written code of conduct that explicitly prohibits discrimination and harassment and applies equally to all employees, including agency workers and temporary staff
• Explaining Danish workplace norms (direct communication, flat hierarchy, punctuality, feedback culture) during onboarding and team meetings
• Clarifying roles, responsibilities and decision-making processes so that misunderstandings do not escalate into personal conflicts
• Ensuring that work instructions, safety rules and key HR policies are available in a language employees understand (often English, and where possible Ukrainian or Russian)
• Training managers and team leaders in intercultural communication and in recognising early signs of tension or exclusion

Recognising discrimination and harassment

Discrimination and harassment can be obvious, but they are often subtle and cumulative. For Ukrainian employees, risk situations may include:

• Derogatory comments or jokes about Ukrainians, Eastern Europeans, refugees or migrants
• Systematically assigning less favourable tasks or shifts to Ukrainians without objective justification
• Excluding Ukrainian workers from meetings, training, social events or internal communication channels
• Pressuring them to accept poorer working conditions because they are “new in Denmark” or “on a special permit”
• Sexualised comments, unwanted touching or propositions, especially where there is a power imbalance (e.g. supervisor–employee)

Even if an employee does not formally complain, repeated behaviour of this kind can constitute harassment under Danish law if it creates a hostile, humiliating or offensive work environment.

Establishing clear procedures for complaints and conflict resolution

Every company employing foreign workers should have a simple, transparent procedure for reporting and handling conflicts, discrimination and harassment. At minimum, you should:

• Designate one or more contact persons (e.g. HR, union representative, health and safety representative) who are trained to receive complaints confidentially
• Allow employees to report issues verbally or in writing, and make it clear that they can bring a colleague, union representative or interpreter to meetings
• Ensure that employees can report concerns without fear of losing their job, their shifts or their housing if it is provided by the employer
• Set internal timelines for acknowledging a complaint, investigating it and informing the parties about the outcome
• Document all steps taken, including interviews, evidence collected and decisions made

In smaller companies without a formal HR department, it is still important to have a written procedure and to communicate it during onboarding, preferably both in English and in simple Danish.

Handling incidents fairly and consistently

When a conflict or complaint arises, you should act quickly but avoid taking sides before the facts are clarified. A structured approach typically includes:

1. Initial assessment: Clarify whether the issue concerns a misunderstanding, a performance problem, or potential discrimination or harassment.
2. Confidential interviews: Speak separately with the person raising the issue, the alleged offender and relevant witnesses. Use an interpreter if needed.
3. Evaluation: Assess whether company rules or Danish law have been breached and whether there is a pattern of behaviour.
4. Action: Depending on severity, this may range from mediation, a written warning and training to reassignment or termination of the offender’s employment.
5. Follow-up: Monitor the situation to ensure there is no retaliation and that the work environment has improved.

Sanctions should be proportionate, documented and applied consistently regardless of whether the offender is Danish, Ukrainian or from another background. Unequal treatment in sanctions can itself be perceived as discrimination.

Supporting Ukrainian employees who may be vulnerable

Some Ukrainian workers may have experienced trauma, loss or long-term uncertainty about their residence status. This can affect how they react to conflicts or criticism. As an employer you are not expected to act as a therapist, but you can:

• Offer access to an employee assistance programme (EAP) or external counselling where possible
• Inform employees about municipal support services, crisis hotlines and NGOs that provide psychological and social support in Ukrainian or Russian
• Allow reasonable flexibility for appointments with authorities, language courses or counselling, within the limits of business needs
• Train managers to give feedback in a constructive, respectful way and to be aware that raised voices or sudden changes can be perceived as threatening

Creating a psychologically safe environment makes it more likely that Ukrainian employees will raise concerns early, before they escalate into formal disputes or long-term sickness absence.

Building an inclusive culture to reduce future conflicts

Long-term prevention of conflicts, discrimination and harassment depends on the overall culture of the workplace. For teams with Ukrainian and Danish employees, effective measures include:

• Regular team meetings where expectations, responsibilities and changes are explained clearly and where questions are encouraged
• Mixed teams for projects and shifts so that Ukrainians are not isolated or grouped only with other foreign workers
• Opportunities for informal interaction, such as shared breaks or social events that are accessible and affordable for everyone
• Recognition of achievements and skills of Ukrainian employees, for example by highlighting successful projects, promotions or completed training
• Offering basic Danish language support and, where relevant, short cultural orientation sessions for both Danish and foreign staff

An inclusive culture reduces staff turnover, recruitment costs and the risk of legal disputes. It also strengthens your reputation as a responsible Danish employer, which is increasingly important for cooperation with jobcentres, municipalities and NGOs that refer Ukrainian jobseekers.

When to involve external parties

In complex or serious cases, it can be appropriate to involve external experts. Depending on the situation, you may consider:

• Union representatives or shop stewards, if the workplace is covered by a collective agreement
• Work environment consultants or psychologists specialising in multicultural teams
• The Danish Working Environment Authority, if there are serious problems with bullying, harassment or threats
• The Board of Equal Treatment (Ligebehandlingsnævnet), which can handle complaints about discrimination and award compensation
• Legal advisers with expertise in Danish labour and anti-discrimination law

Early, professional handling of conflicts, discrimination and harassment protects both your Ukrainian employees and your company. Clear rules, fair procedures and a respectful culture are the most effective tools for maintaining a healthy, productive multicultural team in Denmark.

Cooperation with Jobcentres, Municipalities and NGOs Supporting Ukrainian Jobseekers

Cooperating with Danish jobcentres, municipalities and NGOs can significantly simplify the process of hiring Ukrainian workers and improve long‑term integration in your company. These institutions help you find candidates, clarify rules on work and residence, and access financial support schemes that reduce your total employment costs.

How jobcentres and municipalities can support your recruitment

Every municipality in Denmark operates a jobcentre (jobcenter) that works directly with unemployed jobseekers, including Ukrainians covered by the Special Act on displaced persons and other residence schemes. For employers, jobcentres can:

• Pre‑screen Ukrainian candidates based on language skills, education and work experience
• Arrange interviews and company visits, often within a short timeframe
• Help clarify whether a candidate has the right to work and under which conditions
• Coordinate wage subsidy schemes and other integration programmes

To start the cooperation, you typically contact the jobcentre in the municipality where your company is located or where potential candidates live. Many jobcentres have dedicated business consultants (virksomhedskonsulenter) who act as a single point of contact for employers.

Wage subsidies and integration programmes for hiring Ukrainians

Through jobcentres and municipalities, you can access several schemes that make it financially easier to hire Ukrainian jobseekers:

• Wage subsidy jobs (løntilskud): The municipality pays part of the salary for a limited period when you hire an unemployed person. The exact subsidy depends on whether you are in the public or private sector and on the person’s benefit status, but for private employers the subsidy is typically calculated per hour and can cover a substantial share of the wage cost during the subsidy period.
• Company internships (virksomhedspraktik): Short‑term, unpaid training placements where the municipality continues to pay the person’s benefits. You provide work tasks and supervision, but no salary. This is often used as a trial period before offering regular employment.
• Integration programmes: Ukrainians covered by the Special Act and other residence permits may be part of a municipal integration programme that combines Danish language courses, job training and counselling. As an employer, you can cooperate with the municipality to offer work placements or subsidised jobs as part of this programme.

These schemes are subject to specific rules on duration, working hours, collective agreement conditions and the requirement that subsidised positions must not replace ordinary jobs. The jobcentre will normally help you ensure that your agreement complies with current Danish regulations.

Working with NGOs and civil society organisations

Many NGOs and volunteer organisations in Denmark specialise in supporting Ukrainians and other refugees in entering the labour market. Examples include organisations that offer:

• Job‑matching and mentoring between companies and Ukrainian candidates
• Assistance with CVs, applications and interview preparation
• Danish language support focused on workplace communication
• Social activities that help new employees build a local network

By cooperating with such NGOs, you can reach motivated candidates who may not yet be visible in the regular jobcentre system. NGOs can also help your company better understand the specific needs of displaced persons, including trauma‑related challenges, family responsibilities and housing issues.

Practical steps to build effective cooperation

To get the most out of cooperation with jobcentres, municipalities and NGOs, it is useful to:

1. Define your staffing needs clearly: job profiles, required skills, language level, working hours and location.
2. Contact the local jobcentre and ask for a business consultant with experience in international recruitment or integration.
3. Agree on a process for candidate referrals, interviews and feedback, including timelines and contact persons.
4. Explore whether wage subsidies, internships or integration programmes can be combined with your recruitment plans.
5. Reach out to relevant NGOs that work with Ukrainians in your region and inform them about your open positions and expectations.
6. Coordinate communication so that the Ukrainian candidate receives consistent information from you, the jobcentre and any NGO involved.

Benefits for employers and Ukrainian employees

Structured cooperation with public and non‑governmental actors offers several advantages. For employers, it reduces recruitment risk, lowers initial wage costs through subsidies and ensures that employment complies with Danish labour, tax and social security rules. For Ukrainian workers, it provides a clearer path into stable jobs, access to language training and integration support, and a stronger sense of security in a new country.

By actively engaging with jobcentres, municipalities and NGOs, Danish employers can fill real labour shortages while contributing to the long‑term integration of Ukrainian employees in the Danish labour market.

Funding Opportunities, Wage Subsidies and Integration Programs for Hiring Ukrainians

Denmark offers a range of public funding schemes, wage subsidies and integration programs that can significantly reduce the cost and risk of hiring Ukrainian workers. Understanding how these instruments work – and how they interact with ordinary Danish employment and tax rules – will help you plan recruitment, onboarding and long‑term integration in a financially sustainable way.

Wage subsidy schemes (løntilskud) for hiring Ukrainians

Ukrainian nationals with a valid residence and work basis in Denmark can, in many cases, be hired under the same wage subsidy schemes as other jobseekers. The most relevant instruments are administered through the local jobcentre in the municipality where the employee lives.

The main types of wage subsidy arrangements are:

• Subsidised employment in private companies (løntilskud i private virksomheder) – you pay the agreed salary according to collective agreements or normal market conditions, and the municipality pays a monthly subsidy directly to you. For full‑time positions, the subsidy for private employers typically lies in the range of approximately DKK 40–60 per hour, depending on the specific scheme, the person’s benefit status and municipal practice. The subsidy is capped so that the combined salary and subsidy do not exceed the usual wage level for comparable work.
• Subsidised employment in public or publicly funded institutions – similar principle, but with different subsidy rates and conditions. This is primarily relevant for public employers or private entities operating under public law.
• Flex jobs (fleksjob) – if a Ukrainian employee has a permanently reduced work capacity and is granted fleksjob status, you pay for the effective working hours at the normal wage level, while the municipality pays a flex benefit to the employee. This can make it financially feasible to employ people with health limitations, including war‑related injuries or trauma.

Wage subsidy schemes are normally time‑limited. Typical durations range from 3 to 6 months for ordinary løntilskud in private companies, with the possibility of extension in specific cases. The exact length, hourly subsidy and conditions are set in a written agreement between you, the jobcentre and the employee. You must document that the job is real, that normal working conditions apply, and that the subsidised position does not replace an existing employee.

Practical steps to access wage subsidies

To use wage subsidy schemes for Ukrainian hires, you should:

1. Contact the local jobcentre in the municipality where the candidate lives and ask for a specific caseworker.
2. Describe the job tasks, expected working hours, salary level and whether the job is permanent or time‑limited.
3. Clarify whether the Ukrainian candidate is registered as unemployed, receiving benefits (e.g. integration benefit or unemployment benefits) or participating in an integration program – this affects which subsidy scheme is available and the subsidy level.
4. Sign the written wage subsidy agreement before the subsidised employment starts. Retroactive subsidies are normally not granted.
5. Report salary and working hours through eIncome (eIndkomst) as usual; the subsidy is handled separately by the municipality.

Wage subsidies are considered support to the employer and are not exempt from your ordinary obligations regarding tax withholding (A‑skat), labour market contribution (AM‑bidrag), holiday pay and pension contributions. You must still comply with collective agreements and standard Danish employment law.

Integration programs for Ukrainians under the Special Act

Ukrainians covered by the Danish Special Act on displaced persons are typically offered an integration program through their municipality. This program is designed to combine Danish language training, job‑oriented activities and practical support. As an employer, you can benefit from these programs by cooperating with the municipality and jobcentre.

Key elements that may be relevant for your company include:

• Integration contracts and job plans – each participant has an individual plan that can include company internships, wage‑subsidised jobs and targeted training. You can influence the content of this plan to match your skill needs.
• Company internships (virksomhedspraktik) – unpaid, time‑limited placements where the municipality pays the participant’s benefits. You provide supervision and real tasks but no salary. Typical durations are 4–13 weeks, with 20–37 hours per week, depending on the person’s situation and municipal rules.
• Combined language and work programs – the municipality can organise schedules that combine Danish language classes with part‑time work in your company. This can be particularly effective for Ukrainians who have professional experience but limited Danish.

Integration programs are financed by the state and municipalities. As an employer, you do not pay for language courses or integration counselling, but you must allocate time for supervision and coordination with the jobcentre. In many cases, a successful internship or subsidised position can transition into a regular, unsubsidised job once the employee has gained sufficient language and job‑specific skills.

Language training and competence development support

Municipalities can offer free or subsidised Danish language courses to Ukrainian residents who meet the eligibility criteria. Courses are usually provided by approved language centres and structured in modules from beginner to advanced level. As an employer, you can:

• Arrange work schedules so employees can attend classes during the week
• Coordinate with the language centre to tailor vocabulary and content to your industry
• Use municipal or regional programs that combine vocational training with language support, for example in sectors such as construction, manufacturing, hospitality, cleaning or care work

In addition, there are national and regional funds that support upskilling and continuing education for employees, often administered through sector‑specific competence development funds (kompetencefonde) linked to collective agreements. If your company is covered by such an agreement, you may be able to receive partial reimbursement of course fees and wages during training for Ukrainian employees on the same terms as for other staff.

Support from jobcentres, municipalities and NGOs

Beyond direct wage subsidies, many municipalities and non‑governmental organisations offer practical support that reduces your onboarding costs when hiring Ukrainians. This can include:

• Help with preparing CVs, skills profiles and translation of Ukrainian qualifications
• Pre‑screening of candidates and matching to specific vacancies
• Job coaches or mentors who support the employee during the first months of employment
• Workshops on Danish workplace culture and rights, which can reduce misunderstandings and staff turnover

Some NGOs and foundations also run time‑limited projects funded by the Danish state, EU funds or private donors. These projects may provide additional services such as intensive language courses, sector‑specific training, mentoring networks or psychosocial support. Participation is usually free for employers, but places can be limited and project periods fixed, so it is worth contacting local actors early.

How to build a funding and integration strategy

To make the most of available funding and integration programs when hiring Ukrainians, consider the following approach:

1. Map your workforce needs – define which roles can be filled by candidates who are still learning Danish, and where you can offer structured training on the job.
2. Contact the jobcentre before recruiting – explain your needs and ask specifically about løntilskud, virksomhedspraktik and integration programs for Ukrainians in your municipality.
3. Plan a stepwise pathway – for example, start with a short internship, then move to a wage‑subsidised position, and finally to a regular contract once the employee is fully productive.
4. Integrate language and training into working hours – coordinate with language centres and training providers so that learning supports your business goals.
5. Document outcomes – track retention, productivity and training results. This will help you negotiate future agreements with jobcentres and demonstrate the value of your efforts internally.

Using Danish wage subsidies and integration programs strategically can lower your recruitment costs, reduce the risk of mismatches and support long‑term retention of Ukrainian employees. At the same time, you contribute to faster integration, stable employment and better use of the skills that displaced Ukrainians bring to the Danish labour market.

Final Thoughts

Embracing diversity and fostering a multicultural workforce is increasingly vital in today's globalized business landscape. By understanding the legal framework, cultural context, and integrating strategies for Ukrainian workers, Danish employers can alleviate challenges and create a thriving workplace that capitalizes on global talent.

The efforts invested in welcoming Ukrainian workers not only enrich the organization but also contribute positively to the broader community, enhancing social cohesion and understanding between cultures. As the Danish labor market evolves, employers equipped with the right tools and insights will pave the way for successful hiring practices with international implications.