DENMARK Law and Practice Contributed by: Lise Lauridsen and Sandro Ratkovic, Bech-Bruun
4.2 Registration Requirements for Foreign Workers RUT (the Danish Foreign Service Provider Register) is a mandatory public register maintained by the Dan - ish Business Authority, designed to monitor foreign service providers operating in Denmark. Any foreign company or self-employed individual providing ser - vices temporarily in Denmark must register in RUT before commencing work.
sion and maintain open communication. This can be achieved through regular dialogue and workplace assessments (APV) tailored to remote work. If per - formance issues or other business-related concerns arise, employers retain the right to modify or terminate remote work arrangements. In May 2025, the Danish Supreme Court ruled in a case involving a work-related injury during remote work, where an employee tripped over a box she had placed herself. The court classified it as a work-related injury, underscoring the importance of reviewing and potentially updating remote work policies. Such a poli - cy should clearly outline the expectations and respon - sibilities of both employers and employees, ensuring compliance with legal requirements and safety stand - ards. It can also help reduce the risk of employment- related disputes in cases of policy breaches. 5.2 Sabbaticals Apart from the Danish rules on the right to absence from work due to pregnancy, maternity, paternity, and parental leave, any other form of sabbatical leave must be agreed upon between the company and the employee. An employee is also entitled to absence from work when compelling family reasons arise in cases of ill - ness or accident that make the employee’s immediate presence urgently necessary (force majeure).
5. New Work 5.1 Mobile Work
The Danish Working Environment Act (in Danish: “ Arbejdsmiljøloven ”) also applies to remote work, placing responsibility on the employer to ensure a healthy and safe working environment – even when employees are working from home. This responsibility can be met by ensuring that remote work is planned and organised in a way that allows it to be performed safely and healthily. Employers should provide employees with the necessary equipment to carry out their tasks effectively and safely from home. This may include computers, ergonomic furniture, and other essential tools. In addition, employers must offer adequate training and instruction to ensure that employees are able to perform their remote work in a safe and healthy manner. This involves identifying potential risks and challenges associated with remote work and address - ing them through proper guidance. Employers should maintain open dialogue with employees to discuss the planning and organisation of remote work, ensuring that any concerns are promptly addressed. Employers must also be aware of specific require - ments related to screen work if employees work from home more than two days per week on average. These requirements concern the workspace, moni - tor, and other fixtures, ensuring they meet established safety and ergonomic standards. Although employers do not have direct access to inspect the physical conditions of employees’ homes, they are still required to conduct effective supervi -
5.3 Other New Manifestations This is not relevant for Denmark.
6. Collective Relations 6.1 Unions
The dominant organisations in the Danish labour market are the Danish Trade Union Confederation (in Danish: “ Fagbevægelsens Hovedorganisation ”) and the Confederation of Danish Employers (in Danish: “ Dansk Arbejdsgiverforening ”). 6.2 Employee Representative Bodies The Danish Act on Information and Consultation of Employees (in Danish: “ Lov om information og høring ”) implements EU Directive 2002/14/EC estab -
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