Denmark is recruiting internationally across skilled trades, technology, healthcare, engineering and other hard-to-fill fields. For non-EU candidates, the country’s Positive Lists can provide a work-permit route when the occupation, qualifications, employment terms and employer all meet the applicable conditions.
The lists are not a general invitation to move first and look for work later. Candidates normally need a qualifying offer, while employers must match the job accurately to Denmark’s occupational classification and offer Danish-standard conditions. This guide explains what to check as of 27 October 2026. Individual cases should always be verified with the linked Danish authority; this article is practical information, not legal advice.
What changed in Denmark’s Positive Lists in 2026?
On 1 July 2026, the Danish Agency for International Recruitment and Integration, known as SIRI, published lists containing 164 job titles for people with higher education and 63 for skilled workers. Compared with the previous update, the higher-education list became slightly shorter and the skilled list grew.[2]
A further update took effect on 1 October 2026. It added a regional midwife entry to the higher-education list for the geographical area covered by the Regional Labour Market Councils of Eastern Denmark.[1] This illustrates an important point: some entries apply nationally, but others are restricted to a particular region and may have their own end date.
Denmark’s public employment service currently identifies strong demand across engineering, ICT and robotics, life science, healthcare, industrial manufacturing, transport and logistics, construction, green energy, business and finance, and service and hospitality.[5] However, a sector described as high demand is not automatically covered by a Positive List permit. The exact job title, DISCO-08 occupation code, education requirement and geographical limitation must be checked on SIRI’s current list.
Who needs the Positive List route?
| Candidate | Main immigration position | Key check before accepting |
|---|---|---|
| EU, EEA or Swiss citizen | No Danish work permit is normally required. An EU residence document is important for longer-term registration and obtaining a CPR number. | Confirm that the work is genuine employment and prepare the contract or employer declaration needed for residence registration.[11] |
| Nordic citizen | Citizens of Finland, Iceland, Norway and Sweden can live and work in Denmark without an EU residence document. | Arrange address, civil registration, tax and other arrival formalities.[12] |
| Non-EU skilled worker | A permit may be available if the offered occupation appears on the current Positive List for Skilled Work. | Check the precise occupation code, required vocational background, salary, employer eligibility and any authorisation requirement.[3] |
| Non-EU higher-education professional | A permit may be available for an eligible job requiring relevant higher education. | Match the degree level and subject to the listed requirement and check whether the entry is regional or time-limited.[4] |
The Positive List for Skilled Work currently includes occupations such as chefs, electricians, bricklayers, heat and ventilation technicians, house painters, mechanics, industrial technicians, CNC operators, automation technicians, bakers and cabinet makers. Some care occupations are also included but require Danish authorisation.[3]
The higher-education list is broader and includes selected managers, engineers, IT professionals, researchers, teachers, healthcare professionals, construction specialists, finance professionals and social-sector roles. Educational requirements vary: one entry may require a three-year bachelor-level programme, another a master’s degree, and a regulated profession may additionally require Danish authorisation or official recognition.[4]
Pay: there is no single Danish minimum wage
Denmark does not have a statutory national minimum wage. Pay and employment conditions are generally set through collective agreements or individual negotiation. Relevant collective agreements can also regulate overtime, pensions and supplements for evening, night or Sunday work.[6]
A candidate should therefore be cautious when a recruiter claims that an offer is acceptable simply because it is “above the Danish minimum wage”. No universal statutory figure exists. Before comparing offers, ask for:
- gross basic salary in Danish kroner and whether it is hourly or monthly;
- guaranteed weekly or monthly hours;
- the name of any applicable collective agreement;
- employee and employer pension contributions;
- overtime rates and evening, night, weekend or travel supplements;
- holiday pay or paid-holiday arrangements;
- pay frequency and the first expected payday;
- every deduction for accommodation, meals, transport, tools or work clothing.
For a Positive List application, SIRI assesses whether salary and employment terms correspond to Danish standards. Under the skilled-work scheme, eligible salary components are limited principally to cash salary, labour-market pension payments and qualifying paid holiday allowance. Employer-paid housing, living expenses, per diems, a car, telephone, internet and other benefits in kind cannot be used to raise the salary figure for this assessment.[3]
This distinction matters when accommodation is included. A package with a modest cash wage and an expensive room described as a benefit may be less attractive than its headline value suggests. Candidates should compare expected take-home pay after tax, rent, utilities and transport rather than focusing only on the stated package.
Qualifications: being on the list is not enough
The offered position and the candidate’s education must match the requirement shown beside the occupation. A job title chosen only because it appears similar to the candidate’s experience may lead to problems if the duties, occupation code or education level do not align.
Denmark’s Agency for Higher Education and Science can assess publicly recognised foreign qualifications for employment or further study.[7] Such an assessment may help an employer understand a foreign diploma, but it is different from professional authorisation.
In regulated occupations, the relevant Danish authority decides whether the person may practise or use a protected professional title. Healthcare roles provide a clear example: foreign-trained doctors and several other health professionals require authorisation from the Danish Patient Safety Authority, with procedures depending on where the person qualified and other individual circumstances.[8]
Candidates should establish early whether they need:
- a general comparison of their foreign education;
- formal recognition by a competent professional authority;
- Danish authorisation or permission to use a protected title;
- certified translations, course transcripts or evidence of practical training;
- language evidence, adaptation employment, examinations or additional training.
Do not resign from an existing job or pay relocation costs on the assumption that recognition will be automatic. Employers should also avoid setting a start date that leaves no time for authorisation or document verification. For broader preparation advice, see the earlier guide to skills-first cross-border hiring in Europe.
Permit timing and job mobility
SIRI currently publishes a normal processing time of three months for the skilled-work Positive List, potentially extending to four months when more information is required. The listed processing fee is DKK 6,810.[3] For the higher-education route, the published normal time is one month, potentially extending to three months, with the same listed fee.[4] Fees and processing times can change, so applicants should verify them immediately before applying.
A Positive List permit is connected to the approved employment. A worker who changes employer or moves into a materially different role may need to submit a new application rather than relying on the existing permit.[4] The safest sequence is to identify the correct immigration action before starting the new position.
EU, EEA and Swiss citizens follow free-movement rules instead. They may begin qualifying work without a Danish work permit, but an EU residence document is normally needed to obtain the CPR registration used for healthcare, tax and many public services.[11] Candidates comparing opportunities across the continent can browse current jobs in Europe and read about possible EURES support for interviews, relocation and qualifications.
Tax and take-home pay
Foreign employees need a Danish tax card and a personal tax or CPR number. Without a tax card, the employer may have to withhold 55% of salary. The Danish Tax Agency advises foreign employees not to apply earlier than one month before the job starts.[9]
Take-home pay cannot be estimated reliably from gross salary alone. It depends on personal deductions, municipality, pension arrangements and other circumstances. Candidates should use official Danish tax information and avoid recruiters who promise an exact net wage without reviewing the individual situation.
Accommodation: budget for more than the first rent
Housing can determine whether a Danish offer is financially workable. Official guidance notes that affordable rental accommodation is generally harder to find in Copenhagen and Aarhus than in smaller towns. A deposit is commonly about one month’s rent for a room and three months for a flat. Utilities are often separate, and candidates are advised not to transfer a deposit before receiving a lease.[10]
National rent levels continued to move upward in 2026: Statistics Denmark reported a 2.5% annual increase in its housing rent index in the third quarter of 2026.[13] This national indicator does not show the actual rent for a particular address, but it reinforces the need for a current, property-specific budget.
Before travelling, obtain written answers to these questions:
- Is the housing optional, or is it tied to the job?
- What are the deposit, advance rent and total monthly deductions?
- Are electricity, heating, water, internet and furniture included?
- Will the worker have a private room, and how many people share the kitchen and bathroom?
- Can the address be used for CPR registration?
- What happens to the tenancy if the employment ends?
- Who owns or manages the property, and will a written rental agreement be provided?
Photograph the accommodation and record existing defects on arrival. Danish guidance says defects should be reported within 14 days after taking over the property.[10] Candidates specifically interested in the country can also review current jobs in Denmark.
Practical checklist for candidates
- Find the exact entry. Match the job title, DISCO-08 code, education level, region and list expiry information.
- Verify the employer. Confirm the Danish company’s identity and communicate through independently checked contact details.
- Read the complete contract. Check hours, gross pay, pension, supplements, probation, notice, workplace, collective agreement and deductions.
- Separate salary from benefits. Do not assume free housing or allowances count as salary for a permit assessment.
- Start recognition early. Establish whether the role is regulated and which authority controls access.
- Budget for arrival. Include permit fees where applicable, travel, temporary lodging, deposit, advance rent, food and local transport before the first payday.
- Arrange registration. Prepare for residence documentation, CPR or tax-number procedures and a Danish tax card.
What employers should do
International hiring succeeds when the immigration case, employment offer and relocation package tell the same story. Employers recruiting against a shortage occupation should:
- confirm the current list entry rather than relying on an old advertisement or downloaded copy;
- use a job title and occupation code supported by the actual duties;
- check that the candidate’s education meets the listed level and is relevant to the role;
- identify professional authorisation requirements before confirming a start date;
- benchmark salary against Danish standards and explain every pension, holiday and overtime component;
- state housing charges and conditions separately from cash salary;
- provide realistic permit, registration and onboarding timelines;
- offer contracts and practical explanations in language the candidate can understand, even where translation is not legally mandatory.
Employers should also remember that shortage status is not a substitute for retention. Transparent pay, predictable hours, suitable accommodation, language support and a named onboarding contact can reduce early departures and misunderstandings.
Conclusion: treat shortage status as the beginning of due diligence
Denmark’s Positive Lists create valuable opportunities, particularly for non-EU professionals and tradespeople who already have the required education and a genuine Danish job offer. Yet the presence of an occupation on a list does not settle pay, recognition, housing or long-term affordability.
The strongest offer is one in which the occupation code matches the work, the qualification route is clear, the salary stands on its own without inflated benefit values, and accommodation costs are documented before travel. Candidates and employers should check the live SIRI entry and the relevant Danish authority immediately before making commitments, because list entries, fees, regional coverage and administrative requirements can change.
Sources and official references13 verified references
- The Positive List for People with a Higher Education has been updated as of 1 October 2026
- The Positive Lists are updated as of 1 July 2026
- The Positive List for Skilled Work
- The Positive List for People with a Higher Education
- Sectors with High Demand
- Pay
- Recognition and Transparency of Qualifications
- Application and Assessment of Qualifications
- Get a Tax Card as a Non-Danish Employee
- Renting a Home
- EU Residence as a Worker
- When You Arrive
- Rent Indices
Information reviewed 27 October 2026. Rules, statistics and labour-market conditions can change. Always confirm the latest requirements on the linked official websites. This article is general information, not legal advice.