PEO na Dinamarca

Em geral, é necessário um mês para ter um funcionário trabalhando no exterior usando uma PEO existente como empregador registrado. Ao criar uma nova subsidiária para ser o empregador registrado, o atraso varia de 4 a 12 meses.

Working with a Denmark EOR will allow you to transfer personnel legally, safely, and effectively, as well as hire new staff where you need them. Outsourcing is now acceptable for both short-term and long-term projects thanks to this strategy. 

A worker who is co-employed by an EOR could have access to a range of services, such as enhanced employee benefits, all-encompassing legal protection, local knowledge of all employer needs, prompt and correct payment, and more. 

Contractors that communicate with customers through an EOR or Danish PEO have access to many of the same benefits and protections as normal employees while having total control over their work process. 

Yes, an EOR protects you wherever you go while accounting for any changes to local or regional labor laws. 

There may be a minimum or maximum number of employees you may recruit with some PEO companies. However, you can use INS Global’s expansion services to hire and outsource the HR of however many people your expansion plans call for. 

Payroll expenses must also include any additional or indirect costs like social insurance contributions, bonuses, or incentives, in addition to wages and any payments made to recruiting firms or specialists. 

Even though signing bonuses are optional, they must be taken into account when estimating the price of conducting a global hiring operation. 

To provide the most competitive package to possible candidates, employees of a firm with a presence in Denmark should have the choice of selecting between a physical workplace and a home office. 

With access to professional networks, in-depth knowledge of both offline and online business resources, proficiency in adhering to regional best practices, and more, our recruiting professionals can help you locate the best new team members in Denmark. 

In order to assist you in finding the finest applicants among Danish citizens and international residents, INS Global employs the most recent hiring technologies and sector-specific information. To avoid any problems, we take into account any changes in local customs and laws pertaining to nationality when we employ on your behalf. 

For companies of all sizes, from SMEs to global corporations, using an EOR is a quick, simple, and safe alternative to in-house HR and recruitment. 

INS Global provides crucial PEO or global Employer of Record services to businesses in a range of sectors, with our legal knowledge being suitable for anybody who either lacks their own internal structures in-country or wishes to avoid scaling issues when expanding.  

A staffing agency or an umbrella company are examples of third parties that may be used to engage independent contractors either directly or indirectly. You might be able to identify the best contractors to fit your needs through networking, job boards, social media, trade organizations, and other channels. 

The majority of independent contractors operate their own companies or are small business owners through which they accept payments from customers. As a result, they must be hired via a work agreement rather than an employment contract for some duties. 

Before starting, an independent contractor can be required to provide a CV, portfolio, verified references, and possibly a signed NDA.  

Payroll in Denmark is done each month, with employers being responsible for making deductions for tax and social security contributions at source. Employers use an employee’s digital tax card and provide each month’s payroll information to the Danish Tax Bureau on the employee’s behalf. Employers are then required to provide a detailed payslip each month. 

Denmark has no nationally mandated minimum wage. Instead, the minimum salary in Denmark is guaranteed by CBA agreements in specific industries.  

Workers from the Nordic region (Sweden, Sweden, Finland, Norway, Greenland, Iceland, Faroe Islands, and the Aland Islands) can live and work in Denmark without requiring a visa or residence permit.  

For EU/EEA citizens intending to stay in Denmark for more than 3 months must register with Agency for International Recruitment and Integration (SIRI) in place of a work permit.  

For workers from outside the EU/EEA, work permits are required which can last up to 4 years at a time.  

Employers in Denmark are responsible for managing taxes and social security contributions for all employees, as well as making employer contributions to their employees’ social security funds.  

Employer contributions are equivalent to DKK 8,000 – 10,000 per year.  

Employees in Denmark, through their social security fund, gain access to a pension, training funds, workplace injury, and sickness insurance, parental leave, and annual leave (regardless of work status).  

Employers in Denmark must give employees adequate notice of any changes to the conditions of a work agreement but they do not require an employee’s permission. If an employee disagrees with the change their contract is automatically considered to be terminated and termination procedures will begin (with the employee able to dispute the dismissal).  

Healthcare in Denmark is typically provided free of charge, with the system being funded by social security. Some items such as medication or specialist services may not be entirely free but instead provided at a reduced cost.  

Notice periods in Denmark begin at a minimum of 1 month and may extend as long as 6 months depending on seniority. Employers may choose to provide payment in lieu.  

Nationally, 1 month of severance pay is mandatory for employees who have worked for the same company for 12-17 years, with employees who worked beyond 17 years being entitled to 3 months’ pay.  

Some CBAs may include additional severance pay clauses.  

Most labor regulations are overseen by the Danish Working Environment Authority (WEA).  

Denmark has 10 paid public holidays per year in addition to 5 weeks of paid annual leave.