Romanian Workers in Denmark: Legal Requirements, Documentation and Compliance Checklist

1. Legal Status of Romanian Citizens in Denmark

Romania is an EU member state, which means Romanian citizens enjoy freedom of movement within the European Union, including Denmark. In practice, this grants the right to enter Denmark without a visa, to look for work, to take up employment or self-employment, and to reside if certain conditions are met. No classic “work permit” is needed in the way it is for non‑EU nationals, but this does not mean there are no legal requirements. Romanian workers still need to comply with EU residence rules, Danish registration obligations, and tax and social security legislation.

For most employees, the key threshold is three months. Up to three months, a Romanian citizen can stay in Denmark and look for work without any special registration. For stays beyond three months, workers must normally obtain an EU registration certificate and then register their address, tax number and health coverage. Understanding these thresholds is crucial both for workers, who risk problems with authorities if they stay “under the radar” too long, and for employers, who can face fines for non‑compliance.

2. Entry to Denmark and First Steps on Arrival

Romanian citizens can enter Denmark with a valid passport or national ID card. There is no border visa requirement for tourism or short-term job seeking. However, workers who plan to start employment should prepare some documentation before traveling: updated passport or ID, employment contract or job offer, proof of professional qualifications where relevant, and translations into English or Danish for key documents.

A practical step-by-step approach on arrival might look like this:

1. Enter Denmark with your passport/ID and employment contract or job offer.

2. Arrange temporary accommodation (hotel, hostel, rental room, or company-provided housing).

3. Start your job or, if still searching, actively look for work and keep evidence of applications.

If you will stay more than three months, begin the EU registration process as soon as possible.

5. Once you receive the EU registration certificate, register your address and obtain a CPR number.

6. Register with the tax authority (Skattestyrelsen) and obtain a tax card before receiving your first full salary.

Taking these steps in the correct order can save weeks of delays in getting paid correctly and accessing health services.

3. EU Registration Certificate for Romanian Workers

For Romanian citizens planning to live and work in Denmark for longer than three months, the EU registration certificate is central. This is not a work permit, but a formal confirmation that you are exercising EU free movement rights. It is usually issued by SIRI (Danish Agency for International Recruitment and Integration) or the State Administration, depending on administrative changes.

To obtain the certificate as a worker, you generally need:

- Valid passport or national ID

- Signed employment contract or firm job offer

- Passport photo (check current local requirements)

- Completed application form for EU residence (for example, OD1 form or its updated equivalent)

The strengths of this system include relative simplicity for genuine workers and continuity of rights across the EU. A potential weakness is that incomplete or unclear documentation can delay the certificate, creating uncertainty about your formal status. Compared with non‑EU nationals, Romanian citizens face fewer barriers, but more responsibility to document that they genuinely meet EU worker criteria.

4. CPR Number, Address Registration and Health Coverage

After receiving the EU registration certificate, the next essential step is to obtain a CPR number. This personal identification number is required to work, pay tax correctly, open a bank account, access the healthcare system and interact with most Danish public services. To get it, you must register your address with the local municipality (Borgerservice).

The process usually follows this pattern:

1. Book an appointment at your local Borgerservice.

2. Bring your EU registration certificate, passport/ID and housing documentation (rental contract, housing confirmation from employer, or similar).

3. Fill in the registration forms; you will be assigned a CPR number.

Choose a general practitioner (GP) from the list provided; your health card (“yellow card”) will arrive by post.

The main advantage of completing this step quickly is immediate access to the Danish health system and correct tax withholding from your salary. The drawback for some workers, especially in construction or seasonal sectors, is that stable housing can be hard to secure, delaying CPR registration. Nonetheless, registering is strongly recommended; working without a CPR number leads to tax complications and can be a red flag to authorities.

5. Tax Registration and Tax Card for Romanian Workers

Any Romanian worker earning income in Denmark is normally liable for Danish tax on that income. Before receiving your salary, you must obtain a tax card from Skattestyrelsen. If you do not have a tax card, your employer is obliged to deduct tax at a very high rate (often around 55%), which can later be adjusted but causes cash‑flow issues.

To register for tax:

1. Ensure you have a CPR number or, at minimum, sufficient identification and residence documentation.

2. Contact Skattestyrelsen (online, by phone, or in person) to create or activate your tax account.

3. Provide estimated annual income, expected deductions (such as commuting, union dues, or certain allowances), and information on any income from outside Denmark.

Receive your electronic tax card; your employer can then access it digitally and withhold tax at the correct rate.

From a comparative perspective, Denmark's tax level can be higher than in Romania, but it also funds extensive public services and social protection. Romanian workers should be aware of progressive tax brackets, the labour market contribution, and the possibility of double taxation relief under the tax treaty between Denmark and Romania. Failing to register properly can lead to underpayment or overpayment of tax and stressful corrections later.

6. Social Security and A1 Certificates for Posted Romanian Workers

Many Romanian workers come to Denmark as “posted workers” employed by a Romanian company but temporarily working on Danish territory, especially in construction, transport and cleaning. In these cases, an A1 certificate issued by the Romanian social security institution is critical. It proves that the worker remains covered by Romanian social security while working in Denmark for a limited period.

If you are posted:

- Your Romanian employer must apply for the A1 certificate before you travel.

- You should carry a copy of the A1 certificate with you and provide it to Danish authorities upon request.

- The posting must be genuinely temporary and under the direction of the Romanian employer, not a hidden local employment relationship.

The main advantage of an A1 certificate is avoiding double payment of social contributions. However, there are disadvantages: posted workers may find it harder to understand which country's rules apply to sick pay, unemployment and pensions, and authorities in Denmark increasingly scrutinise postings to prevent abuse. Compared with ordinary local employment, postings can offer more flexibility but also more complexity and risk if documentation is weak.

7. Employment Contracts and Danish Labour Law Standards

Regardless of whether workers are directly employed in Denmark or posted, written documentation of working conditions is indispensable. Romanian workers should insist on a written contract even if the employer initially suggests informal arrangements. Under Danish rules, employees generally have a right to receive written information about essential employment terms when working more than a minimal number of hours.

Key points that should appear in the contract or written statement include:

- Job title and description of tasks

- Place of work (or multiple sites)

- Start date and, if applicable, end date for fixed‑term contracts

- Working hours per week and schedule pattern

- Salary, supplements, overtime rules and payment dates

- Holiday entitlement and reference to collective agreements

- Notice periods for termination by employer and employee

A strength of the Danish labour market is the strong role of collective agreements negotiated by trade unions and employer organisations. These often set minimum wage levels, overtime rates and safety standards in sectors such as construction, cleaning, agriculture and industry. The potential disadvantage for Romanian workers is that these agreements can be difficult to understand without guidance, and in non‑organised workplaces, conditions may be lower than sector standards unless the worker negotiates carefully.

8. Working Hours, Holidays and Minimum Conditions

Danish working time rules generally limit weekly hours to 48 on average over a reference period, in line with EU law. Many full-time contracts specify around 37 hours per week. Overtime should be compensated either through additional pay or time off, depending on the contract or collective agreement. Romanian workers accustomed to more informal arrangements at home may underestimate the importance of tracking working hours accurately, but detailed records protect both salary rights and the employer in case of inspections.

Holiday rights are also essential. Under the Danish Holiday Act, employees earn paid holiday from the first day of work, normally 2.08 days per month of employment, which equals about five weeks per year if working continuously. The system has recently been modernised to allow “concurrent” earning and taking of holidays. Workers should check carefully how holiday pay is calculated, where it is held (for example, in a holiday account scheme) and how to access it upon leaving Denmark.

9. Registration Duties for Danish Employers Hiring Romanian Workers

For Danish employers, hiring Romanian citizens brings advantages: access to a motivated workforce, fast onboarding without visa delays, and flexibility in sectors with labour shortages. At the same time, employers must navigate a series of legal obligations.

Core employer duties include:

- Verifying the worker's EU citizenship through passport or ID

- Ensuring the worker has or obtains an EU registration certificate for stays beyond three months

- Reporting the employment to Danish registers where required (for example, eIncome reporting)

- Withholding tax and social contributions correctly based on the employee's tax card

- Complying with any sector-specific registration schemes, such as the RUT register for foreign service providers or building industry reporting

- Ensuring working conditions comply with applicable collective agreements and health and safety rules

Failing to meet these obligations can result in fines, back taxes and reputational damage. Compared with hiring non‑EU nationals, the administrative burden is lower, but authorities expect employers to play an active role in ensuring compliance for EU workers too.

10. Posted Romanian Workers and the RUT Register

When a Romanian company sends its employees to Denmark to provide services, Danish rules on posted workers come into play. One of the most important tools is the RUT register (Register of Foreign Service Providers). The foreign company must register its activities in RUT before starting work in Denmark or, at the latest, on the day work commences.

The registration typically includes:

- Company details and home country

- Type of work and sector

- Location(s) of work in Denmark

- Start and expected end dates of the posting

- Number of workers and their identities

The advantage of RUT is transparency: Danish authorities can monitor foreign service providers, and unions can check whether posted workers receive proper conditions. The downside for companies that ignore RUT is significant penalties and increased chance of inspections. For Romanian workers, checking whether their employer has registered in RUT can be a quick indicator of the employer's seriousness and willingness to follow rules.

11. Compliance Checklist for Romanian Workers in Denmark

To stay on the right side of Danish law and protect your own rights, a structured checklist is helpful. While each situation differs, the following list captures the core actions for a Romanian employee working directly for a Danish employer:

- Before departure: secure a written job offer or contract; collect ID documents and professional certificates; clarify salary, working hours and housing.

- Within the first days: start work only when the terms are clear; keep copies of your contract and payslips from day one.

- Within three months: apply for an EU registration certificate if you will stay longer; avoid delaying this step.

- After receiving the certificate: register your address with the municipality, obtain your CPR number, and choose a doctor.

- Tax matters: contact Skattestyrelsen to obtain a tax card; verify that your employer is withholding tax at the expected rate; store all tax letters and annual statements.

- Ongoing: track your working hours; review payslips each month; keep your contact details updated with authorities; seek advice from unions or advisors if conditions differ from what was promised.

For posted workers, add to this checklist the verification that your employer has an A1 certificate from Romania and has registered the service in RUT where required.

12. Typical Risks and How to Avoid Them

Romanian workers in Denmark can encounter recurring problems when legal requirements are misunderstood or ignored. Working without written contracts, without CPR numbers, or with incorrectly set up tax situations are the most common. Some workers may be attracted by apparently high hourly rates but discover later that unpaid overtime or illegal deductions reduce real income dramatically.

One way to evaluate your situation is to compare it with standard Danish conditions in the same sector. If major differences appear-such as significantly lower hourly pay, no holiday pay, or no overtime compensation-this is a warning sign. Another indicator is the employer's attitude to registration: if your employer tells you that no registration, no CPR, or no tax card is needed, your legal position is likely weak, and you may be carrying all the risk.

Weighing the pros and cons of continuing in such a workplace is important. On the one hand, immediate income can be essential; on the other, persistent non‑compliance may lead to unpaid wages, tax debts, or difficulties proving your legal stay. Often, seeking assistance from a union, legal advisor, or information centre for international workers can clarify options without directly escalating conflict.

13. Strategic Overview for Workers and Employers

For Romanian workers, Denmark offers strong labour standards, relatively high wages and an organised system of residence, taxation and social security. The main strategic choice is whether to come as a locally employed worker or as a posted worker through a Romanian company. Local employment tends to be simpler regarding rights and integration into the Danish system, while postings can sometimes offer familiarity with a Romanian employer and Romanian social security rules, at the cost of more complex documentation and scrutiny.

For Danish employers, hiring Romanians can alleviate skill shortages and diversify the workforce. The strategic issue is designing internal procedures that ensure compliance: standard checklists for new EU employees, close cooperation with payroll and HR, and routine checks of RUT and A1 documentation where foreign service providers are involved. Comparing the compliance efforts needed for EU workers with those for non‑EU staff shows that investing in clear procedures at the EU level can free resources to handle more complex migration cases.

When both sides understand the rules and maintain proper documentation, cooperation between Romanian workers and Danish employers is straightforward, efficient and legally secure.

Frequently Asked Questions

1. Do Romanian citizens need a work permit to work in Denmark?

No. Romanian citizens do not need a classic work permit because they are EU citizens. However, for stays longer than three months, they usually need an EU registration certificate and must complete CPR and tax registration.

2. Can I work in Denmark without a CPR number?

It is technically possible to start work before obtaining a CPR number, but it quickly creates problems: incorrect tax withholding, difficulties opening a bank account and limited access to services. Applying for CPR as soon as you have an EU registration certificate and a stable address is strongly recommended.

3. I am posted from a Romanian company. Do I still need to register in Denmark?

As a posted worker, your employer must normally register the service in the Danish RUT register, and you should carry an A1 certificate from Romania. You personally may not need a separate EU registration as a resident if the posting is short, but requirements can vary with duration and situation, so checking current rules is important.

4. What happens if my Danish employer does not withhold tax correctly?

If too little tax is withheld, you will usually have to pay the difference when the tax assessment is made. If too much is withheld, you can get a refund. Keeping Skattestyrelsen informed and checking your preliminary and final tax statements helps avoid unpleasant surprises.