Hire into Denmark with confidence:one portal, two dashboards.
We find solutions, not just fill forms. From corporate sign-up to your employee's settled new home in Denmark, managed in one workspace, with separate logins for your HR team and each relocating employee. Privacy-respecting, pay-per-service, and continuously updated as Danish immigration law and SIRI thresholds change.
Built for HR teams, mobility teams and employers
Four pillars every corporate case rests on, from dual dashboards to continuous law-change tracking.
Dual Dashboards
Employer and employee log in to separate workspaces. Everyone stays on the same page without sharing the same login.
Privacy by Design
Employees control what personal and family data is visible to the employer. They can disconnect that visibility at any time.
Pay-Per-Service
Employers select and pay only for the services they need: immigration, housing, payroll, accounting, EOR, or full-stack relocation.
Law-Change Alerts
Both employer and employee receive structured updates on Danish immigration and employment law changes affecting open cases.
From corporate sign-up to a settled employee in Denmark
One workspace. Two dashboards. Zero hand-offs to email or paper. Every step is structured, time-stamped, and visible to both sides, within their permitted scope.
Company Sign-Up
Your HR or mobility lead creates a corporate account on the Nordic Relocators employer portal. The company profile becomes the parent workspace under which all current and future employee relocations to Denmark are managed.
- Company name, CVR number, billing entity
- HR team members invited with role-based access
- Dedicated employer dashboard provisioned
- GDPR-compliant data scoping from day one
Book a Consultation
Schedule a paid discovery call so we understand your relocation volumes, target hires, source countries, urgency, and which Danish work-permit track fits: Pay Limit, Supplementary Pay Limit, Fast Track, Positive List or Researcher (Start-up Denmark is a separate route for founders). We align scope before any contracts are drafted.
- Hiring goals, headcount and target timelines
- Source countries (EU/EEA/Nordic vs third-country) and visa categories
- Service scope (immigration only, full relocation, EOR)
- Risk review and Danish labour-law touchpoints (Funktionærloven, Ferieloven)
Upload Company Documents
Upload registration certificates, tax records, organisational details, authorised signatories, Fast Track certification (where held), and any sector-specific licences. These are stored once at company level and reused across every employee case automatically.
- CVR registration certificate (Erhvervsstyrelsen)
- SE-nummer (Skattestyrelsen) and VAT registration
- Authorised signatory list and Power of Attorney holders
- Fast Track certification status (where applicable)
- Documents reusable across all employee applications
Service Agreements & Future-Relocation Framework
Sign a master service agreement covering all current and future employee relocations to Denmark. We define scope, SLAs, fees per service tier, data handling, and renewal terms so adding the next employee is a click, not a procurement process.
- Master Service Agreement with modular service catalogue
- Pricing tiers selectable per employee or company-wide
- Data Processing Agreement (DPA) per Article 28 GDPR
- Aligned with the Danish Databeskyttelsesloven (LBK nr 289 af 08/03/2024)
- Auto-renewable for ongoing relocation programmes
Add an Employee to the Portal
From the employer dashboard, add the employee you intend to relocate to Denmark. The system automatically sends them a branded invitation email letting them know your company has added them as a relocating employee.
- Add 1 or many employees from a single screen
- Auto-generated invitation email with branded copy
- Employee profile linked to your company account
- Employer sees case-level status, not personal data
Dual Dashboards. Everyone on the Same Page
Once invited, the employee sets up their own login and gets their own dashboard. Both employer and employee see the same case timeline, milestones, and required actions, but each side acts on their own tasks. We collect what we need from both sides and move the case forward, step by step.
- Separate logins for employer HR and each employee
- Shared real-time case timeline visible to both sides
- Per-side task lists, no duplicated work
- Threaded messaging with the case manager
Employee Privacy Controls
The employee has the right to keep personal and family information private from the employer. With one toggle they disconnect that visibility, leaving only employment-relevant information and case-status messages visible to the employer until the process completes.
- One-click hide of personal and family details
- Employment-only information remains visible to employer
- Case-status messages stay open both sides
- Aligned with GDPR data-minimisation principle (Art. 5(1)(c))
Connect, Disconnect, Re-Connect
The employee can disconnect their profile from the current employer and connect it to a new employer if they change jobs. The relocation history, document vault, and case learnings move with the employee, no starting over. Particularly important under the Pay Limit Scheme where permits are tied to a specific job and a new application is required when changing employer.
- Connect profile to a new employer in seconds
- Disconnect cleanly when employment ends
- Document vault and case history stay with the employee
- Renewals and follow-ups continue uninterrupted
- Auto-reminders for SIRI notifications on job/employer change
Documents. Employer and Employee Both Upload
Employer uploads HR-side documents (employment contract, salary specification matching the relevant Pay Limit threshold, role description, posting letter, Jobnet/EURES advert proof for Supplementary Pay Limit cases). Employee uploads personal-side documents (passport, qualifications, family papers). Each side sees only what scope permits.
- Employer uploads contracts, salary specs, role descriptions
- Employee uploads passport, education, family documents
- Visibility scoped per document type and per side
- Certified translations arranged where required
- Files filed directly with SIRI under Power of Attorney
From Day One to Settlement
Once approved we run the full settlement: travel, housing, CPR registration, MitID, Yellow Card health insurance, schools, plus accounting and payroll through our partner network. Both employer and employee receive structured updates on Danish law changes affecting the case (annual SIRI threshold adjustments, Positive List revisions, fee changes).
- Travel and arrival coordination
- Housing search and rental contracts
- CPR registration via Borgerservice / International Citizen Service
- MitID setup and NemKonto opening
- Sundhedskort (Yellow Card) and private cover where needed
- Accounting and payroll via vetted partners (ATP, A-skat, Ferieloven)
- Continuous law-change alerts to employer and employee
What the employer sees, what the employee sees
Each side has its own login. Each side acts on its own tasks. Both stay aligned on the same case timeline, without sharing personal data or duplicating work.
Employer Dashboard
HR · Mobility · Finance- All current and past relocating employees
- Case-level status across the entire roster
- Upload contracts, salary specs, role descriptions
- Choose and pay for services per employee
- Consolidated invoicing and audit trail
- SIRI threshold + Positive List change alerts
- Personal & family details, only when employee permits
Employee Dashboard
The relocating employee- Personal action list and timelines
- Upload passport, education, family documents
- Privacy toggle, hide personal data from employer
- Connect or disconnect from current employer
- Personal vault travels with you between employers
- Direct line to case manager
- Settlement bookings (housing, CPR, MitID, healthcare)
The corporate journey, at a glance
Ten phases from company sign-up to your employee's settled new home in Denmark.
From their old home to a new home, pick exactly what you need
Employers select and pay only for the services they want, per employee or company-wide. From immigration alone to fully managed relocation including accounting and payroll.
What we run directly, and what runs via partners
Clear scope, clear accountability, clear data-processing role, defined in writing before the first employee is added.
GDPR-compliant by design
We act as data processor under Article 28 GDPR via a Data Processing Agreement signed with the employer, supplemented by the Danish Databeskyttelsesloven (LBK nr 289 af 08/03/2024). Employee personal data is segregated by visibility scope, with employee consent governing what the employer can see.
Accounting, payroll, logistics
Accounting, payroll (A-skat, AM-bidrag, ATP, Ferieloven), household-goods logistics and currency transfers are delivered through vetted Danish and EU partners. Nordic Relocators coordinates and stays accountable as the single point of contact.
Udlændingenævnet and reconsideration
Where SIRI or Udlændingestyrelsen issues a refusal on a sponsored employee case, we assess proportionality, individual assessment under Forvaltningsloven, and lodge appeals to Udlændingenævnet or reconsideration requests on the employee's behalf under power of attorney.
Hire one employee into Denmark, or a hundred, from the same secure portal
From sign-up to settled new home. Dual dashboards, employee privacy controls, modular pricing, and continuous law-change updates, built for HR and mobility teams hiring into Denmark via SIRI Pay Limit, Fast Track, Positive List and Researcher routes.
- GDPR & DPA
- Dual dashboards
- Pay-per-service
- EOR · Payroll · Accounting