Living and working conditions: Denmark

The Danish employment service (Jobcenters)

If you are in Denmark and looking for work, you can, without registering and free of charge, receive assistance and an overview of local job opportunities at the local Jobcenter.

There are 94 of these centres nationwide. They are therefore represented in nearly all of the country's 98 municipalities. However, certain municipalities cooperate with other municipalities and therefore do not have their own Jobcenter.

Jobcentres provide assistance that facilitates your personal job search, which means that they can give you advice and guidance, as well as help you use the facilities they provide for your job search.

The website jobnet.dk is the online service run by Danish Jobcentres for jobseekers and employers throughout the country. Here you can register your CV, assign a job agent and look for open positions in the extensive job database.

Find your local Jobcenter at jobnet.dk or find more information on seeking work in Denmark at workindenmark.dk

Workindenmark

Workindenmark is a public employment service for Danish companies and international employees, consisting of a centre in Odense and the portal www.workindenmark.dk. Workindenmark is a supplement to the national recruitment service already provided by the country's Jobcentres.

Workindenmark provides a targeted recruitment service for industries and companies that need highly qualified candidates.

Workindenmark offers recruitment services to jobseekers and all types of companies applying for work in Denmark or recruiting interrnational labour.

The portal www.workindenmark.dk offers the following services:

1. A job bank, which lets you search through a large number of English-language job vacancies in Denmark, as well as establish a job agent that will notify you in case of relevant job opportunities.
2. Information in English regarding working conditions, taxes, salary, medical coverage, registration documents, residence and work permits, life in Denmark, etc.

Links:

Applying for a job in Denmark is not significantly different from applying for a job in other countries. Essentially, there are four ways of applying for a job in Denmark:

1. Applying for a job listed in an actual job advertisement
2. Unsolicited application to a company that you are interested in working for
3. Loading your CV into a database
4. Applying for a job within your network

About applying for jobs and interviews:

A job application should not take up more than one, clearly legible A4-sized page.
You should always include a CV, describing your previous work experience, educational background, courses, expertise and hobbies.

It is also recommended that you include any relevant educational or training certificates and recommendations from previous employers.

The job application serves as something of an appetiser. It should describe what your motivation is for applying for the job, and give an impression of why your previous experience, professional qualifications and social skills make you the best candidate for the job.

Normally, you will receive a confirmation from the company, stating that they have received your application. However, it is only after the application period that you can expect a definitive response, after which you may be called in for an interview.

In many professional fields, they use different types of tests in the recruiting process, e.g. personality tests. Often there will be more than one interview.

At workindenmark.dk you can find an e-learning course on applying for jobs in Denmark: Make it Work in Denmark. The course consists of four modules:

• ‘Job seach in Denmark': About locating vacancies and compiling CVs and applications that will meet the needs of Danish companies.
• ‘Using LinkedIn in your job search and professional network’: About profile optimisation, companies' use of LinkedIn for recruitment and use of networks and LinkedIn in applying for jobs in Denmark.
• ‘Contact companies and succeed in your job interviews': About training in contacting companies and going to job interviews.
• ‘An introduction to Danish workplace culture’: About unwritten rules, for example, hierarchies and equality, meeting culture, the value of punctuality, Danish irony and humour, social conventions and tone.

Furthermore, you are always welcome to contact Workindenmark for advice and guidance.

Links:

Definition

There are two types of time-limited traineeships, both of which are to help unemployed people gain practical experience so that they improve their possibilities of finding an ordinary job:

1. Trainee placement at a company
2. Employment with a wage subsidy

Overview

A trainee placement at a company is intended to clarify the unemployed person’s employment goals, but is also used for people who have difficulty obtaining employment under normal pay and working conditions (or employment with a wage subsidy, see below). A trainee placement at a company can last 4-13 weeks, depending on previous work experience. Certain groups may be offered a longer trainee placement.

The overall objective of employment with a wage subsidy is the training and re-training of the unemployed person’s professional, social or linguistic competences. For certain groups, the objective may also be to keep them in the labour market or help them get back onto the labour market. Employment with a wage subsidy typically lasts for up to three months; however, this can be extended to a maximum of six months.

Eligibility

Danish citizens are eligible for trainee placements at a company or employment with a wage subsidy if they belong to the target group mentioned in the Law on Active Employment Efforts (e.g., recipients of unemployment benefit or cash benefit), provided that they meet the conditions of this Law. This also applies to citizens of other EEA countries.

Foreign citizens, including citizens from other EEA countries who participate in integration programmes, may also be offered a trainee placement with a company or employment with a wage subsidy in accordance with the Integration Law.

And finally, unemployed self-supporting people, including citizens from other EEA countries and holders of a green card who are not eligible for offers under the Integration Law, may be offered a traineeship with a company or employment with a wage subsidy if they match the legislative definition of ‘self-supporting’, and if it can be assumed that such an offer will strengthen their employment opportunities.

Implementation

The traineeship schemes are managed by the local Jobcentres that ensure that the qualitative content of the placements is adapted to the individual’s needs.

Employment with a wage subsidy must create additional employment in the relevant company.

For both types of traineeship, it must be documented that there is a reasonable ratio between the number of employees on ordinary terms and the number of people in trainee placements or employed with a wage subsidy.

The fulfilment of these requirements must be documented by the signature of both the employer and a representative of the employee. It is also a requirement that the representative of the employee declares that he or she has been involved in the establishment of the employment relationship and states whether he or she believes that the objectives of the employment relationship can be met.

The rules vary slightly depending on whether the employment is in a public or a private company.

Living and working conditions

See above

Where to find opportunities

The local Jobcentres (local public employment service)

Funding and support

At the local job centre

Where to advertise opportunities

By contacting the local Jobcentre

Link to list of Jobcentres in Denmark: info.jobnet.dk/mit-jobcenter/alfabetisk-oversigt

Funding and support

By contacting the local Jobcentre

Link to list of Jobcentres in Denmark: info.jobnet.dk/mit-jobcenter/alfabetisk-oversigt

Legal framework

Apprenticeship schemes are included in all VET programmes that are based on the Law on Vocational Education and Training.

Description of schemes

VET is a two-track programme with 106 different specialisations that alternate between school-based theory and practical training in the form of either apprenticeships or traineeships. Students are funded by the state or a salary paid by their employer.

Further information:

• https://eng.uvm.dk/upper-secondary-education/vocational-education-and-training-in-denmark
• www.ug.dk/uddannelser/erhvervsuddannelser

Eligibility

Apprenticeship is primarily an integrated part of the two-track VET programme. Applicants from other EEA countries only have access to this kind of education if they participate in the two-track programme.

The scheme is, however, also based on an agreement for the entire education period between a student and an employer, on which basis the student follows the VET programme.

Further information:

• The apprenticeship (laerepladsen.dk) (only in Danish)
• www.ug.dk/uddannelser/artikleromuddannelser/omerhvervsuddannelser/ny-mesterlaere (kun på dansk)
• https://eng.uvm.dk/upper-secondary-education/vocational-education-and-training-in-denmark
• https://ufm.dk/en/education/recognition-and-transparency/recognition-guide/admission-vet

Living and working conditions

Students receive a salary during their education, adjusted to the student’s age and the part of the VET programme that they are following.

Further information:

• https://eng.uvm.dk/upper-secondary-education/vocational-education-and-training-in-denmark

Where to find opportunities / job vacancies

Applicants can search for apprenticeships at www.laerepladsen.dk

In addition, VET institutions have an obligation to assist students in finding traineeship placements.

Funding and support

Applicants can contact the local VET colleges for guidance and support.

Further information:

• http://www.laerepladsen.dk,
• Vocational training (ug.dk)

Where to advertise opportunities

www.laerepladsen.dk

Funding and support

Employers can contact local VET colleges for information on funding and support.

Further information:

• https://eng.uvm.dk/upper-secondary-education/vocational-education-and-training-in-denmark

The free movement of goods is one of the cornerstones of the European Single Market.

The removal of national barriers to the free movement of goods within the EU is one of the principles enshrined in the EU Treaties. From a traditionally protectionist starting point, the countries of the EU have continuously been lifting restrictions to form a ‘common’ or single market. This commitment to create a European trading area without frontiers has led to the creation of more wealth and new jobs, and has globally established the EU as a world trading player alongside the United States and Japan.

Despite Europe’s commitment to breaking down all internal trade barriers, not all sectors of the economy have been harmonised. The European Union decided to regulate at a European level sectors which might impose a higher risk for Europe’s citizens – such as pharmaceuticals or construction products. The majority of products (considered a ‘lower risk’) are subject to the application of the so-called principle of mutual recognition, which means that essentially every product legally manufactured or marketed in one of the Member States can be freely moved and traded within the EU internal market.

Limits to the free movement of goods

The EU Treaty gives Member States the right to set limits to the free movement of goods when there is a specific common interest such as protection of the environment, citizens’ health, or public policy, to name a few. This means for example that if the import of a product is seen by a Member State’s national authorities as a potential threat to public health, public morality or public policy, it can deny or restrict access to its market. Examples of such products are genetically modified food or certain energy drinks.

Even though there are generally no limitations for the purchase of goods in another Member State, as long as they are for personal use, there is a series of European restrictions for specific categories of products, such as alcohol and tobacco.

Free movement of capital

Another essential condition for the functioning of the internal market is the free movement of capital. It is one of the four basic freedoms guaranteed by EU legislation and represents the basis of the integration of European financial markets. Europeans can now manage and invest their money in any EU Member State.

The liberalisation of capital markets has marked a crucial point in the process of economic and monetary integration in the EU. It was the first step towards the establishment of our European Economic and Monetary Union (EMU) and the common currency, the Euro.

Advantage

The principle of the free movement of capital not only increases the efficiency of financial markets within the Union, it also brings a series of advantages to EU citizens. Individuals can carry out a broad number of financial operations within the EU without major restrictions. For instance, individuals with few restrictions can

1. easily open a bank account,
2. buy shares
3. invest, or
4. purchase real estate

in another Member State. EU Companies can invest in, own and manage other European enterprises.

Exceptions

Certain exceptions to this principle apply both within the Member States and with third countries. They are mainly related to taxation, prudential supervision, public policy considerations, money laundering and financial sanctions agreed under the EU Common Foreign and Security Policy.

The European Commission is continuing to work on the completion of the free market for financial services, by implementing new strategies for financial integration in order to make it even easier for citizens and companies to manage their money within the EU.

The vast majority of employees choose to rent housing, in particular when staying in Denmark for a shorter period of time. Depending on your finances and the length of your stay, you can also choose to own your housing, or a share of it. You can read more information on moving at lifeindenmark.borger.dk.

In major cities in particular it can be time-consuming to find suitable housing, and it is therefore recommended that you start in good time before you expect to need the accommodation. You should also be aware that the prices in and around the major cities (Copenhagen, Odense, Aarhus and Aalborg) can be considerably higher than in the rest of the country.

Searching for housing:

The internet is by far the most useful method for searching for housing in Denmark. It also provides the advantage of allowing you to begin your search for housing before you arrive in Denmark.

There are numerous free as well as fee-based websites and portals that mediate housing. Often the websites are structured so that you can search for housing based on various criteria, for example rental period, location, price and size. At certain websites it is also possible to create a search profile, so that you can receive automatic updates by email when a new housing fulfilling your criteria is found.

At the free websites in particular, there is often fierce competition for the housing offered, and it is worthwhile to contact the housing provider at once if you find an interesting offer.

Private rental associations often provide rental housing to international workers for shorter or longer periods. The housing that the rental associations can offer is owned by Danes who do not have a need for their housing for a period of time, for example when being posted abroad. 

If you wish to buy housing, you can turn to a real estate agent. Real estate agents are responsible for selling housing and can provide you with information as well as show you housing.

In many cases, your employer may also be of help. Many larger workplaces also have agreements with relocation companies, which help international workers find both medium-term and permanent housing.

Links:

Children residing in Denmark receive a 10-year compulsory education (folkeskole). It is free to attend compulsory education (folkeskole) and there are no requirements for admission. Denmark's public schooling and educational system is financed through taxes and is thus free for the individual student.

Families with children between 6 and 16 will automatically be sent information about schools and education once they have registered with the resident register (folkeregistret). You may also at any time contact the school management in the municipality you wish to move to and ask for advice and guidance about the options available to you. Here you can also find information about individual offers for speakers of foreign languages.

There are also a number of private schools, among these international schools, partially funded by parents. You can find an overview of international schools on the website of the Danish Ministry of Children and Education: International basic schools in Denmark (uvm.dk).

If you have children over 16 years of age who have finished primary and secondary school in their home country, they may qualify for upper secondary education in Denmark. You should contact the relevant institution directly to receive information about enrolment procedures and any requirements.

There are several international secondary schools offering IB programmes (International Baccalaureate) specifically aimed at international students. You can find an overview of international upper secondary schools on the website of the Danish Ministry of Children and Education: International upper secondary schools (uvm.dk).

In Denmark it is normal that both parents are employed. For that reason there is a large selection of public care services for both young children and older children in need of after-school care.

The municipalities offer care to all children in Denmark – in the form of nurseries, pre-schools or municipal daycare services. Contact your municipality regarding local child-care centres and schools.

Read more at workindenmark.dk, for information and links to schools, government authorities and places of education.

Links:

The implementation of the principle of free movement of people, is one of the cornerstones of our European construction, has meant the introduction a series of practical rules to ensure that citizens can travel freely and easily to any Member State of the European Union. Travelling across the EU with one’s car has become a lot less problematic. The European Commission has set a series of common regulations governing the mutual recognition of driving licences, the validity of car insurance, and the possibility of registering your car in a host country.

Your driving licence in the EU

The EU has introduced a harmonised licence model and further minimum requirements for obtaining a licence. This should help to keep unsafe drivers off Europe's roads - wherever they take their driving test.

Since 19 January 2013, all driving licences issued by EU countries have the same look and feel. The licences are printed on a piece of plastic that has the size and shape of a credit card.

Harmonised administrative validity periods for the driving licence document have been introduced which are between 10 and 15 years for motorcycles and passenger cars. This enables the authorities to regularly update the driving licence document with new security features that will make it harder to forge or tamper ­- so unqualified or banned drivers will find it harder to fool the authorities, in their own country or elsewhere in the EU.

The new European driving licence is also protecting vulnerable road users by introducing progressive access for motorbikes and other powered two-wheelers. The "progressive access" system means that riders will need experience with a less powerful bike before they go on to bigger machines. Mopeds will also constitute a separate category called AM.

You must apply for a licence in the country where you usually or regularly live. As a general rule, it is the country where you live for at least 185 days each calendar year because of personal or work-related ties.

If you have personal/work-related ties in 2 or more EU countries, your place of usual residence is the place where you have personal ties, as long as you go back regularly. You don't need to meet this last condition if you are living in an EU country to carry out a task for a fixed period of time.

If you move to another EU country to go to college or university, your place of usual residence doesn't change. However, you can apply for a driving licence in your host country if you can prove you have been studying there for at least 6 months.

Registering your car in the host country

If you move permanently to another EU country and take your car with you, you should register your car and pay car-related taxes in your new country.

There are no common EU rules on vehicle registration and related taxes. Some countries have tax-exemption rules for vehicle registration when moving with the car from one country to another permanently.

To benefit from a tax exemption, you must check the applicable deadlines and conditions in the country you wish to move to.

Check the exact rules and deadlines with the national authorities: https://europa.eu/youreurope/citizens/vehicles/registration/registration-abroad/index_en.htm 

Car Insurance

EU citizens can insure their car in any EU country, as long as the chosen insurance company is licensed by the host national authority to issue the relevant insurance policies. A company based in another Member State is entitled sell a policy for compulsory civil liability only if certain conditions are met. Insurance will be valid throughout the Union, no matter where the accident takes place.

Taxation

Value Added Tax or VAT on motor vehicles is ordinarily paid in the country where the car is purchased, although under certain conditions, VAT is paid in the country of destination.
More information on the rules which apply when a vehicle is acquired in one EU Member State and is intended to be registered in another EU Member State is available on this link https://europa.eu/youreurope/citizens/vehicles/registration/taxes-abroad/index_en.htm.

It is your citizenship that decides whether you can travel to Denmark to work, or whether you need a residence and working permit before you arrive.

In this respect, there is a distinction between citizens of Nordic countries, citizens of EU/EEA and citizens from third countries. In addition, special rules apply for cross-border workers and workers posted by foreign companies.

If you are a citizen of an EU/EEA country or Switzerland, you have the right to live and work in Denmark, without having to apply for a residence permit.

When you arrive in Denmark, however, you must address a number of practical issues concerning your stay in Denmark if it is to last more than 3 months.

Among other things, you must acquire an EU residence document if you are a national of an EU/EEA country or a Swiss national. An EU residence document is the documentation substantiating your right to stay in Denmark. In addition to this, you are to ensure that the Danish authorities are properly notified about where you live and about your tax situation.

You can obtain your EU residence document by completing a digital application and appearing in person at the Danish Agency for International Recruitment and Integration (SIRI). For a description of the application process, go to nyidanmark.dk. You must make an appointment beforehand with the Danish Agency for International Recruitment and Integration: link to appointment booking at the Ministry of Immigration and Integration (cleverQ).

Alternatively, you can contact ICS: International Citizen Service in Copenhagen, Aalborg, Aarhus or Odense. SIRI and the local authorities are gathered here under one roof, and can help you and your family with the paperwork and answer your questions.

You can obtain more information about the EU residence document at New to Denmsark (nyidanmark.dk).

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Personal documents:

When you go to Denmark to live and work, it is a good idea to take the following documentation with you:

• A passport valid for the entire period which you intend to stay in Denmark.
• Your employment contract, if you've already found a job.
• Any residence and work permits, if these are required.
• A CV in English or Danish (see also 'How to find a job').
• Degree certificates in Danish, English, Norwegian or Swedish. (If you want to have your education evaluated and recognised by the Ministry of Higher Education and Science, then the degree certificates and any specific, relevant personal documents should be in Danish, English, French, German, Norwegian or Spanish.)
• Any recommendations from previous employers, etc. in English or Danish.
• Passport photos. Some employers request photos on the application or on application documents.
• European Health Card (blue)
• Original birth and marriage certificates and children's birth/baptism certificates in Danish, English, Norwegian, Swedish and German.
• Proof of your residential address in Denmark (e.g. rental contract).

It is also a good idea to take with you photo copies of the above-mentioned documents.

Checklist:

Insurance against unemployment: In Denmark it is voluntary to be a member of an unemployment fund (A-kasse). Therefore, you should make sure to register with an unemployment insurance fund if you wish to be insured against unemployment and maintain any benefits and allowances you have saved from your home country. This must be done no later than 8 weeks after the right to insurance ceases in your home country. There are unemployment insurance funds for individual professions, as well as those professions which are cross-professional. On the website of the Danish Agency for Labour Market and Recruitment, you can find an overview of all unemployment funds: Overview of the unemployment insurance funds in Denmark (star.dk) (only in Danish).

Authorisation: If you work within a regulated profession, you must have authorisation or similar approval of foreign qualifications before beginning work. If you only wish to provide services provisionally or occasionally in Denmark, then there is a quicker procedure where you normally only have to register. On the website of the Ministry of Higher Education and Science, you can read more about authorisation and how to apply.

Cars: If you wish to take with you to Denmark a car that is registered in your home country, it must be re-registered and you must have Danish registration plates. Additionally, you must pay a registration fee to SKAT – The Danish Customs and Taxation Administration. Read more about Non-Danish vehicles The Motor Vehicle Agency (Motorstyrelsen) or re-registration at lifeindenmark.borger.dk.

Housing: Your employer can often help you find housing – although in some cases, only for the first several weeks of your stay. If not, it is a good idea to find a place to live before arriving in Denmark.

Insurance: When you work in Denmark and receive a health card, you will have health insurance equal to that of Danish citizens. If you wish to obtain travel insurance, you should take out such a policy before departure. Review whether your current home insurance and liability and accident insurance covers you when you live and work in Denmark. Read more about insurance at lifeindenmark.borger.dk.

Registration: If you are an EU/EEA or Swiss citizen and expect to stay in Denmark for more than 3 months, you must register with the Danish Agency for International Recruitment and Integration. An EU residence document is the documentation substantiating your right to stay in Denmark.

Moving: Remember to notify the authorities in your country of origin of your move. When you move to Denmark, make sure to notify the Borgerservice (Citizen's Services) in your municipality of residence.

When you register your relocation, you will at the same time receive a CPR number, and receive the opportunity to choose a doctor.

At International Citizen Service (ICS) in Copenhagen, Aalborg, Aarhus and Odense, you can submit an application to be issued an EU residence document, a CPR number and a tax card. A condition for being issued a CPR number is that your closest ICS centre has an agreement with your municipality of residence to issue a CPR number. You can check this here: ICS: International Citizen Service. At ICS, you can also receive personal assistance with your job search in Denmark, Danish lessons, and help with the Danish tax system and re-registering cars.

You will find further information at lifeindenmark.borger.dk on how to prepare for living in Denmark, both before you move and when you arrive.

Links:

Quality of work and employment - a vital issue, with a strong economic and humanitarian impact

Good working conditions are important for the well-being of European workers. They

• contribute to the physical and psychological welfare of Europeans, and
• contribute to the economic performance of the EU.

From a humanitarian point of view, the quality of working environment has a strong influence on the overall work and life satisfaction of European workers.

From an economic point of view, high-quality job conditions are a driving force of economic growth and a foundation for the competitive position of the European Union. A high level of work satisfaction is an important factor for achieving high productivity of the EU economy.

It is therefore a core issue for the European Union to promote the creation and maintenance of a sustainable and pleasant working environment – one that promotes health and well-being of European employees and creates a good balance between work and non-work time.

Improving working conditions in Europe: an important objective for the European Union.

Ensuring favourable working conditions for European citizens is a priority for the EU. The European Union is therefore working together with national governments to ensure a pleasant and secure workplace environment. Support to Member States is provided through:

• the exchange of experience between different countries and common actions
• the establishment of the minimum requirements on working conditions and health and safety at work, to be applied all over the European Union

Criteria for quality of work and employment

In order to achieve sustainable working conditions, it is important to determine the main characteristics of a favourable working environment and thus the criteria for the quality of working conditions.

The European Foundation for the Improvement of Living and Working Conditions (Eurofound) in Dublin, is an EU agency that provides information, advice and expertise on, as the name implies, living and working conditions. This agency has established several criteria for job and employment quality, which include:

• health and well-being at the workplace – this is a vital criteria, since good working conditions suppose the prevention of health problems at the work place, decreasing the exposure to risk and improving work organisation
• reconciliation of working and non-working life – citizens should be given the chance to find a balance between the time spent at work and at leisure
• skills development – a quality job is one that gives possibilities for training, improvement and career opportunities

The work of Eurofound contributes to the planning and design of better living and working conditions in Europe.

Health and safety at work

The European Commission has undertaken a wide scope of activities to promote a healthy working environment in the EU Member States. Amongst others, it developed a Community Strategy for Health and Safety at Work for the period 2021-2027. This strategy was set up with the help of national authorities, social partners and NGOs. It addresses the changing needs in worker’s protection brought by the digital and green transitions, new forms of work and the COVID-19 pandemic. At the same time, the framework will continue to address traditional occupational safety and health risks, such as risks of accidents at work or exposure to hazardous chemicals.

The Community policy on health and safety at work aims at a long-lasting improvement of well-being of EU workers. It takes into account the physical, moral and social dimensions of working conditions, as well as the new challenges brought up by the enlargement of the European Union towards countries from Central and Eastern Europe. The introduction of EU standards for health and safety at the workplace, has contributed a lot to the improvement of the situation of workers in these countries.

Improving working conditions by setting minimum requirements common to all EU countries

Improving living and working conditions in the EU Member States depends largely on the establishment of common labour standards. EU labour laws and regulations have set the minimum requirements for a sustainable working environment and are now applied in all Member States. The improvement of these standards has strengthened workers’ rights and is one of the main achievements of the EU’s social policy.

The importance of transparency and mutual recognition of diplomas as a natural complement to the free movement of workers

Recognition of qualifications and skills can play a vital role in the decision to take up work in another EU country. A European system that will guarantee the mutual acceptance of professional qualifications in different Member States is therefore essential. Only such a system will ensure that a lack of recognition of professional qualifications will not become an obstacle to the free movement of labour within the EU.

Main principles for the recognition of professional qualifications in the EU

As a basic principle, any EU citizen should be able to practice their profession in any Member State. Unfortunately, the practical implementation of this principle is often hindered by national requirements for access to certain professions in the host country.

For the purpose of overcoming these differences, the EU has set up a system for the recognition of professional qualifications. Within the terms of this system, a distinction is made between regulated professions (professions for which certain qualifications are legally required) and professions that are not legally regulated in the host Member State.

Steps towards transparency of qualifications in Europe

The European Union has taken important steps towards the objective of achieving transparency for qualifications in Europe:

• Increased co-operation in vocational education and training, with the intention to combine all instruments for transparency of certificates and diplomas, in one single, user-friendly tool. This includes, for example, the European CV or Europass Trainings.
• The development of concrete actions in the field of recognition and quality in vocational education and training.

Going beyond the differences in education and training systems throughout the EU

Education and training systems in the EU Member States still show substantial differences. The last enlargements of the EU, with different educational traditions, have further increased this diversity. Common rules to guarantee recognition of competences are needed.

In order to overcome this diversity of national qualification standards, educational methods and training structures, the European Commission has put forward a series of instruments, aimed at ensuring better transparency and recognition of qualifications both for academic and professional purposes.

1. The European Qualifications Framework
   
   The European Qualifications Framework is a key priority for the European Commission in the process of recognition of professional competences. The main objective of the framework is to create links between the different national qualification systems and guarantee the smooth transfer and recognition of diplomas.

2. The National Academic Recognition Information Centres (NARICs)
   
   A network of National Academic Recognition Information Centres (NARIC) was established in 1984 at the initiative of the European Commission. The NARICs provide advice on the academic recognition of periods of study abroad. Located in all EU Member States as well as in the countries of the European Economic Area, NARICs play a vital role the process of recognition of qualifications in the EU.

3. The European Credit Transfer System (ECTS)
   
   The European Credit Transfer System aims at facilitating the recognition of periods of study abroad. Introduced in 1989, it functions by describing an education programme and attaching credits to its components. It is a key complement to the highly acclaimed student mobility programme Erasmus.

4. Europass
   
   Europass is an instrument for ensuring the transparency of professional skills. It consists of five standardised documents

   • CV (Curriculum Vitae),
   • a cover letter editor,
   • certificate supplements,
   • Diploma supplements, and
   • a Europass-Mobility document.

   The Europass system makes skills and qualifications clearly and easily understood in the different parts of Europe. In every country of the European Union and the European Economic Area, national Europass centres have been established as the primary contact points for people seeking information about the Europass system.

In Denmark, you must have turned 18 to enter into an employment contract that is legally binding. Specific regulations apply with regard to working hours, daily breaks, weekly days off, tasks allowed to be performed, etc., in cases where a person under 18 years of age is to be employed. If people between the age of 13 and 15 are to be employed, then the employer is to notify the minor's parents or guardians of the employment, including the length of the working hours, and whether there are any accident and health hazards that may be linked to the work procedures, including whether the correct safety- and health-related measures have been taken to counteract these risks.

In the case of employment lasting more than 1 month with weekly working hours of more than 8 hours, the employer must provide written proof of employment no later than 1 month after the employment commences. Even if your employment does not meet the requirements for obtaining an employment contract, it is a good idea to ask the employer to draw up a brief written employment agreement to avoid any doubts at a later stage.

The most common form of employment is as a full-time employee, which in most cases corresponds to a work week of 37 hours and 5 weeks of annual leave. You can also be employed on a part-time basis, which means that you have a shorter maximum of weekly working hours than a full-time employee in a similar position.

There are also different types of temporary employment forms in Denmark, including among others: temporary work and project work. The difference from ordinary employment is simply that you are employed for a limited period, which is specified in advance and included in your contract.

Some independent workers work freelance or on a consulting basis, in which case the employer purchases the person's service from task to task. In such cases, the employer assumes no obligations in relation to leave, sick days, maternity leave or similar. Often, the freelancer must provide work equipment and offices themselves.

It is normal for students in both tertiary and upper secondary education to have jobs on the side along with their studies. As a student you have the same rights as a full-time employee, but have fewer scheduled hours (circa 10-20 hours a week) and normally receive a wage on an hourly basis.  As a part of the education, it is also possible to have a student position or an intern position in a company.

It is also possible to work as a person posted by a foreign company to Denmark. As a person posted to Denmark by a foreign company, you are covered by a number of rights and obligations regulated by the Law on the Posting of Workers (Udstationeringsloven). Furthermore, as a posted worker, you must ensure that you have legal grounds for your stay in Denmark. Read more about posting of workers at workplacedenmark.dk

In Denmark, employment conditions can either be agreed upon or negotiated between the employee and the employer, or negotiated through a collective agreement between unions and employer associations. Collective agreements entail provisions regarding, for example, salary, working hours, education/training, retirement, and rules for salary in case of illness or contract termination. It is not customary to legislate these. However, the legislation does include minimum requirements for certain aspects. This is, for example, seen in the Holiday Act (ferieloven), the Law on Proof of Employment (ansættelsesbevisloven), the Law on Equal Treatment (ligebehandlingsloven), the Law on Earnings in Case of Sickness or Maternity (lov om dagpenge ved sygdom eller fødsel), etc.

Searching for a job in Denmark

Workindenmark, which is a member of EURES and a part of the Ministry of Employment, has a website (http://www.workindenmark.dk), where current English-language positions in Denmark, including seasonal work, are advertised. Workindenmark also has a CV database, which is currently used by 3 500 companies that are looking for candidates for their vacancies. Workindenmark also provides free e-learning courses and video guides on how to apply for jobs in Denmark as well as lots of information on how to move to, live in and – of course – work in Denmark. This includes information on all necessary steps and practical questions related to obtaining permits to live and work in Denmark as a foreign citizen. Workindenmark for jobseekers are also on Facebook and LinkedIn (in English).

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It is a requirement by law that you, as an employee in Denmark, are to receive an employment contract, provided that you work more than 8 hours a week, and the employment lasts longer than a month.
This applies regardless of whether your working conditions are encompassed by a collective agreement or not.

Under an employment contract, the employer is obligated to inform the employee about the conditions of the employment relationship. This may include, among other things, information about the work area, the form of employment, working hours agreed to and the concrete working location.

The contract may, in certain cases, also include non-compete and client obligations.

If the obligations are regulated by a collective agreement, the employment contract will refer to the agreement.

As a starting point, international employees working in Denmark are also covered by the regulations and agreements applicable on the Danish job market.

An employment contract must include a number of basic details. You can see exactly which details at the page on employment contracts at lifeindenmark.borger.dk:.

Notice period:

The length of the employee's and the employer's notice periods or the rules about them must also be stated in the employment contract. In many cases, however, they follow the conditions that are either stipulated by a collective agreement or the Law on Salaried Employees (funktionærloven).

An employer may generally make changes to your employment contract by virtue of the rights of management, to the extent that the employment conditions do not stipulate against essential changes. If essential changes become relevant, e.g. with respect to work tasks and area of responsibility, salary, working hours and location, the employer is to provide you with notice equal to your notice period. In that way you have the opportunity to either accept the revised conditions or decline them and terminate your employment.

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In Denmark, the Law on Protection from Discrimination (forskelsbehandlingloven) stipulates that it is not permitted to discriminate against people on the job market due to race, skin colour, religion or belief, political opinions, sexual orientation, age, disability, social or ethnic origin.

Additionally, the Equal Opportunities Law (ligestillingsloven) prohibits discriminatory treatment based on gender, and has the purpose of promoting equality between men and women. In Denmark, there is a relatively high frequency of women's participation on the labour market and a general focus on gender equality in the workplace.

The Danish Institute for Human Rights offers advice and assistance on discrimination based on gender, race and ethnic origin. This can include, for example, discrimination when looking for work, maternity leave, pay negotiations, dismissal, etc.

People who have been subjected to discriminatory treatment at work due to e.g. disability, may submit a complaint to the Board on Equal Treatment Ligebehandlingsnævnet (ast.dk) (in Danish only), or seek recourse through their union or the court system.

EU workers and family members who have been discriminated against and prevented from exercising their right to free mobility because of their nationality, can contact the Danish point of contact for Directive 2014/54/EU at ContactPointDenmark@star.dk. The contact point is provided by the Danish Agency for Labour Market and Recruitment

For minors between 13 and 18, particular regulations apply on the labour market. In conjunction with being employed, consideration is given to the minor's age, developmental level and health as well as the effect on their studies and other education. For minors between 13 and 14 years of age, who are covered by compulsory schooling, the working hours may not exceed two hours per school day and 7 hours on other days. The weekly working hours may not exceed 12 hours a week in weeks with school days and 35 hours a week in school-free weeks. 15 to 17 year-olds who are subject to attending compulsory education may work 8 hours a day on days that are not school days. The weekly working hours may not exceed 12 hours a week in weeks with school days and 40 hours a week in school-free weeks. Working hours for 15-17 year-olds, who are no longer subject to attending compulsory education, must not exceed the usual working hours for adults doing the same job and must not exceed 8 hours a day and 40 hours a week. When daily working hours are 8 hours, they must not be split. However. the young person is allowed a break of at least 30 minutes should the daily working hours exceed 4.5 hours. Minors who have turned 15 and are no longer covered by compulsory schooling may, as a starting point, not work in the period between 8:00 pm and 6:00 am. They must have a continuous rest period of at least 12 hours a day. In bakeries, but not in shops, young people may work from 4:00 am. In offices, shops, filling stations etc. young people may work until 10:00 pm. In theatres, cinemas, circuses, concert venues and similar entertainment venues, young people may assist in performances until 12:00 pm (midnight).

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As an EU citizen, you may establish an independent business in Denmark, and you have the right to stay in Denmark to run it.

New companies setting up in Denmark must be digitally registered at the Danish commercial register Virk. (only in Danish) within 2 weeks after the memorandum of association was signed. During registration, it is also possible to make tax registrations, including VAT registration.

In certain cases, you must also register with other specific authorities. For example, in the food sector, in which registration or authorisation also has to be made by the Danish Veterinary and Food Administration.

All businesses must have a CVR number. The CVR number is the business registration/identification number, which is used when a business is to be identified to authorities and private parties, for example when issuing invoices, etc.

In all regions of Denmark there are so-called Business Hubs, where you can receive free help with establishing your own business. A list of Business Hubs is available on the website of the Danish Board of Business Development: Intermunicipal Business Hubs, the Danish Board of Business Development (erhvervsfremmebestyrelsen.dk).

Go to virksomhedsguiden.dk for answers (in Danish only) to many typical questions on starting a business in Denmark.

If an international business intends to carry out work in Denmark, it must register as an international service provider in the Register of Foreign Service Providers (the ‘RUT' register). Read more about RUT at workplacedenmark.dk and at virk.dk: Register of Foreign Service Providers (RUT).

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Denmark does not have a legally stipulated minimum wage.

Pay and employment conditions are, as a rule, regulated by collective agreements or negotiated individually between employers and employees.

The individual agreement can stipulate a minimum wage for the sector, and the unions publish annual wage statistics, which can be used as a starting point for salary negotiations.

The most common forms of payment systems in Denmark are based on monthly wages, day wages, hourly wages and piecework wages.

However, for sales work, there may be provisional wages, and in certain sectors, specific schemes have been established that provide the opportunity to receive a basic wage via a performance-based wage or a bonus.

It is often possible to negotiate various kinds of wage supplements, for example length-of-service supplements or qualification supplements.

The bulk of the collective agreements also encompasses supplementary pension schemes.

Additionally, the agreement will typically regulate overtime wages for any overtime and work on Sundays, as well as evening and night additions for the relevant sector.

Hourly wages, day wages and piecework wages are, as a rule, paid out once or twice a month, and monthly wages are naturally paid out monthly, retrospectively. Wages are generally paid out to an employee's NemKonto (Easy Account), unless otherwise agreed.

The employer pays the wage after having deducted income tax and employment contributions; the employer also pays holiday contributions and pays for any portion of the wage that is to go to the employee's pension savings.

It is required by law for your employer to generate a payslip for you. The payslip is your receipt confirming that the company has deducted tax, labour market contribution, etc. The payslip should contain, for example:

• The employer's name, address and CVR number.
• The employee's name, address and CPR number, and, where applicable, an employee number
• The date for preparing the salary statement
• Pay period
• Gross pay (pay before tax)
• Rate of employee´s ATP contribution
• Retained pay as you earn (PAYE) tax
• Labour market contribution retained
• Disbursement to the employee
• Which tax card you used (primary, secondary tax card or tax exemption card) as well as the deduction and deduction percentage indicated on the employee's tax card. The date on which the money is paid to the employee
• The employee's A-income for the pay period and the total A-income for the year so far
• The employee's withheld tax for the pay period and the total tax paid for the year so far

Most social and health insurance contributions are paid through tax.

When you work in Denmark, you are to pay tax from your wage to the state and municipality. Through taxes you pay into the Danish welfare system, which encompasses child care, schools/education, elderly care, access to medical care and hospitals among other things. Treatment from dentists, physiotherapists and chiropractors, etc. are in part covered by universal healthcare coverage.

In contrast with most other forms of social insurance, unemployment insurance is optional in Denmark. Thus, you are not automatically insured against unemployment, but you can sign up for insurance through unemployment funds (A-kasse), if you wish to. Read more about unemployment insurance at workindenmark.dk.

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As a general rule, the working hours in Denmark are laid down in an agreement, and for the vast majority of areas, normal working hours are agreed to 37 hours per week.  Working hours are primarily between Monday to Friday in the time frame between 6:00 am and 6:00 pm. The lunch break is normally 30 minutes long. At certain workplaces, the lunch break is paid as part of general working hours, while at others it is paid by the employees themselves.

For employees over the age of 18, the EU Working Time Directive also provides the following framework for working hours:

• A daily rest period of at least 11 consecutive hours.
• A break during a work day exceeding 6 hours. The length of the break depends on the purpose of the break, e.g. whether it is a break intended for a meal.
• One 24-hour period off per week, which must follow directly after a daily rest period. No more than six 24-hour periods are allowed between two 24-hour periods off.
• Weekly working hours of maximum 48 hours on average, including overtime.
• An employee on night shift must not work more than 8 hours on average per 24-hour period.

In some cases, these rules may be derogated from in collective agreements. For example, other rules govern daily rest periods for e.g. work on farms and shift work.

Overtime is normal in certain jobs, and can either result in compensatory leave as a supplement to the 5-week annual leave, or it can be paid out as part of one's salary. It is important that the contracts contain clear rules pertaining to whether the over-time work is to be compensated for, or paid out as salary, and how over-time is to be settled.

For minors between the ages of 13 and 14, working hours may not exceed 2 hours on those days the minor attends school and 7 hours on school-free days. The weekly working hours may not exceed 12 hours a week in weeks with school days and 35 hours a week in school-free weeks.

15 to 17 year-olds who are subject to attending compulsory education may work 8 hours a day on days that are not school days. The weekly working hours may not exceed 12 hours a week in weeks with school days and 40 hours a week in school-free weeks.

The working hours for 15 to 17 year-olds who are no longer subject to attending compulsory education may not exceed the customary working hours for adults working in the same sector. Working hours may not exceed 8 hours a day and 40 hours a week.

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The official public holidays in Denmark are those recognised by the Church of Denmark. These are New Year's Day (1 January), Maundy Thursday, Good Friday, Easter Sunday, Easter Monday, Ascension Day, Whit Sunday, Whit Monday (day after Pentecost), Christmas Day (25 December) and Second Day of Christmastide (26 December).

Most agreements and employment contracts give the employee the right to time off work on these days, unless the normal work procedure or a specific type of work does not allow this.

Aside from these, there are a few unofficial holidays in Denmark, on which many people are off work. These are, among others, Constitution Day (5 June), Christmas Eve (24 December) and New Year's Eve (31 December). Your workplace and any applicable collective agreement decide whether you are off on these days.

Holiday

As an employee you earn the right to 5 week's paid holiday from your employer each year. Earned holiday leave is paid out either in the form of salary during the holiday and a holiday supplement or as a holiday allowance. If you have not earned the right to 5 week's paid holiday, you still retain the right to 5 weeks' holiday, however without pay from the employer.

An employee earns 2.08 days of leave per month of employment which may be taken continuously over a period of 12 months (the leave year). This means, for example, that leave which is earned in February can already be taken in March of the same year. However, an employee has the opportunity to take further 4 months of leave, so that there are 16 months within which to take leave (the leave period).

Leave is is earned in the period from 1 September to 31 August the following year (12 months). Leave may be taken in the period from 1 September to 31 December of the following year (16 months). The employee has the right to take 3 weeks' continuous leave (principal leave) in the period from 1 May to 30 September. All employees are entitled to take 5 weeks' leave in the leave year.

Maternity leave and parental leave

All women have the right to 4 weeks’ leave before giving birth and then 10 weeks’ maternity leave. Fathers have the right to 2 weeks’ paternity leave, which they must take during the first 10 weeks after the birth of the child. With the new regulations on parental leave, each parent may, in principle, take 24 weeks of parental leave. Each parent has a total of 11 weeks of earmarked parental leave, of which two weeks are generally taken immediately after the birth, and the remaining nine weeks must be taken before the child turns one year old. In addition to this are 26 weeks’ of parental leave, which parents are free to divide between them. Parents can receive maternity benefits during this total of 48 weeks of parental leave, plus the 4 weeks of pregnancy leave if they meet the conditions.

After the first 10 weeks of maternity leave, each of the parents has the right to parental leave of up to 32 weeks. Parents can take the leave at the same time or consecutively. Each parent is entitled to extend the parental leave by 8 weeks, and working parents may extend their leave by up to 14 weeks. It is possible to either spread the maternity benefits over the longer period or to work reduced hours by agreement with the employer. You can apply for an extension of the parental leave at extension of your leave at borger.dk (in Danish only). The daily allowance will be reduced during the leave period, as the maximum amount that may be paid is the equivalent of 32 weeks of daily allowance.

Right to time off from work in conjunction with pregnancy and delivery

A mother is entitled to 4 weeks of leave before giving birth and 10 weeks after childbirth. A father is entitled to 2 weeks of time off from work after childbirth.

A mother is entitled to 32 weeks of leave after her 10 weeks of leave at childbirth, and a father is entitled to 32 weeks of leave after his 2 weeks of leave at childbirth.

Right to maternity benefits during time off from work in conjunction with pregnancy and childbirth.

As a starting point, each parent may receive maternity benefits during 24 weeks after the birth of the child, provided that the parents live together, and that the parents have completed the qualifying period at the start of time off from work. A mother has moreover the right to daily allowances during her time off from work 4 weeks before the expected childbirth.

A mother’s 4 weeks of leave before giving birth and 24 weeks after childbirth (10 weeks after the birth and another 14 weeks before the child turns 1 year of age).

A father’s or co-mother’s 2 weeks’ leave before the birth and another 22 weeks of leave with maternity benefits before the child turns 1 year of age.

Parents can choose to transfer some of the leave to each other.

Each parent has the option to return to work full-time during a period when they would otherwise be entitled to maternity benefits, and postpone up to 5 weeks’ of leave. The postponed leave must be taken before the child turns 9 years old.

There are differing regulations on leave for those parents who are working, who are unemployed, who are self-employed or who are studying/have recently graduated.

For adoptive parents, the same rights apply in general as for biological parents.

There are differing regulations on leave for those parents who are working, unemployed, self-employed or studying/have recently graduated.

You can contact Udbetaling Danmark if you are uncertain or have questions about the maternity regulations.

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An employer must always have a substantial reason for firing an employee; such as unfitness, cooperative problems or a situation in the company which requires dismissal (for instance work shortage, restructure or cost-savings).

If an employer is not satisfied with your effort as an employee, it is normal for the employer to provide one or several warnings, so that you have the opportunity to correct the situation that the employer is dissatisfied with.

The termination notice period applicable to both you and your employer must be stated in your employment contract. If your employment is covered by an agreement, then the termination notice for both parties typically follows the provisions therein.

If you are employed as per the Law on Salaried Employees (funktionærloven), specific regulations apply in conjunction with terminating your employment. Pursuant to the Law on Salaried Employees, notice of your dismissal is given one month before your resignation. For employers, other regulations apply depending on how long you have been employed.

The employer's notice period is stipulated as per the Law on Salaried Employees according to the following scheme:

Your notice period as a salaried employee is based on a 1-month period. But no notice is required when you are employed during the agreed probationary period of max. 3 months or have had an agreed temporary employment of max. 1 month.

It is not necessary for termination to occur in writing in order to be legally binding. However, it is recommended that you request written termination for the sake of having evidence. If you yourself terminate your position, this should also occur in writing.

If the company employing you goes bankrupt, you can receive assistance from LG (Lønmodtagernes Garantifond), which is administered by the state pension ATP (Arbejdsmarkedets Tillægspension).

LG ensures that you as an employee receive paid wages, holiday pay, pension, etc., in the case that your employer goes bankrupt, dies or ceases to exist.

Read more about what to do and what you can get coverage for at: lifeindenmark.borger.dk.

An employer may not terminate your employment simply because you are the member of a specific union organisation – or not a member of an organisation – as Denmark ensures the right to freedom of association. Furthermore, an employer may not require membership in a specific union organisation.

You can receive a government age-based pension, which is called a state retirement pension (folkepension), from when you are between 65 and 68 years old, depending on when you were born. Specific rules apply for earning the right to a state retirement pension if you come from a country outside of the EU/EEA. You can read more about these rules at: State Pension (borger.dk).

If due to illness or physical impairment you can no longer support yourself, you may have the right to an early retirement pension. However, you only have the right to an early retirement pension if your working capability has decreased and there are no other possibilities for you to return to the job market, through for instance treatment or retraining.

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The Danish job market is to a large degree regulated by the job market's parties themselves and not by law. The Danish model means that employers and salaried employees participate in voluntary agreements regarding salary and working conditions.

The unions play a central role in the Danish job market, and organised labour in Denmark encompasses an extensive part of the Danish labour market. About 65% of Danish employees are members of a union, varying from sector to sector.

Employees and employers are organised after field/sector in nationwide confederations and organisations. As an international employee, you can also become a member of these Danish organisations.

A union helps you with issues such as salary and working conditions, work-related injuries, rehabilitation and so on.

It is the parties comprising the job market and not the public authorities, for example the police, who are responsible for ensuring that the agreements entered are upheld. This also applies to international companies which have entered an agreement, or which bear obligations through their membership in a Danish employers' organisation. When an agreement has been entered, a general no-strike clause applies. This means that strikes and lock-outs are normally not allowed under the duration of the agreement.

Some unions may also offer personal counselling and career planning or offer bonus compensation in the form of discount cards for petrol, shopping centres, insurance, etc. There are variations with respect to the individual unions' offers depending on the sector.

The choice of union depends on education/position as well as the company. The unions are tied to unemployment funds, but you do not need to be a member of both unions and unemployment funds (A-kasse). If you wish, you can simply be a member of either the union or the relevant union unemployment fund.

Many workplaces have union representatives, who represent the union at the company and which serve as representatives of the employees' interests in relation to those of the management.

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The right to strike is included in international conventions of the international work organisation ILO. The right is not written into Danish law, but it is stipulated through legal practice, according to which entering a collective agreement with any applicable no-strike clause may make strikes (and lock-outs) improper throughout the duration of the term of the agreement.

Strikes are thus legal when an agreement could not be renewed, as well as in the case of strikes at companies that do not have agreements with their employees.

It is a basic principle in Denmark that unions have the right to pursue achieving collective agreements with employers and employer organisations.

The union organisations can support their wish to obtain an agreement when enacting various union-related actions towards the employer. This also applies to international employers who with their own international employees conduct work in Denmark. The rules about union conflicts are not stipulated by law, but are based on many years of practice in labour law. In Denmark there is a comprehensive right to initiate conflicts and sympathy conflicts (to support the initiation of a conflict). The foremost condition for the legality of a conflict is that the work, which the union seeks to obtain an agreement for, normally belongs within the union's domain. But it is not a requirement for the union to have its own members employed at the operation. Strikes, blockades and sympathy actions are forms of collective actions which unions may initiate.

Matters relating to the legality of a union conflict can be brought before labour court, which swiftly makes a decision.

The employer organisations possess measures corresponding to those of union organisations; that is, the opportunity to initiate union-related actions. The employers may establish lock-outs and boycott, corresponding to strikes and blockades.

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The term Vocational Education and Training refers to practical activities and courses related to a specific occupation or vocation, aimed at preparing participants for their future careers. Vocational training is an essential means to achieve professional recognition and improve chances to get a job. It is therefore vital that vocational training systems in Europe respond to the needs of citizens and the labour market in order to facilitate access to employment.

Vocational education and training has been an essential part of EU policy since the very establishment of the European Community. It is also a crucial element of the so-called EU Lisbon Strategy, which aims at transforming Europe into the world’s most competitive and dynamic knowledge-based society. In 2002 the European Council reaffirmed this vital role, and established yet another ambitious goal – to make European education and training renowned globally by the year 2010 – by championing a number of world-class initiatives, and in particular by strengthening cooperation in the area of vocational training.

On 24 November 2020, the Council of the European Union adopted a Recommendation on vocational education and training for sustainable competitiveness, social fairness and resilience.

The Recommendation defines key principles for ensuring that vocational education and training is agile in that it adapts swiftly to labour market needs and provides quality learning opportunities for young people and adults alike.

It places a strong focus on the increased flexibility of vocational education and training, reinforced opportunities for work-based learning, apprenticeships and improved quality assurance.

The Recommendation also replaces the EQAVET – European Quality Assurance in Vocational Education and Training – Recommendation and includes an updated EQAVET Framework with quality indicators and descriptors. It repeals the former ECVET Recommendation.

To promote these reforms, the Commission supports Centres of Vocational Excellence (CoVEs) which bring together local partners to develop ‘skills ecosystems'. Skills ecosystems will contribute to regional, economic and social development, innovation and smart specialisation strategies.

Erasmus+

Erasmus+ is the EU's programme to support education, training, youth and sport in Europe.

It has an estimated budget of €26.2 billion. This is nearly double the funding compared to its predecessor programme (2014-2020).

The 2021-2027 programme places a strong focus on social inclusion, the green and digital transitions, and promoting young people’s participation in democratic life.

It supports priorities and activities set out in the European Education Area, Digital Education Action Plan and the European Skills Agenda. The programme also

• supports the European Pillar of Social Rights
• implements the EU Youth Strategy 2019-2027
• develops the European dimension in sport

Who can take part? Find out here.

Adult Education and Lifelong Learning in Europe

Lifelong learning is a process that involves all forms of education – formal, informal and non-formal – and lasts from the pre-school period until after retirement. It is meant to enable people to develop and maintain key competencies throughout their life as well as to empower citizens to move freely between jobs, regions and countries. Lifelong learning is also a core element of the previously mentioned Lisbon Strategy, as it is crucial for self-development and the raising of competitiveness and employability. The EU has adopted several instruments for the promotion of adult education in Europe.

A European area of lifelong learning

In order to make lifelong learning a reality in Europe, the European Commission has set itself the objective of creating a European Area of Lifelong Learning. In this context, the Commission focuses on identifying the needs of both learners and the labour market in order to make education more accessible and subsequently create partnerships between public administrations, suppliers of educational services and civil society.

This EU initiative is based on the objective of providing basic skills – by strengthening counselling and information services at a European level, and by recognising all forms of learning, including formal education and informal and non-formal training.

EU organisations promoting vocational education in Europe

With the objective of facilitating cooperation and exchange in the field of vocational training, the EU has set up specialised bodies working in the field of VOCATIONAL TRAINING.

The European Centre for Vocational Training (CEDEFOP / Centre Européen pour le Développement de la Formation Professionnelle) was created in 1975 as a specialised EU agency for the promotion and development of vocational education and training in Europe. Based in Thessaloniki, Greece, it carries out research and analysis on vocational training and disseminates its expertise to various European partners, such as related research institutions, universities or training facilities.

The European Training Foundation was established in 1995 and works in close collaboration with CEDEFOP. Its mission is to support partner countries (from outside the EU) to modernise and develop their systems for vocational training.