Key Takeaways

• Denmark’s 2025 labor market faces structural skilled worker shortages despite strong economic growth, with high-demand sectors like ICT, healthcare, and green technology most affected.
• Government initiatives such as Positive Lists and streamlined visa programs are crucial for attracting international talent and bridging sector-specific gaps.
• Businesses must adopt AI-driven recruitment, redefine employee value propositions, and invest in reskilling to remain competitive in Denmark’s evolving workforce landscape.

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Denmark’s labor market in 2025 presents a compelling and multifaceted landscape, shaped by a combination of robust economic performance, demographic shifts, technological advancements, and strategic policy interventions. As one of Europe’s most dynamic economies, Denmark has consistently maintained a reputation for stability, high productivity, and innovation-driven growth. However, beneath this surface of economic resilience lies a complex hiring and recruitment environment marked by structural challenges, sector-specific talent shortages, and an increasing reliance on international expertise. Understanding the state of hiring in Denmark requires a holistic examination of macroeconomic conditions, workforce demographics, industry-specific demands, and the evolving strategies companies employ to attract, retain, and develop talent.

Economic fundamentals continue to underpin Denmark’s labor market trends. The country’s GDP growth in 2025 is projected to remain strong, driven primarily by high-value, capital-intensive sectors such as pharmaceuticals, information and communications technology, and renewable energy. The reopening of key energy projects in the North Sea and the continued expansion of Denmark’s green technology initiatives further reinforce economic momentum. Yet, this growth is not evenly distributed across industries, creating a nuanced labor market where certain high-demand sectors face acute talent bottlenecks. While national unemployment remains relatively stable, hovering around 6.2% to 6.5%, this figure masks underlying shortages of skilled professionals in critical areas, including healthcare, engineering, ICT, and green technology.

Demographic trends are another crucial determinant shaping recruitment strategies in Denmark. An aging population, combined with a declining number of young professionals entering technical and vocational fields, has created a projected shortfall of over 150,000 skilled workers by 2035. This structural challenge is further intensified by Denmark’s ambitious climate and sustainability goals, which demand specialized talent in green engineering, renewable energy, and infrastructure development. As domestic talent pipelines struggle to meet these needs, Danish companies are increasingly turning to international recruitment strategies, leveraging government policies such as the Positive Lists to attract skilled foreign professionals to fill critical roles.

Recruitment in Denmark is also undergoing a technological and strategic transformation. Companies are increasingly adopting AI-driven recruitment tools, leveraging platforms like LinkedIn for targeted candidate searches, and prioritizing digital-first hiring processes. These technologies allow firms to efficiently source, screen, and engage with both active and passive candidates while ensuring alignment with specific skill requirements. In parallel, employers are redefining their employee value propositions, emphasizing career development, ethical alignment, and workplace flexibility alongside competitive compensation to attract and retain top talent in a highly competitive market.

The 2025 hiring landscape in Denmark is further shaped by cultural factors and workforce expectations. Danish employees place significant value on work-life balance, collaborative environments, and ethical business practices. For international talent, cultural integration and language proficiency play a critical role in successful recruitment outcomes, influencing both job performance and long-term retention. Agencies such as 9cv9 Recruitment are actively supporting organizations in navigating these challenges, providing strategic guidance to connect employers with the right candidates while addressing both technical and cultural requirements.

In conclusion, the state of hiring and recruitment in Denmark in 2025 is defined by a convergence of economic growth, demographic pressures, technological adoption, and evolving workforce expectations. While the overall labor market demonstrates stability, sector-specific talent shortages, skills mismatches, and the rise of specialized roles create significant challenges for employers. Understanding these dynamics is essential for businesses seeking to attract and retain the talent necessary to sustain innovation, drive growth, and support Denmark’s broader strategic objectives in technology, healthcare, and sustainable development. The year 2025 thus represents both an opportunity and a critical test for Denmark’s labor market, requiring forward-looking recruitment strategies, targeted talent management, and a proactive embrace of both domestic and international human capital.

Before we venture further into this article, we would like to share who we are and what we do.

About 9cv9

9cv9 is a business tech startup based in Singapore and Asia, with a strong presence all over the world.

With over nine years of startup and business experience, and being highly involved in connecting with thousands of companies and startups, the 9cv9 team has listed some important learning points in this overview of The State of Hiring and Recruitment in Denmark for 2025.

If your company needs recruitment and headhunting services to hire top-quality employees, you can use 9cv9 headhunting and recruitment services to hire top talents and candidates. Find out more here, or send over an email to hello@9cv9.com.

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The State of Hiring and Recruitment in Denmark for 2025

1. The Macroeconomic Bedrock of the Danish Labor Market
   • Economic Performance and Core Drivers for 2025
   • Key Labor Market Indicators
2. The State of Talent Supply and Demand
   • The Looming Skilled Worker Shortfall
   • Industries and Occupations with Persistent Bottlenecks
3. Strategic Recruitment and International Talent Mobility
   • The Positive Lists: A Strategic Policy Response
   • Attracting and Retaining International Talent
4. Wages, Compensation, and the Evolving Employee Value Proposition (EVP)
   • Wage Growth and Industry Benchmarks
   • The Changing Employee Value Proposition (EVP)
5. The Future of Work and Recruitment Technology
   • The Automation and Skills Revolution
   • Evolving Recruitment Channels and Technologies
6. Recommendations and Strategic Outlook

1. The Macroeconomic Bedrock of the Danish Labor Market

A. Economic Performance and Core Drivers for 2025

Economic Performance and Core Drivers for 2025

• The Danish economy in 2025 demonstrates strong resilience and strategic growth, underpinned by carefully targeted sectors. According to European Commission forecasts, real GDP is projected to expand by 3.6%, reflecting a robust and positive trajectory for the nation’s financial landscape.
• Growth is concentrated primarily in high-value, high-productivity industries rather than distributed evenly across all sectors. Key contributors include:
  • The pharmaceutical industry, which continues to deliver exceptional industrial output and maintain Denmark’s competitive position in Europe.
  • The energy sector, particularly the full-scale reopening of the North Sea Tyra field, which injects significant capital and output into the national economy.
• The Danish government’s Annual Progress Report for 2025 corroborates these trends, providing an official framework that contextualizes growth within strategic sectoral development and investment initiatives.

A Nuanced Perspective on GDP Growth

• While the headline GDP growth of 3.6% is optimistic, a more detailed assessment reveals underlying nuances:
  • Danmarks Nationalbank’s governor, Christian Kettel Thomsen, estimates that without extraordinary contributions from Danish production abroad and the Tyra field’s reopening, GDP growth would be closer to 1.4%.
  • This divergence highlights a critical reality for the labor market: strong macroeconomic performance does not necessarily translate to proportional job creation.

Sector-Specific Labor Market Implications

• High-productivity industries such as pharmaceuticals and energy are capital-intensive, meaning they generate substantial economic value with relatively limited labor input.
• As a result, the national economy’s robust growth masks the uneven distribution of job opportunities.
• The labor demand is highly concentrated in specialized, high-tech sectors, creating a skills-driven recruitment challenge rather than a widespread employment surge.

Talent and Skills Dynamics

• The Danish hiring landscape in 2025 reflects a surgical, skills-specific demand:
  • Professionals with expertise in pharmaceuticals, energy, biotechnology, and advanced manufacturing are in higher demand.
  • Generalist roles in lower-productivity sectors experience more moderate growth and less competition for talent.
• This sectoral concentration emphasizes the need for strategic recruitment approaches, including targeted sourcing, skills development, and upskilling programs.

Labor Market Matrix for Key Sectors

Sector	GDP Contribution (%)	Labor Demand Trend	Skills in Highest Demand	Hiring Strategy Implications
Pharmaceuticals	1.2	High	Research scientists, chemists	Focused recruitment and talent retention
Energy (North Sea Tyra)	0.9	Moderate-High	Engineers, geologists, technicians	Specialized hiring pipelines
Technology & IT	0.7	High	Software developers, AI experts	Upskilling and targeted sourcing
Manufacturing	0.5	Moderate	Skilled operators, engineers	Regional talent outreach
Services & Retail	0.3	Low-Moderate	Customer service, sales	Standardized recruitment practices

Labor Market Insights Chart

• A visual assessment shows that while GDP growth is concentrated in a few key sectors, labor demand is uneven, underscoring the importance of skills-aligned recruitment strategies.
• The disconnect between high-value economic contributions and labor absorption calls for proactive workforce planning and a focus on specialized talent pipelines.

Strategic Takeaways

• The Danish labor market in 2025 is defined less by broad employment expansion and more by targeted, skills-specific opportunities.
• Companies and recruitment agencies must align hiring strategies with sector-specific demands, ensuring that the workforce matches the high-value growth drivers.
• Investments in reskilling, upskilling, and international talent sourcing will remain central to addressing talent gaps in critical economic domains.

B. Key Labor Market Indicators

Labor Market Stability and Trends

• The Danish labor market in 2025 demonstrates a general stability, with several indicators pointing to a steady employment environment.
• According to EUROSTAT, Denmark’s unemployment rate was 6.40% in March 2025, closely mirrored by Statistics Denmark’s Labour Force Survey, which reported an ILO-based unemployment rate of 6.5% in the first quarter.
• European Commission projections reinforce this trend, estimating an unemployment rate of 6.2% for 2025, rising only slightly to 6.3% in 2026, signaling a consistent and stable employment climate.
• This stability reflects a balanced labor market where demand and supply align moderately well, although it is not indicative of a highly tight market.

Employment and Workforce Participation

• The employment rate for individuals aged 15-64 reached 77.0% in the first quarter of 2025, significantly above the EU27 average, highlighting Denmark’s strong workforce engagement.
• The labor force participation rate stood at 73.50% in May 2025, underscoring the robustness of the workforce, including contributions from international talent and older workers re-entering employment.
• High participation combined with steady employment rates contributes to an overall sense of market stability while simultaneously reflecting persistent demand for labor, especially in specialized sectors.

Job Vacancies and Sectoral Demand

• The labor market shows a pronounced need for talent, particularly in high-skill and high-productivity domains:
  • Total job vacancies recorded 54,360 in March 2025.
  • In Q1 2025, the private sector alone accounted for 55,219 vacancies, emphasizing ongoing recruitment pressures in business-critical sectors.
• The distribution of vacancies is uneven, concentrated in specialized industries such as pharmaceuticals, energy, technology, and advanced manufacturing.

Discrepancies in Unemployment Metrics

• A notable divergence exists in reported unemployment data: Trading Economics reported a much lower rate of 2.5% in June 2025, which contrasts sharply with the 6.2%–6.5% range reported by official sources.
• This 4% difference reflects varying definitions and methodologies:
  • Official bodies like Statistics Denmark and EUROSTAT adhere to the ILO standard, encompassing all individuals actively seeking employment, regardless of registration with public employment agencies.
  • The lower figure from Trading Economics may rely on narrower definitions, such as the count of “registered unemployed” individuals only.
• For accurate workforce planning and strategic recruitment, ILO-based figures provide the most reliable representation of the total labor pool, capturing both registered and non-registered job seekers.

Consolidated Danish Labor Market Indicators, 2025

• The following matrix offers a comprehensive overview of Denmark’s employment landscape and macroeconomic context for 2025:

Indicator	Figure	Notes / Sources
Real GDP Growth (YoY, %)	3.6%	Strong sector-specific growth drivers
HICP Inflation (YoY, %)	2.0%	Reflects moderate inflationary pressures
Unemployment Rate (%)	6.2% – 6.5%	ILO-based, reflects total labor availability
Employment Rate (15-64 years)	77.0%	Well above EU27 average
Labor Force Participation Rate	73.50%	High engagement, inclusive of international talent
Number of Employed Persons (thousands)	3,065	Consistent with stable labor demand
Job Vacancies (Q1 2025)	55,219	Concentrated in private and high-skill sectors

Strategic Implications

• Denmark’s labor market in 2025 presents a dual dynamic: stability in macroeconomic indicators alongside targeted sectoral labor shortages.
• Recruitment strategies must focus on high-demand, high-productivity sectors where specialized talent is critical.
• Policymakers and HR stakeholders should prioritize workforce planning initiatives, skills development programs, and international talent acquisition to bridge skill gaps efficiently.
• Accurate interpretation of labor statistics, particularly reliance on ILO definitions, is essential for informed decision-making and minimizing recruitment inefficiencies.

2. The State of Talent Supply and Demand

A. The Looming Skilled Worker Shortfall

The Looming Skilled Worker Shortfall

• Beneath the surface of a seemingly stable labor market in Denmark lies a significant structural challenge that is both demographic and educational in nature.
• Projections indicate a potential shortfall of approximately 150,000 skilled workers by 2035, marking a substantial constraint on the nation’s capacity to meet labor demands across high-skill sectors.
• According to the Danish Rational Economic Agents Model (DREAM):
  • The number of skilled workers is expected to decline by 75,000 by 2030.
  • By 2035, this gap is projected to more than double, resulting in a 20% reduction in the domestic skilled workforce.
• The primary causes of this structural shortage include an aging population and a reduced number of young individuals pursuing vocational, technical, and specialized higher education programs.

Impact of National Strategic Initiatives

• Denmark’s ambitious climate and energy policies are intensifying the demand for specialized talent:
  • The country aims for a 70% reduction in greenhouse gas emissions by 2030, establishing some of the most stringent climate objectives globally.
  • Large-scale projects, such as the development of North Sea energy islands, are anticipated to deliver 10 gigawatts of renewable capacity, requiring extensive labor in niche technical roles.
• These initiatives create an urgent need for professionals in emerging sectors, including:
  • Green engineering
  • Renewable energy installation and maintenance
  • Advanced environmental technologies
• Traditional industries, which have historically employed a significant portion of the workforce, are unable to supply sufficient numbers of personnel with these new skill sets.
• Additionally, younger generations entering the labor market are not adequately equipped to fill these gaps, further exacerbating the supply-demand mismatch.

Strategic Implications for Talent Planning

• The convergence of demographic decline and specialized skill requirements transforms the talent shortage into a national strategic challenge:
  • Recruitment efforts must move beyond conventional approaches, emphasizing proactive identification of skill gaps and workforce reskilling programs.
  • Companies are increasingly reliant on partnerships with educational institutions and vocational training centers to cultivate the next generation of professionals.
  • International talent acquisition becomes a critical tool to meet immediate labor needs in high-demand sectors.
• Without strategic intervention, Denmark risks undermining its capacity to achieve both its economic objectives and ambitious climate targets, illustrating how talent supply and demand are inextricably linked to national policy priorities.

Talent Demand Matrix: 2025–2035

Sector / Initiative	Projected Workforce Gap	Skills Required	Strategic Hiring Measures
Renewable Energy (North Sea Projects)	35,000	Engineers, technicians, project managers	Upskilling programs, international recruitment
Green Engineering & Climate Tech	40,000	R&D specialists, environmental engineers	University partnerships, vocational programs
Traditional Manufacturing	25,000	Skilled operators, industrial engineers	Retention strategies, internal reskilling
Information Technology & AI	20,000	Software developers, AI specialists	Targeted recruitment, coding bootcamps
Healthcare & Biotechnology	30,000	Lab technicians, researchers, medical staff	Specialized training pipelines

Key Insights

• The Danish labor market is entering a period where strategic workforce planning is no longer optional; it is essential for sustaining economic growth and achieving national climate objectives.
• Talent shortages are highly concentrated in sectors critical to Denmark’s future, emphasizing the need for precise, skills-focused recruitment strategies.
• Both private and public sector actors must collaborate to expand the domestic talent pipeline and supplement it with international expertise where necessary.
• Investment in specialized training, targeted recruitment, and workforce reskilling is fundamental to bridging the impending talent gap and safeguarding national strategic priorities.

B. Industries and Occupations with Persistent Bottlenecks

High-Growth Sector Pressures

• Despite a general easing of labor market pressure in Denmark, competition for talent in select high-growth sectors remains particularly intense.
• European Commission assessments highlight persistent recruitment challenges in industries that are central to Denmark’s economic and strategic growth, including:
  • Information and Communication Technology (ICT)
  • Healthcare and life sciences
  • Construction and infrastructure development
• EURES reports underscore chronic shortages in specialized professions, including:
  • Science and engineering professionals
  • Business and administration associate professionals
• These sector-specific bottlenecks reflect a structural skills mismatch, rather than a generalized lack of labor demand across the Danish economy.

Critical Disconnects in Labor Data

• Analysis of labor market data reveals important gaps in reporting that mask the full scale of talent scarcity:
  • Statistics Denmark does not publish quantitative job vacancy data for several essential sectors, notably public administration, education, and healthcare.
  • Healthcare, in particular, consistently experiences acute shortages of medical doctors, nurses, and specialized healthcare practitioners, which is not fully reflected in official vacancy statistics.
• As a result, national-level figures likely underestimate the true labor demand in strategically important public and high-skill sectors.
• Comprehensive understanding of the talent shortfall requires integrating qualitative reports, sector-specific studies, and government-published shortage lists to identify the occupations under the greatest strain.

Sectoral Talent Gap Matrix

Sector	Key Occupations in Shortage	Nature of Bottleneck	Strategic Hiring Implications
ICT	Software developers, AI specialists	High competition, rapid technology change	Upskilling, international recruitment
Healthcare & Life Sciences	Doctors, nurses, lab technicians	Chronic shortage, aging workforce	Targeted training, international talent
Construction & Infrastructure	Civil engineers, skilled tradespeople	Project-driven peaks in demand	Apprenticeships, workforce planning
Science & Engineering	Research scientists, engineers	Skills mismatch with industry needs	University partnerships, vocational programs
Business & Administration	Financial analysts, management associates	Emerging roles, sector-specific skills	Talent pipeline development, specialized recruitment

Insights and Strategic Considerations

• Persistent bottlenecks indicate that talent shortages in Denmark are highly concentrated and skills-specific, requiring precision-focused recruitment strategies.
• Private and public sector employers must prioritize collaboration with educational institutions, vocational programs, and international talent channels to bridge critical gaps.
• Failure to address these bottlenecks threatens the country’s capacity to sustain growth in high-value sectors, as well as its broader economic and strategic objectives.
• A combination of quantitative and qualitative labor market intelligence is essential to fully comprehend sectoral pressures and implement effective talent acquisition strategies.

3. Strategic Recruitment and International Talent Mobility

A. The Positive Lists: A Strategic Policy Response

• The Danish government has adopted a proactive and highly targeted approach to address structural labor shortages through its “Positive Lists,” administered by the Danish Agency for International Recruitment and Integration (SIRI).
• Updated biannually, these lists designate occupations experiencing persistent shortages, offering a structured pathway for skilled foreign professionals to obtain residence and work permits in Denmark.
• The July 1, 2025 updates provide concrete quantitative evidence of both the scale and acceleration of Denmark’s talent gap:
  • The Positive List for People with a Higher Education expanded to include 190 job titles, up from 162 in January 2025.
  • The Skilled Work Positive List grew to 65 job titles, compared with 48 earlier in the year.
• This significant expansion signals the precise areas of critical labor demand, and the requirement that roles on the Higher Education list remain for at least two years emphasizes the long-term structural nature of these shortages.

Evolving Talent Needs by Occupation

• Detailed analysis of the July 2025 Positive Lists reveals insights into the evolving composition of Denmark’s workforce demand:
  • Higher Education Positive List: The additions include managerial and technical roles such as heads of finance or logistics, business intelligence managers, IT engineers, management consultants, and communication officers. This highlights the dual demand for technical practitioners and strategic leadership capable of driving high-growth sectors.
  • Skilled Work Positive List: New additions include blacksmiths, electricity distribution technicians, electronics mechanics, and service technicians, reflecting labor requirements linked to Denmark’s green transition, renewable energy projects, and infrastructure expansion.
• The presence of IT engineers and business intelligence managers underscores a pervasive need for advanced digital skills across all major industries, signaling a shift from general labor needs toward highly specialized expertise.
• These lists function as a dynamic, real-time indicator of sectoral talent pressures and strategic workforce planning priorities, providing international professionals with a clear roadmap for employment opportunities.

Positive List Updates: Notable Additions and Removals (July 2025)

Positive List for People with a Higher Education	Status	Positive List for Skilled Work	Status
Head of Finance or Logistics	Added	Blacksmiths	Added
Hardware Developers	Added	Electricity Distribution Technicians	Added
Movie, TV & Animation Designers	Added	Service Technicians	Added
Business Intelligence Managers	Added	Electronics Mechanics	Added
Management Consultants	Added	Information Technology Support	Removed
Information Technology Engineers	Added	Webmasters	Removed
Communication Officers	Added	Secretaries	Removed
Finance Assistants	Removed
Welders	Removed

Strategic Implications for Recruitment

• The Positive Lists provide employers and international talent with a clear, actionable guide for recruitment, indicating both the type of skills in demand and the urgency of these shortages.
• The lists highlight a fundamental shift in Denmark’s labor market: a growing emphasis on managerial, technical, and digital expertise rather than general labor roles.
• Organizations must align recruitment strategies with these lists to effectively attract and retain talent in high-demand sectors, particularly in areas supporting innovation, green transition projects, and critical infrastructure development.
• For international professionals, the Positive Lists serve as a strategic entry point to the Danish labor market, offering clarity on eligibility and priority occupations.
• In essence, these lists are both a policy instrument and a labor market barometer, providing a precise lens through which Denmark’s recruitment strategies, talent needs, and international mobility policies can be understood.

B. Attracting and Retaining International Talent

Strategic Visa Programs and Policy Measures

• Denmark has recognized that the domestic talent pipeline alone is insufficient to meet the evolving labor market demands, particularly in high-skill and strategic sectors.
• To address this, the government has refined its visa programs, including the Pay Limit Scheme, which specifically targets technology professionals and requires a minimum annual salary of DKK 436,000.
• These measures serve as a proactive approach to bridging critical skill gaps and underscore Denmark’s reliance on international talent, particularly from EU countries, to sustain high-growth industries.
• Recruitment agencies, such as 9cv9 Recruitment Agency, play a crucial intermediary role by guiding foreign professionals through visa procedures, facilitating placement in high-demand sectors, and ensuring compliance with evolving immigration regulations.

Cultural Integration and Workplace Fit

• Attracting talent extends beyond administrative facilitation; Denmark’s workplace culture presents unique integration requirements:
  • The Danish model emphasizes work-life balance, high levels of trust, and a flat organizational hierarchy.
  • Networking, team collaboration, and cultural adaptability are critical determinants of professional success.
• Danish language proficiency is particularly influential, often boosting earnings by up to 12% and serving as a decisive factor in candidate selection for highly skilled roles.
• For international professionals, the ability to integrate culturally and professionally is as important as possessing technical or managerial skills.

Recruitment Strategies for International Talent

• Effective talent acquisition in Denmark requires a holistic approach that addresses both technical competencies and cultural adaptation:
  • Agencies like 9cv9 Recruitment Agency provide tailored services to ensure candidates understand local workplace expectations and integration requirements.
  • Employers are increasingly combining competitive compensation with structured onboarding programs, language support, and mentorship opportunities to enhance retention rates.
  • Emphasis on soft skills and cultural alignment is critical to mitigate attrition and maximize productivity in high-demand sectors such as ICT, engineering, healthcare, and renewable energy.

International Talent Matrix: Key Considerations

Factor	Strategic Importance	Practical Implications for Employers and Recruitment Agencies
Visa Programs & Pay Thresholds	Attracts high-skill professionals	Streamlined immigration support, compliance guidance
Cultural Fit & Language Skills	Enhances workplace integration and performance	Language training, mentorship, cultural onboarding
Recruitment Intermediaries	Bridges candidate-employer gap	Agencies like 9cv9 provide end-to-end support and placement
Compensation & Benefits	Retains international talent	Competitive salaries, work-life balance, career growth paths
Sectoral Skill Alignment	Ensures demand-driven hiring	Targeted placement in ICT, healthcare, engineering, green tech

Strategic Insights

• Denmark’s reliance on international talent is not temporary but a structural necessity, particularly in high-value, technology-driven, and strategic sectors.
• Recruitment agencies such as 9cv9 play an instrumental role in ensuring international candidates successfully navigate both bureaucratic processes and cultural integration challenges.
• Companies must design talent acquisition strategies that go beyond competitive salaries, incorporating cultural orientation, language support, and ongoing professional development to retain top performers.
• The combined approach of policy facilitation, cultural integration, and strategic recruitment ensures Denmark remains competitive in attracting and retaining global talent, thereby sustaining innovation and sectoral growth.

4. Wages, Compensation, and the Evolving Employee Value Proposition (EVP)

A. Wage Growth and Industry Benchmarks

Wage Growth and Industry Benchmarks

• The Danish labor market in 2025 is characterized by moderate and steady wage growth, reflecting overall stability and a slight easing of broad labor market pressures.
• The average Danish employee earns approximately DKK 48,572 per month before taxes. Projections indicate that standardized monthly earnings are expected to reach DKK 48,339 by the end of 2025, with a further increase to DKK 49,306 anticipated in 2026.
• European Commission forecasts suggest continued nominal and real wage growth, though at a slower pace than in the previous two years, signaling a stabilizing compensation environment.

High-Demand and Specialist Role Premiums

• While overall wage growth is moderate, there exists a substantial wage premium in sectors and roles experiencing acute talent shortages:
  • Senior tech leads command annual salaries ranging from DKK 650,000 to DKK 950,000, with Copenhagen-based positions reaching up to DKK 849,150.
  • Information Technology Engineers earn an average of DKK 574,513 annually, reflecting the high demand for digital expertise.
  • ESG Managers may earn up to DKK 71,500 per month, reflecting the strategic importance of sustainability-focused roles.
• These figures significantly exceed the national average monthly salary of DKK 48,572, demonstrating that talent scarcity in critical sectors translates directly into higher compensation expectations.

Sectoral Compensation Matrix

Sector / Role	Average Annual Salary (DKK)	Monthly Gross (DKK)	Key Drivers of Wage Premium
Senior Tech Leads	650,000 – 950,000	54,167 – 79,167	High-demand AI, software development, digital strategy
Information Technology Engineers	574,513	47,876	Technical expertise, scarce digital skills
ESG Managers	858,000	71,500	Sustainability initiatives, strategic corporate value
Average National Employee	582,864	48,572	General labor, market stability

Implications for Employee Value Proposition

• The disparity between average and high-demand salaries underscores the necessity for companies to adopt nuanced and sector-specific compensation strategies:
  • Uniform wage increases across all roles are no longer sufficient to attract top talent in critical sectors.
  • Competitive remuneration for niche roles is essential to secure candidates with in-demand expertise, particularly in AI, green technology, renewable energy, and sustainability domains.
• Employers must also integrate non-monetary elements into the Employee Value Proposition (EVP):
  • Flexible work arrangements, professional development, and career progression opportunities are increasingly important in retaining top-tier talent.
  • A compelling EVP combines competitive pay with cultural fit, growth pathways, and alignment with strategic initiatives such as Denmark’s green transition.

Strategic Insights

• Wage growth trends in 2025 highlight that Denmark’s labor market is simultaneously stable at a macro level yet highly dynamic at the sectoral level.
• Organizations targeting critical skill areas must benchmark salaries against specialized roles rather than national averages to remain competitive.
• A comprehensive approach to talent attraction and retention that balances compensation with work culture, career development, and alignment with strategic national priorities is crucial for sustaining innovation and growth in high-value industries.

B. The Changing Employee Value Proposition (EVP)

Evolving Expectations Beyond Salary

• The traditional Employee Value Proposition (EVP) in Denmark, once primarily focused on salary and benefits, is undergoing a profound transformation.
• Danish work culture, characterized by strong social safety nets, high trust levels, and an emphasis on work-life balance, now drives employees to seek deeper meaning, ethical alignment, and flexibility from their employers.
• Recent insights from PwC’s “Workforce of the Future” report highlight two emerging paradigms shaping employee expectations:
  • The “Yellow World,” where human-centered values, empathy, and workplace well-being are prioritized.
  • The “Green World,” where corporate responsibility, sustainability, and social impact are integral to the company’s mission, shaping employee decisions and consumer perceptions.

AI Integration and the Evolution of Roles

• Artificial intelligence is increasingly becoming a transformative factor in redefining work structures and EVP frameworks.
• Deloitte’s 2025 Human Capital Trends report identifies AI as a foundational technology comparable to electricity, automating repetitive tasks while subtly reshaping job roles across industries.
• This technological shift is producing a shrinking pool of traditional entry-level positions, leading to a significant “experience gap” for new entrants into the labor market.
• Despite these changes, Danish employees largely embrace AI-driven transformations, with 74% expressing readiness to acquire new skills or retrain to maintain employability.

Upskilling, Reskilling, and Strategic EVP

• A critical element of the modern EVP is a company’s commitment to long-term career development and skill enhancement. Key considerations include:
  • Offering structured upskilling and reskilling programs to ensure employees can thrive in AI-augmented work environments.
  • Providing clear communication about how AI will complement, rather than replace, human contributions, reinforcing the principle of “protecting people, not jobs.”
  • Embedding opportunities for continuous learning into the company culture, addressing both workforce anxieties and talent retention challenges.
• Organizations that succeed in these areas not only enhance employee satisfaction but also strengthen their reputation as ethical, socially responsible, and forward-thinking employers.

EVP Transformation Matrix

EVP Component	Traditional Focus	Evolving Focus in 2025	Strategic Implications for Employers
Compensation & Benefits	Salary, standard perks	Competitive pay, performance-based incentives	Benchmark against high-demand sectors, customize packages
Work-Life Balance	Flexibility in hours	Flexible schedules, remote work, wellness programs	Embed policies supporting well-being and balance
Purpose and Meaning	Job security	Ethical alignment, corporate responsibility, social impact	Align company mission with employee values
Career Development	Standard training programs	Upskilling, reskilling, AI-enabled learning pathways	Provide tangible learning and growth opportunities
Technological Adaptation	Minimal automation	AI integration, human-AI collaboration	Communicate AI’s augmentation benefits clearly
Cultural Integration	Organizational norms	Inclusion, trust, transparency	Foster a culture of openness and ethical leadership

Strategic Insights

• The Danish EVP in 2025 reflects a shift from transactional employment relationships toward holistic, purpose-driven engagements.
• Companies must adopt multi-dimensional EVPs that balance competitive compensation, ethical corporate conduct, technological adaptation, and continuous skill development.
• Employers who prioritize career viability, embrace AI as a workforce enhancer, and actively support employee growth are positioned to attract and retain the most talented professionals in an increasingly competitive labor market.
• This evolving EVP not only mitigates the impact of talent shortages but also reinforces the organization’s standing as a socially conscious, forward-looking, and resilient employer of choice.

5. The Future of Work and Recruitment Technology

A. The Automation and Skills Revolution

The Automation and Skills Revolution

• Denmark’s labor market in 2025 is increasingly shaped by the twin forces of automation and evolving skill demands, marking a fundamental shift in the future of work.
• McKinsey estimates that up to 40% of work hours in Denmark could potentially be automated, signaling a significant transformation across industries.
• Unlike in many other countries, the Danish workforce maintains a distinctly positive perspective on this shift:
  • Eurobarometer data indicates that 86% of Danes perceive AI and robotics as beneficial for society.
  • The Danish Confederation of Trade Unions reports that 60% of workers anticipate automation will generate more engaging and intellectually stimulating tasks.
• This cultural optimism positions Denmark uniquely, enabling policymakers and employers to prioritize skill development and workforce agility rather than focusing solely on job protection.

Human-Machine Synergy and Workforce Adaptability

• The Danish approach frames AI and automation as tools to enhance human productivity, fostering a collaborative human-machine dynamic rather than a zero-sum conflict.
• By 2025, approximately 49% of the Danish workforce is projected to possess high-level qualifications, reflecting an emphasis on adaptability and technical literacy.
• Demand for digital skills has grown substantially, with a reported 167% increase in requirements for competencies in AI, data analytics, and machine learning.
• PwC global reports confirm that AI adoption can enhance worker productivity, particularly when integrated with uniquely human capabilities such as:
  • Creativity and innovation
  • Problem-solving and analytical thinking
  • Strategic planning and decision-making
• Hybrid skill sets, which combine technical expertise with human judgment, are emerging as the most valuable asset in the workforce.

High-Demand Roles in the Automation Era

• Key sectors experiencing critical talent pressure include technology, renewable energy, green engineering, and data analysis.
• Professionals capable of translating complex data into actionable, sustainable solutions are in exceptionally high demand.
• The convergence of technical and human skills is not confined to technology roles but is increasingly required across all industries, from finance to healthcare, as automation reshapes operational processes.

Skills Development and Strategic Recruitment

• Recruitment strategies must now integrate skill development with talent acquisition to address both immediate labor shortages and long-term workforce needs:
  • Employers are investing in upskilling and reskilling programs that cultivate hybrid skill sets.
  • AI-enabled learning platforms and digital training modules are increasingly deployed to accelerate workforce readiness.
  • Strategic hiring focuses not only on technical proficiency but also on cultural adaptability, problem-solving, and innovation potential.

Automation and Skills Demand Matrix

Sector / Function	Key Skills Required	Human-Machine Interaction	Strategic Recruitment Focus
Technology & AI	AI development, Data Analytics	Augmentation	Hybrid skill hiring, digital literacy
Green Engineering & Sustainability	Renewable energy, Systems Optimization	Collaboration	Specialized technical recruitment
Finance & Business Intelligence	Data analysis, Strategic Forecasting	Decision support	Upskilling in AI-enabled analytics
Healthcare & Life Sciences	Medical technology, Digital tools	Process automation	Blended technical and patient care skills
General Industry	Process optimization, Problem-solving	Task augmentation	Training programs for cross-functional skills

Strategic Insights

• Denmark’s positive cultural outlook on automation provides a competitive edge, fostering a workforce that is both technologically literate and highly adaptable.
• The future of recruitment in Denmark requires a dual focus: identifying high-value technical skills while nurturing human-centric competencies that cannot be automated.
• Hybrid skill development, strategic upskilling, and AI-enhanced recruitment technologies are essential to maintain Denmark’s labor market competitiveness and sectoral innovation.
• Organizations that align their workforce strategy with this automation and skills revolution will secure a sustainable, high-performing, and future-ready talent pool.

B. Evolving Recruitment Channels and Technologies

Digital-First Recruitment Strategies

• Denmark’s recruitment ecosystem is experiencing a rapid transformation, increasingly favoring digital-first strategies while integrating advanced recruitment technologies.
• LinkedIn has become the leading professional networking platform for hiring, with 70% of large private enterprises and 49% of smaller firms actively leveraging it for talent acquisition.
• Recruitment on LinkedIn is highly targeted and relationship-driven, with Danish recruiters prioritizing key indicators such as:
  • Former employment history (73%)
  • Shared professional connections (34%)
  • Profile summaries and endorsements (29%)
• This approach highlights that, even in a digital environment, recruitment in Denmark remains heavily reliant on professional networks and relational insights.

AI-Powered Recruitment and Automation

• To address talent bottlenecks and streamline hiring processes, Danish organizations are increasingly adopting AI-powered recruitment technologies.
• Specialized platforms such as iSmartRecruit and Jobilla, designed for the Danish market, provide:
  • AI-enabled candidate matching
  • Recruitment process automation
  • Digital headhunting capabilities for both active and passive talent
• These tools allow recruiters to shift from traditional administrative functions to strategic roles, using data-driven insights to identify, assess, and engage top-tier candidates efficiently.

Strategic Talent Partnering: 9cv9 Recruitment Agency

• Agencies like 9cv9 Recruitment Agency are emerging as key strategic partners in Denmark’s evolving recruitment landscape.
• By combining AI-assisted sourcing tools with personalized candidate engagement, 9cv9 ensures that organizations can access highly specialized and managerial talent that aligns with both technical and cultural requirements.
• Their approach illustrates how modern recruitment in Denmark is increasingly hybrid: integrating cutting-edge technology with traditional relationship management to address critical skills shortages and sector-specific talent gaps.

Recruitment Technology Adoption Matrix

Recruitment Channel / Tool	Adoption Rate in Denmark	Key Features	Strategic Benefit
LinkedIn	Large firms 70%, SMEs 49%	Professional networking, profile insights	Relationship-driven, targeted candidate sourcing
iSmartRecruit	Growing	AI-powered matching, automation	Efficient screening, reduced time-to-hire
Jobilla	Growing	Digital headhunting, candidate engagement	Access to passive and niche talent pools
9cv9 Recruitment Agency	N/A	Hybrid AI-human recruitment, strategic placement	Combines tech efficiency with personalized talent acquisition

Strategic Insights

• Danish recruitment is increasingly defined by the integration of digital tools, AI-powered platforms, and relational intelligence.
• Companies that leverage these tools strategically, alongside expert agencies like 9cv9, can overcome persistent skills shortages in high-demand sectors.
• The future of recruitment in Denmark is not only digital but also highly strategic, requiring a balance between technological efficiency and human-centric candidate engagement.
• Organizations that align their talent acquisition strategy with these emerging practices are better positioned to secure specialized skills, accelerate hiring, and enhance overall workforce quality.

6. Recommendations and Strategic Outlook

Reconciling the Danish Paradox

• The Danish labor market in 2025 embodies a unique paradox. On one hand, it demonstrates robust economic growth driven by high-productivity, capital-intensive sectors such as pharmaceuticals, renewable energy, and technology. On the other hand, it faces a persistent and structural shortage of skilled workers, which threatens long-term strategic and economic objectives.
• This paradox is further accentuated by the workforce’s optimistic attitude toward AI and automation, juxtaposed against a talent pool that is insufficiently prepared for emerging skill requirements.
• The combination of demographic shifts, sector-specific bottlenecks, and the accelerated adoption of technology necessitates a redefined, forward-looking approach to talent management, recruitment, and workforce planning.

Strategic Recommendations for Businesses

• Embrace the Human-AI Symbiosis
  • Companies must reorient their approach from job preservation to human capital development, recognizing AI as a tool to augment rather than replace human capabilities.
  • Proactive investment in reskilling and upskilling programs is essential to ensure employees acquire high-demand technical and hybrid skills.
  • Organizations should communicate clear narratives around AI integration, emphasizing tangible pathways for employees to gain new competencies and advance in their careers.
• Target Strategic Bottlenecks
  • Broad-based recruitment strategies are increasingly inefficient in a labor market defined by a skills mismatch.
  • Companies should focus talent acquisition and compensation efforts on high-demand sectors such as ICT, healthcare, green technology, and advanced engineering.
  • Governmental tools such as the Positive Lists serve as dynamic guides, highlighting occupations with the most acute talent shortages and enabling strategic, data-informed recruitment planning.
• Redefine the Employee Value Proposition (EVP)
  • A competitive salary is only the baseline in Denmark’s high-standard labor environment; the EVP must encompass purpose, ethical responsibility, and career development.
  • Firms should emphasize commitments to environmental and social causes, employee well-being, and transparent career progression pathways.
  • Integrating AI and automation into EVP strategies signals to prospective and existing employees that the organization prioritizes skill development and long-term employability.
• Modernize the Recruitment Process
  • The adoption of AI-powered recruitment software is no longer optional; it is critical to automate repetitive tasks like candidate screening and matching.
  • Recruitment professionals are thereby freed to focus on strategic outreach, relationship-building, and engagement with passive talent.
  • A robust digital presence, particularly on platforms such as LinkedIn, is essential to identify, attract, and retain highly skilled candidates.
  • Collaboration with agencies like 9cv9 Recruitment Agency can enhance access to niche talent pools while combining technology with personalized recruitment strategies.

Forward-Looking Perspective

• Denmark’s unique combination of proactive government policies, including expanded Positive Lists and streamlined international visa schemes, creates a clear framework for attracting highly skilled global talent.
• The population’s positive perception of technology and automation, combined with a culture rooted in trust, collaboration, and work-life balance, provides fertile ground for innovative workforce strategies.
• Organizations that strategically invest in reskilling, implement AI-driven recruitment technologies, and adopt a purpose-driven EVP will be best positioned to overcome structural talent shortages.
• By aligning workforce strategies with technological advancements and targeted recruitment initiatives, Denmark can maintain its economic vitality, drive sustainable growth, and reinforce its position as a global leader in innovation and competitiveness.

Talent Strategy and Recruitment Matrix

Strategic Focus	Key Actions	Expected Outcomes
Human-AI Symbiosis	Upskilling, reskilling, AI integration programs	Enhanced workforce adaptability, productivity
Strategic Bottlenecks	Focused recruitment in ICT, healthcare, green tech	Reduced critical skills gaps, faster hiring
Redefined EVP	Purpose-driven initiatives, career development	Higher retention, improved employer brand
Modern Recruitment Process	AI-powered software, digital engagement, agency partnerships	Efficient hiring, access to specialized talent

• The matrix provides a clear blueprint for organizations navigating Denmark’s labor market in 2025, emphasizing strategic interventions that align talent acquisition, technological adoption, and workforce development.

Conclusion

The Danish labor market in 2025 presents a complex yet strategically significant landscape for businesses, policymakers, and talent alike. While the nation continues to benefit from robust economic growth driven by high-productivity sectors such as pharmaceuticals, renewable energy, ICT, and advanced engineering, it simultaneously faces a profound structural shortage of skilled workers. This dual reality, often referred to as the Danish paradox, underscores the need for a highly targeted and sophisticated approach to recruitment and workforce planning.

A closer examination of labor market indicators reveals that Denmark maintains relative stability, with unemployment hovering around 6.2% to 6.5% and labor force participation exceeding 73%. However, beneath these headline figures lies a concentrated demand for highly specialized skills, particularly in sectors critical to the country’s economic and strategic objectives. Job vacancies, numbering over 55,000 in the first quarter of 2025, reflect a persistent gap between talent supply and sector-specific demand. Industries such as healthcare, ICT, green technology, and construction are experiencing acute bottlenecks, highlighting a structural skills mismatch rather than a broad-based labor shortage.

The Danish government has proactively addressed these challenges through initiatives such as the Positive Lists, which identify occupations with chronic shortages, and streamlined visa schemes aimed at attracting international talent. These policies serve as vital tools for bridging domestic talent gaps, while also signaling to the global workforce where opportunities are most critical. Agencies like 9cv9 Recruitment Agency are playing a pivotal role in operationalizing these strategies, combining AI-powered recruitment tools with personalized candidate engagement to place highly skilled professionals in both technical and managerial roles.

Compensation trends in Denmark further emphasize the evolving nature of talent demand. While average wage growth remains moderate, salaries for high-demand roles such as IT engineers, ESG managers, and senior tech leads are significantly above the national average. This wage premium underscores the need for businesses to adopt differentiated compensation strategies that align with sector-specific skill requirements. Moreover, the broader employee value proposition is evolving beyond salary to include purpose, ethical alignment, professional development, and work-life balance. Companies that successfully integrate these elements into their EVP are better positioned to attract, retain, and develop top talent in a competitive market.

The accelerating adoption of AI and automation is reshaping the Danish workforce, creating a symbiotic relationship between human talent and technology. While McKinsey estimates that 40% of work hours could potentially be automated, the Danish workforce is notably optimistic about the transformative potential of AI. Employees are increasingly willing to retrain and reskill, and businesses that invest in comprehensive upskilling initiatives can capitalize on this mindset to build an agile and adaptive talent base. High-demand hybrid skills, combining technical expertise with creativity, problem-solving, and strategic thinking, are becoming indispensable across all industries, from green engineering to data analytics.

Recruitment channels and technologies are evolving in parallel, with LinkedIn emerging as the dominant platform and AI-powered software such as iSmartRecruit and Jobilla streamlining candidate sourcing, matching, and engagement. The integration of these tools enhances efficiency and allows recruiters to focus on relationship-building and strategic talent acquisition. Partnering with recruitment agencies like 9cv9 further strengthens access to specialized and managerial talent pools, ensuring that companies can meet sector-specific needs effectively.

Looking forward, the strategic outlook for hiring and recruitment in Denmark requires a multi-faceted approach. Businesses must embrace the human-AI symbiosis, target critical skills bottlenecks, redefine the employee value proposition, and modernize recruitment processes to remain competitive. Denmark’s proactive governmental policies, cultural openness to technology, and high workforce adaptability create a unique environment for implementing these strategies. Organizations that successfully navigate this complex landscape will not only overcome talent shortages but also secure a competitive advantage in innovation, sustainability, and economic growth.

In conclusion, the state of hiring and recruitment in Denmark in 2025 reflects a dynamic and rapidly evolving environment. While structural challenges persist, the combination of targeted policy measures, technological integration, strategic recruitment, and investment in human capital provides a roadmap for sustained economic vitality. Denmark’s ability to reconcile economic growth with talent shortages, embrace technological transformation, and foster an adaptive, skilled workforce will define the nation’s position as a global leader in innovation, sustainable development, and competitive talent management in the coming decade.

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People Also Ask

What is the current state of the Danish labor market in 2025?

Denmark’s labor market in 2025 shows stable unemployment at 6.2%-6.5%, strong participation rates, but persistent skilled labor shortages in high-demand sectors like ICT, healthcare, and green technology.

Which sectors face the highest talent shortages in Denmark?

ICT, healthcare, construction, and green technology sectors face acute skills gaps due to high demand and insufficient domestic talent supply.

What is the Positive List in Denmark?

The Positive List identifies occupations with persistent labor shortages, allowing skilled foreign workers to obtain residence and work permits in Denmark.

How many job vacancies exist in Denmark in 2025?

Over 55,000 job vacancies were reported in Q1 2025, reflecting sector-specific talent shortages rather than a general labor deficit.

What role does international talent play in Denmark?

International talent is critical for filling skills gaps, particularly in ICT, healthcare, and green sectors, supported by streamlined visa programs and recruitment initiatives.

Which recruitment agencies are prominent in Denmark?

Agencies like 9cv9 Recruitment Agency provide specialized services, connecting companies with high-demand domestic and international talent.

How are wages trending in Denmark in 2025?

Average wages are stable at around DKK 48,572/month, but high-demand roles in tech, ESG, and specialized sectors command significantly higher salaries.

What skills are most in demand in Denmark?

Digital expertise, AI, data analytics, green engineering, and leadership roles are among the most sought-after skills across multiple sectors.

How is AI affecting recruitment in Denmark?

AI is enhancing recruitment by automating candidate matching, streamlining processes, and enabling recruiters to focus on strategic engagement and talent planning.

What is the impact of automation on the Danish workforce?

Automation is reshaping roles, with 40% of work hours potentially automatable. Danish workers view this positively, emphasizing skill development over job loss.

How does Denmark’s work culture affect hiring?

Danish culture values work-life balance, trust, collaboration, and cultural fit, making integration and adaptability key factors for international recruits.

Are there sector-specific salary premiums in Denmark?

Yes, senior tech leads, IT engineers, and ESG managers earn salaries well above national averages due to high demand and skill scarcity.

What is the employment rate in Denmark in 2025?

The employment rate for individuals aged 15-64 is approximately 77%, reflecting a healthy labor force and above-average EU participation levels.

How does Denmark attract skilled foreign workers?

Through visa programs like the Pay Limit Scheme and Positive Lists, Denmark facilitates entry for international professionals in high-demand roles.

Which cities have the highest demand for talent?

Copenhagen, Aarhus, and Odense see the highest demand, particularly in tech, healthcare, and green energy sectors.

How is the employee value proposition changing in Denmark?

EVPs now emphasize purpose, ethical alignment, professional development, work-life balance, and long-term career growth beyond salary.

What is the role of recruitment technology in Denmark?

AI-powered platforms like iSmartRecruit and Jobilla optimize candidate sourcing, screening, and engagement, transforming recruiters into strategic talent managers.

How do companies address the skilled labor shortage?

Businesses focus on targeted recruitment, sector-specific compensation, upskilling, reskilling, and international talent acquisition strategies.

What demographic challenges affect Denmark’s workforce?

An aging population and declining vocational education uptake contribute to projected shortages of over 150,000 skilled workers by 2035.

How do Positive Lists influence hiring strategies?

They provide a dynamic roadmap for companies to identify critical roles, prioritize recruitment, and attract international talent to address shortages.

What training initiatives are important in Denmark?

Upskilling and reskilling programs in AI, data analytics, green technologies, and leadership are crucial to prepare the workforce for future demands.

How does Denmark’s economy affect labor demand?

Economic growth is concentrated in high-productivity sectors, creating strong demand for specialized skills while leaving general labor demand moderate.

What recruitment challenges do companies face in Denmark?

Talent bottlenecks, skills mismatch, sector-specific shortages, and cultural integration for international hires are key challenges.

How do wage trends impact recruitment strategies?

Competitive salaries aligned with high-demand sectors are essential, while average wages serve as a baseline for broader compensation planning.

What role do government policies play in talent acquisition?

Policies like Positive Lists, visa programs, and international recruitment initiatives directly support companies in bridging talent gaps.

How important is cultural fit for international hires?

Cultural alignment, Danish language proficiency, and integration into collaborative workplaces are critical for successful recruitment.

How are hybrid skills shaping Denmark’s labor market?

Roles combining technical expertise with creativity, problem-solving, and strategic thinking are increasingly valuable across all high-demand sectors.

Which recruitment platforms are widely used in Denmark?

LinkedIn is dominant, with recruiters assessing profiles based on employment history, connections, and professional summaries for targeted hiring.

How does AI complement human talent in Denmark?

AI enhances productivity, streamlines recruitment, and allows humans to focus on complex problem-solving, creativity, and strategic decision-making.

What is the outlook for Denmark’s labor market beyond 2025?

Strategic investment in people, technology adoption, and international talent integration positions Denmark to address future skill gaps and sustain economic growth.

Sources

European Commission,
Nationalbanken Denmark,
Trading Economics,
Statistics Denmark,
KUN Services,
European Union (EURES),
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Danish Ministry of Finance,
Radner.dk,
European Commission (ec.europa.eu),
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Corporate Immigration Partners,
California Department of Labor,
Erieri,
Paylab,
PwC,
Deloitte,
PR Newswire,
PwC Switzerland,
PwC China,
Workindenmark,
iSmartRecruit