How to Hire Childcare Workers and Nannies in Denmark (2026)

6 min

The Reality of Hiring Non-EU Childcare Staff in Denmark

Denmark faces a persistent shortage of qualified early childhood staff. Preschools, nurseries (vuggestuer), and private childcare providers across Greater Copenhagen, Aarhus, and Odense struggle to fill positions for both qualified pedagogues (pædagoger) and childcare assistants (pædagogmedhjælpere). Increased mandatory staff-to-child ratios have heightened competition for local workers.

However, employers must understand that recruiting non-EU workers for childcare in Denmark is legally complex and rarely used as a fast fix. Denmark does not offer a dedicated low-skilled worker visa for domestic or basic childcare roles. To bring a non-EU childcare worker or nanny to Denmark legally, the position must meet strict salary thresholds, align with specific shortage lists, or qualify under professional recognition rules set by national authorities.

Because of these immigration hurdles, many private households and smaller nurseries first look to EU/EEA citizens, who hold immediate work rights without visa sponsorship. When Danish employers do sponsor non-EU childcare candidates, they typically do so through specialized visa categories administered by the Danish Agency for International Recruitment and Integration (SIRI). Understanding these legal boundaries before extending a job offer prevents costly administrative delays.

Legal Permit Routes and the SIRI Application Process

All work permits for non-EU nationals in Denmark are processed by SIRI (Styrelsen for International Rekruttering og Integration). Employers should always check current criteria directly on the official SIRI portal (nyidanmark.dk) before starting an application, as rules and income thresholds update regularly.

To sponsor a non-EU childcare worker or nanny, employers generally rely on one of three immigration tracks:

The Positive List for Higher Education: Applies if the candidate holds a formal degree in early childhood education that matches a recognized Danish bachelor level pedagogue (pædagog). The role must appear on the active shortage list published by SIRI twice a year.
The Pay Limit Scheme (Beløbsordningen): A salary-driven route that does not depend on specific qualifications or shortage lists. To qualify, the employer must pay a gross annual salary above the statutory threshold set by the Danish government. This threshold is set high (typically exceeding DKK 480,000 per year), making it suitable primarily for high-earning private nanny positions or specialized managerial positions rather than standard nursery assistants.
The Supplementary Pay Limit Scheme: Offers a slightly lower salary threshold than the standard Pay Limit Scheme. However, it requires the employer to advertise the vacant position on the official Danish job portal (Jobnet) and EURES for at least two weeks before submitting an application, proving no suitable candidate was found locally or within the EU.

The application process is initiated online via SIRI using a digital ID (MitID Erhverv). The employer completes the first section of the application, pays the processing fee, and submits details about the job contract, salary, and working conditions. The worker then completes their portion, submits copies of credentials, and books an appointment at a Danish diplomatic mission abroad to record biometric data.

Timeline: From Job Offer to First Day

Hiring a non-EU childcare worker in Denmark requires advance planning. Employers should expect a total timeline of 3 to 5 months from the initial job offer to the worker starting on site.

Job Posting (2 to 3 weeks): If using the Supplementary Pay Limit Scheme, the position must run on Jobnet and EURES for at least 14 days before filing.
SIRI Case Processing (1 to 3 months): SIRI standard processing times for pay limit and professional schemes range between 30 and 90 days, provided all documentation is complete. Missing contract details or unverified pay figures will trigger a request for information and delay the file.
Biometrics and Visa Stamping (2 to 4 weeks): Once approved, the worker must submit their passport and biometrics at a Danish embassy or visa application center in their home country to receive an entry visa and residence permit card.
Local Registration in Denmark (1 to 2 weeks): Upon arrival, the worker must register their local address at the Civil Registration Office (Folkeregister) to obtain a CPR number, apply for a tax card (skattekort), and open a Danish bank account (NemKonto).

Pay Standards, Qualification Recognition, and Accommodation

Denmark does not have a single statutory national minimum wage set by law. Instead, pay and working conditions are established by collective bargaining agreements (overenskomster) or standard sector rates. SIRI evaluates whether offered compensation matches typical Danish market standards before approving a permit.

Pay Standards: Qualified childcare staff (pædagoger) typically earn between DKK 28,000 and DKK 35,000 per month depending on location and experience. Unqualified assistants (pædagogmedhjælpere) earn between DKK 22,000 and DKK 26,000 per month under standard collective agreements signed by unions such as BUPL or FOA. If using SIRI pay limit schemes, the required contract salary will be higher than standard collective agreement rates to meet the legal minimum threshold.
Qualification Recognition: If hiring a qualified pedagogue, the worker's foreign degree must be evaluated by the Danish Agency for Higher Education and Science (Uddannelses- og Forskningsstyrelsen). This assessment confirms whether the foreign diploma corresponds to a Danish Bachelor in Social Education (Professionsbachelor som pædagog).
Working Hours: Standard full-time work in Denmark is 37 hours per week. Overtime compensation and shift allowances must comply with the applicable collective agreement or Danish employment law.
Housing Obligations: Institutional employers rarely provide housing. However, for private families hiring a nanny, providing private living quarters is common. If housing is provided, the value deducted from salary must be reasonable and clearly outlined in the written employment contract. In competitive housing markets like Copenhagen, employers who provide guidance or temp accommodation find it significantly easier to retain staff.

Recruitment Fees and Employer Liability

Under Danish law and international labor standards established by the ILO, a worker must never be charged fees for recruitment, processing, or placement. Legitimate employers bear all costs associated with sourcing, legal compliance, and visa filing.

Third-party agencies or brokers that charge jobseekers upfront payment for employment contracts in Denmark operate illegally. Employers who knowingly or negligently work with agencies that extract recruitment fees from workers risk severe legal penalties, mandatory financial restitution, and potential disqualification from sponsoring foreign nationals through SIRI. Ensuring a direct, fee-free path for candidates protects the employer from regulatory action and reputational damage.

What This Costs You, Roughly

Budgeting for a non-EU childcare hire involves direct state fees, relocation allowances, and administrative overhead. Below are the standard cost ranges for a single worker:

SIRI Case Processing Fee: DKK 4,000 to DKK 6,000 (paid directly to the Danish immigration authority).
Qualification Assessment: DKK 0 to DKK 2,000 (depending on documentation needs with Uddannelses- og Forskningsstyrelsen).
Jobnet / Mandatory Adverts: DKK 0 (Jobnet postings are free for Danish registered businesses).
Travel and Arrival Assistance: DKK 4,000 to DKK 12,000 (flights, temporary housing allowance, or relocation support).
Legal or Admin Support (Optional): DKK 8,000 to DKK 20,000 if using a specialist immigration consultant to file SIRI paperwork.

Finding Candidates on Workuro

Workuro offers a direct registry where candidates, including childcare workers and nannies, publish profiles stating their desire to move to Denmark. Because Workuro operates as a public database rather than a recruitment agency, employers maintain total control over the hiring pipeline.

Employers can search candidate profiles by qualification, language skills, and experience, contacting workers directly to schedule interviews and verify references. Workuro takes no placement fees, charges zero commission per hire, and never charges workers to register their details.

Our candidate registry for Denmark is young and actively growing. While it does not match the volume of traditional generalist job sites, every worker listed on Workuro has explicitly opted in to explore employment opportunities abroad. Employers can browse candidates today to start direct conversations with motivated childcare professionals.