A service built around the employer and the employee
Your HR team needs to know what is outstanding, what requires employer action and how the proposed start date relates to the relocation process. The employee needs clear instructions about documents, appointments and personal responsibilities.
We bring these requirements into the same agreed plan. The scope identifies the people involved, the documents each party supplies, the stages covered and how progress is communicated. This is particularly useful when your company has experience with recruitment but limited capacity to manage individual relocation administration.
Immigration coordination before arrival
For employment-related immigration work, the employee's circumstances must be considered alongside the Danish position and employment terms. We help organise the relevant assessment and document preparation, coordinate employer and employee input and follow the agreed application tasks.
The available route is not determined by the company simply wanting to hire someone. A change in role, employer or employment terms may affect the relevant process. Early review helps your team establish which information is needed before committing to a detailed relocation schedule.
Registration and practical onboarding after arrival
The agreed arrival service can include CPR registration preparation, guidance on digital access, tax registration assistance and banking document coordination. These administrative tasks are separate from your internal employment onboarding, but employees often need help understanding how they fit into their move.
We identify which tasks the employee must complete personally and what documents or information your company should provide. Attendance and local accompaniment are included only when expressly agreed for the relevant location.
Support for employees moving with family
A delayed or unclear family plan can create additional work for HR and the employee. We ask whether a partner or children are joining the move, which services the company funds and whether some family tasks will be handled privately.
Family-related immigration and registration work is assessed separately. Practical accommodation or school support can be discussed where delivery arrangements exist, with separate costs and responsibilities identified in the proposal.
One hire or an ongoing programme
For a single hire, we propose a defined case scope linked to the employee and anticipated timetable. This gives your team an itemised view of the work and the information required.
For repeat hires, we can discuss a consistent way to request cases, agree service levels and share updates. Reusing a process does not mean reusing an eligibility conclusion: each employee and position still requires individual review.
For several employees arriving together, we separate shared planning from personal documents and individual applications. A common arrival date does not guarantee that all cases will progress at the same speed.
Reporting and responsibilities
Before work begins, agree the HR contact, employee contacts and update method. Case updates should identify completed tasks, outstanding information, the party responsible and the next known action. The proposal should also state whether the service ends at a particular milestone or includes a period of further support.
Your company remains responsible for recruitment, employment contracts and internal employment decisions. Authorities make immigration and registration decisions; banks and other providers determine their own outcomes. Our responsibility is the relocation work described in the agreement.
Corporate pricing
A corporate quote should identify services, employee numbers, any family scope and external charges. Additional work arising from changed circumstances should be confirmed before it is performed. For ongoing arrangements, discuss the expected number and type of cases so the service model can be priced realistically.
Frequently asked questions
Yes. We can coordinate agreed relocation tasks with your HR team, employee and recruitment partner. The first step is to define who supplies the employment information, who communicates with the employee and who is authorised to receive personal information.
This helps avoid repeated document requests and unclear ownership of tasks. Recruitment, candidate selection and placement fees remain separate from our relocation scope. Tell us which partners are involved and what they already handle, so the proposal covers the gaps your company actually needs us to address.
No. We can propose a defined service for a business hiring its first international employee as well as a company managing repeated hires. A smaller employer may need more explanation of its own tasks, while an established HR team may mainly need case preparation and coordination.
We scope the service around your employee, existing internal resources and reporting needs. Share the number of hires, proposed start dates and any assistance already arranged. You do not need to purchase an ongoing programme to discuss support for a single employee.
We can help your company plan towards a proposed start date, but we cannot guarantee an authority decision, appointment or permission to work by that date. The position needs to be assessed for the employee’s actual circumstances rather than assumed from the recruitment timetable.
Tell us your target date early. We can identify preparation tasks, missing employer information and dependencies that may affect the plan. Where an uncertainty remains, we explain it so HR can make informed scheduling decisions without relying on a promise outside our control.
Yes, where that is the communication arrangement your company agrees with us. Direct contact can make document preparation clearer for employees and reduce the number of messages HR needs to forward. It also gives employees a defined contact for the tasks within our scope.
We agree which decisions require employer input and what progress updates HR receives. Employees’ personal circumstances and family information are handled within the agreed permissions. Please tell us whether you prefer direct employee contact, an HR-led arrangement or a combination of both.