What do background checks in Denmark involve?
Just like in other countries, background checks in Denmark are primarily about verifying a candidate’s information. This may include identity verification, education and employment history, and in some cases a review of the candidate’s financial background.
For many Swedish companies, Denmark is a natural market for both expansion and recruitment. It is common for organisations to build Nordic teams, hire employees across borders or recruit international talent for specialist and key positions. This can involve anything from opening an office in Denmark to strengthening the business with local expertise or managing smooth recruitment processes for cross-border commuters.
As recruitment processes become increasingly international, the need for background checks that work across multiple markets while complying with local regulations is also growing. For employers, this is not only about reducing the risk of mis-hires, but also about creating a secure and professional recruitment process, particularly for roles where trust and responsibility are central to the position.
Vilka lagar gäller i Danmark?
In Denmark, background checks are primarily regulated by the Danish Data Protection Act (Databeskyttelsesloven), which implements GDPR into Danish law.
This means employers must follow several key principles when carrying out background checks. For example, you may only collect information that is relevant to the role, candidates must be informed about which checks are being conducted, and personal data must not be stored longer than necessary.
Depending on the type of check being carried out, the processing of personal data may be based on consent or legitimate interest, provided the check is proportionate and has a clear purpose connected to the role.
Which checks are most common in Denmark?
The checks required depend on the role, but in practice they often begin with identity verification to ensure that the candidate is who they claim to be.
This is usually followed by verification of education and any relevant certificates. It is also common to verify the candidate’s employment history through references or employer certificates, ensuring that details of previous roles and experience are accurate.
In some cases, a credit check may be relevant, particularly for roles involving financial responsibility. To request a credit check, it is important that there is a clear link to the role.
The same applies to checks of criminal records, known as a criminal record certificate (straffeattest). In Denmark, it is always the candidate who requests this extract, and as an employer you may only require it if it is justified in relation to the role.
How do Danish background checks differ from Swedish ones?
There are many similarities between Denmark and Sweden, but also some important differences to be aware of when recruiting across borders.
In Denmark, there is a strong focus on privacy, which affects how background checks may be carried out. You must be able to clearly justify why a particular check is necessary, and much of the information cannot be obtained directly by the employer but requires the candidate’s involvement.
This means that, as an employer, you need to be clear from the outset. The candidate should be informed about which checks will be carried out, why they are relevant to the role, and how the information will be used. A clear and open dialogue reduces the risk of misunderstandings and contributes to a better candidate experience.
Common challenges with background checks in Denmark
Carrying out background checks in Denmark can present certain challenges, particularly if you are not familiar with the local regulatory framework. This may involve interpreting laws and data protection rules, as well as understanding which checks are reasonable to carry out in relation to the role.
Another challenge is that many checks require the candidate’s active involvement, for example when requesting a criminal record certificate. This places greater demands on planning and communication to avoid unnecessary delays in the recruitment process. At the same time, you need to ensure that everything is documented correctly and that the process complies with both GDPR and local regulations.
How DISA can support your recruitment in Denmark
When recruiting across borders, organisations face higher demands around both compliance and local market knowledge. With the right process in place, it becomes easier to carry out background checks that are relevant, efficient and aligned with local regulations.
DISA supports companies with both national and international background checks.
For employers, this means better support in recruitment decisions, reduced administrative burden and greater confidence that checks are carried out correctly and in line with applicable legislation.
Would you like to see how our platform works or speak to one of our experts?
Frequently asked questions about background checks in Denmark
Yes, in most cases the candidate must be informed about which checks are being carried out and give their consent. This is an important part of complying with data protection legislation and ensuring a transparent process.
Yes, but only in certain cases. According to the Danish Data Protection Authority (Datatilsynet), employers are not allowed to routinely request a criminal record certificate (straffeattest) during recruitment. There must be a specific and proportionate need connected to the role.
For certain positions, such as roles involving work with children, security-classified positions or certain public sector functions, there are specific rules allowing — or requiring — employers to request this type of record.
The candidate must always request the straffeattest themselves and present it to the employer.
There is no fixed limit. How far back you can go depends on what is relevant to the role and the type of information involved. In practice, the focus is often on recent years.
Not necessarily, but it does require a good understanding of local regulations. Many organisations find it helpful to work with a partner to ensure that everything is handled correctly.
Recruiting in Denmark?
Do you have questions about the regulations in Denmark or need support with background checks? Fill in the form and one of our experts will get in touch.