International onboarding brings together employee needs, employer planning and authority processes. Use these questions to prepare a focused discussion about your next arrival.
Frequently asked questions for companies
Can you support just one international hire?
Yes. You can engage us for one employee, a specific application or selected arrival tasks. We first discuss the employee’s circumstances and the employer’s requirements, then set out the scope, responsibilities and fee. You do not need a large mobility programme to use our support.
What information does HR need to provide?
Initially, tell us the employee’s nationality and current residence, the proposed role and Danish work location, expected start date and any family moving with them. Once the relevant route is identified, we provide a more detailed employer and employee checklist. Please use the first enquiry for an overview rather than sending sensitive personnel files.
Can you help with SIRI applications and EU registration?
Yes, we can provide relevant document review, agreed application assistance and coordination. Tell us about the employee and proposed move so we can assess the support needed.
Can you guarantee that an employee can start on a specific date?
No. A proposed employment start date must be planned around the applicable right to work, document readiness, official decisions and appointment availability. We help make those dependencies visible. Recruitment, travel and payroll plans should not treat an application in progress as permission to work.
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Can you help accompanying spouses and children?
Yes, we can include agreed family residence or registration support. We identify the family members and documents early so the employee and HR team have a shared overview. Family applications can have their own requirements and timelines, which need to be considered separately.
What happens after the residence step is complete?
Your agreed plan can continue with CPR registration guidance, MitID and Digital Post, tax registration and bank onboarding preparation. Completing one step does not automatically complete the others. We help the employee understand the practical order and identify what requires personal action or attendance.
How are progress updates handled?
We agree a contact person, the milestones to report and what information can be shared with the employer. Updates should provide the coordination HR needs while respecting the employee’s personal information. Any document exchange or representation is organised according to the agreed purpose and applicable authorisation.
Do you provide payroll, specialist tax advice or recruitment?
Those services are not included in the offering described here. We can guide administrative tax registration and coordinate relevant information, but payroll, international tax planning and recruitment require a separately agreed scope or an appropriate specialist. We do not present another provider’s capabilities as our own.
How do pricing and additional fees work?
Our written proposal identifies the professional service fee, tasks included and known separate authority or third-party costs. The number of employees, family members and scope affect the price. Any change of scope should be discussed before additional work begins.
Can our employee contact you directly?
Yes. A direct point of contact can make it easier to resolve document questions and explain arrival tasks. We agree how employee communication and HR updates will work so the employee receives practical guidance without the employer having to relay every question.
Can I combine several relocation services?
Yes. Select all the services you are interested in when you contact us. We review your situation and propose a connected scope and fee.
How do I get a price for my case?
Send us a short enquiry about your plans and the services you need. We discuss the relevant support and agree the price before paid work begins.