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An Employment Certificate is a formal document Danish employers must provide when an employee leaves their job. It states basic facts about the employment relationship, including the position held, start and end dates, and main responsibilities. Under Danish labor law, workers have a legal right to receive this certificate within a reasonable time after their last day.

The certificate serves as official proof of past employment, helping workers document their work history for future jobs, unemployment benefits, or immigration purposes. While employers can include additional details like performance evaluations, they must stick to factual, objective information and avoid potentially harmful statements that could hurt the employee's future job prospects.

Get an Employment Certificate when leaving any job in Denmark - it's a standard part of the employment exit process. This document becomes essential when applying for new positions, as Danish employers often request proof of previous work experience and responsibilities. It's particularly valuable when seeking unemployment benefits or dealing with immigration authorities.

Request your Employment Certificate immediately after receiving notice of employment termination, or giving notice yourself. Having it ready helps avoid delays in future job applications or benefit claims. The certificate is also useful for maintaining accurate records of your career progression and can serve as evidence in employment-related disputes.

• Employment Separation Certificate: Basic version confirming employment end date and position details
• Job Experience Certificate: Detailed outline of job duties, skills, and achievements during employment
• Certificate of Employment and Compensation: Includes salary information and benefits details
• Employment Termination Certificate: Focuses on termination circumstances and final settlements
• Certificate of Employment Termination: Comprehensive version combining work history and termination details

• HR Departments: Responsible for drafting and issuing Employment Certificates, ensuring compliance with Danish labor laws
• Company Directors: Must sign and authorize the certificates, taking legal responsibility for their accuracy
• Departing Employees: Primary recipients who use the certificates for future job applications and benefit claims
• Future Employers: Review certificates to verify work history and assess candidate qualifications
• Government Agencies: Use certificates for unemployment benefits, immigration procedures, and tax documentation
• Labor Unions: May assist members in obtaining proper documentation and ensuring compliance with collective agreements

• Employee Details: Gather full name, position title, department, and employment dates
• Job Description: Compile main responsibilities, key achievements, and special projects handled
• Employment Terms: Document work hours, employment type (full-time/part-time), and any position changes
• Performance Records: Review relevant evaluations to include factual, objective assessments
• Legal Requirements: Check current Danish labor law guidelines for mandatory content
• Company Information: Include official company name, registration number, and authorized signatory details
• Document Format: Use our platform's templates to ensure all required elements are properly structured

• Company Details: Full legal name, CVR number, and registered address of the employer
• Employee Information: Complete name, CPR number, and current residential address
• Employment Period: Precise start and end dates of the employment relationship
• Position Details: Job title, department, and primary work responsibilities
• Work Location: Physical workplace address and any remote work arrangements
• Objective Statement: Factual description of work performance without negative remarks
• Authentication: Date of issuance, company stamp, and authorized signatory details
• GDPR Compliance: Statement on personal data handling and retention policies

An Employment Certificate differs significantly from an Employment Reference Letter in several key aspects, though both documents relate to employment verification. Understanding these differences helps you choose the right document for your specific needs.

• Legal Requirements: Employment Certificates are mandatory under Danish law when employment ends, while reference letters are voluntary and optional
• Content Scope: Certificates stick to objective facts like dates and position titles, while reference letters include subjective assessments and recommendations
• Purpose: Certificates serve as official proof of employment for legal and administrative purposes, while reference letters aim to help secure future employment
• Timing: Certificates must be issued upon employment termination, while reference letters can be requested and written at any time
• Format: Certificates follow strict legal formatting requirements, while reference letters can be more flexible in structure and content