Christoffer Folmer Christensen is a final year student at the Science College.
Christoffer is also a former student in Canada; Nova Scotia. He is supporting Relocare clients with guidance and problem solvement for the Relocare Compliance App.
Do you have work that needs to be done in Slovenia and plan to send an employee abroad? Then obtaining an A1 certificate is always required — regardless of what the job is, when it takes place, or how long it lasts.
While the process is straightforward, it can be time-consuming. But one thing is clear: the A1 must always be submitted.
Does the Posted Workers Directive Apply to You?
The more complex question is whether the employee must also be registered under the Posted Workers Directive (PWD).
All EU countries apply the PWD, but the registration requirements vary significantly.
The PWD ensures that posted workers enjoy the same employment rights as local workers in the host country. This includes:
As an employer, you must comply with Slovenian rules and collective agreements on:
If you plan to send employees to work in Slovakia, one of your first priorities should be to secure an A1 certificate. This certificate confirms that your employee will continue to be covered by the Danish social security system during the assignment. It ensures uninterrupted access to benefits such as parental leave, sick pay, and unemployment insurance.
The Posted Workers Directive (PWD)
As a member of the European Union, Slovakia is subject to the regulations outlined in the Posted Workers Directive (PWD). This directive is designed to ensure that employees posted to another EU country retain a set of core employment rights during their assignment.
Before posting an employee to Slovakia, you must determine whether the assignment falls within the scope of the PWD and whether registration is required.
Employee Rights Under the PWD in Slovakia
Once properly registered under the PWD, employees posted to Slovakia are entitled to key labour protections under Slovakia law, including:
The PWD ensures a balance between cross-border business flexibility and the protection of employee rights, helping your organisation stay compliant while maintaining employee satisfaction.
As an employer, you must comply with Slovak legislation and collective agreements regarding the working environment, discrimination, working hours, holidays, parental leave, salary, and taxation.
Employer obligations: read more here
The host employer is as an example required to:
1) Keep a copy of the employment contract or other documentation verifying the employment relationship with the posted worker
2)Maintain and update records of the posted employee’s working hours, in accordance with Slovak regulations.
Upon request from the Slovak labour inspection authority, the host employer must:
a) Submit the required documents
b) Provide these documents even after the posting has ended
c) Submit translations of documents or relevant sections into Slovak within the timeframe specified by the labour inspectorate
How to register the posting
Foreign employers must notify the Slovak authorities of the posting no later than on the first day of the assignment. This can be done electronically or in paper form via this portal:
Additionally, the host employer (i.e., the receiving company in Slovakia) must notify the relevant Labour Office of both the start and end of the posting by submitting an official information form.
Sending Employees to Romania – Key Requirements
When assigning employees to work in Romania, one of the first steps is to obtain an A1 certificate. This document confirms that the employee will remain under the Danish social security system throughout the assignment — ensuring continued access to benefits like parental leave, unemployment insurance, and sick pay.
Understanding the Posted Workers Directive (PWD)
As an EU member state, Romania is fully subject to the rules of the Posted Workers Directive (PWD).
If you’re posting employees to Romania, it’s important to assess whether the assignment requires PWD registration.
The PWD aims to ensure a fair balance between business mobility and employee protection by granting posted workers key employment rights in the host country.
What Are Employees Entitled to Under the PWD in Romania?
Once registered under the PWD, posted employees in Romania are entitled to:
In Romania, one of the most important aspects when posting employees is ensuring compliance with Romanian labour law. If these legal requirements are not met, it is not possible to legally send your employees. Therefore, this should be the first thing you investigate.
Be aware that this is onle some of the requierments.
Posting Employees to Portugal – What You Need to Know
Whenever you assign employees to work abroad, obtaining an A1 certificate is essential.
This certificate confirms that the employee remains covered by the Danish social security system during their stay abroad — including access to benefits such as parental leave, unemployment insurance, and sick pay.
What Is the Posted Workers Directive (PWD)?
Portugal is a member of the EU, and the rules of the Posted Workers Directive (PWD) fully apply.
If you are posting employees to Portugal, you must assess whether the assignment requires registration under the PWD.
This EU directive ensures that posted workers are granted a core set of employment rights in the host country — in this case, Portugal.
The purpose of the PWD is to promote fair competition while safeguarding labour standards and employee rights across borders.
Note: All information must be submitted to one specific email address.
Posted Worker in Portugal – ACT portal Regulations for foreign workers in PortugalBefore anything else, you need to determine whether your company is registered in Portugal, as this will affect whether a registration under the Posted Workers Directive (PWD) is required for your employee.
In most cases, a Posting Declaration must be submitted. The type of declaration depends on whether the posting is assessed as involving temporary agency workers or requires a mandatory posting notification.
The declaration must be submitted to ACT (Autoridade para as Condições do Trabalho), the Portuguese authority responsible for labour conditions.
When declaring a posting to Portugal, you must provide the following details:
Whenever you assign employees to work abroad, obtaining an A1 certificate is essential.
This certificate confirms that the employee remains covered by the Danish social security system during their stay abroad — including access to benefits such as parental leave, unemployment insurance, and sick pay.
What Is the Posted Workers Directive (PWD)?
Poland is a member of the EU, and the rules of the Posted Workers Directive (PWD) fully apply.
If you are posting employees to Poland, you must assess whether the assignment requires registration under the PWD.
This EU directive ensures that posted workers are granted a core set of employment rights in the host country — in this case, Poland.
The purpose of the PWD is to promote fair competition while safeguarding labour standards and employee rights across borders.
Through PWD registration, employees posted to Poland are guaranteed:
Is PWD Registration Required?
Whether registration is required depends on several important factors, such as:
Each EU member state — including Poland — implements the directive through national legislation, which means that the exact requirements may vary. As a result, navigating the process can be detailed and sometimes complex.
If you plan to post employees to Poland, there are several important factors to consider:
You must retain the following documents for a minimum of two years after the posting period. These documents must be made available to the Polish authorities upon request:
Please note: These documents must be translated into Polish.
For detailed guidance and the most up-to-date regulations, please refer to the official Polish government website on posting workers:
Information from the Polish government
If you are posting workers to Poland in the cross-border transport sector (goods or passengers), the Posted Workers Directive does not apply.
In such cases, you must submit a notification via the official EU platform for road transport posting declarations:
EU Notification Portal Whenever you assign employees to work abroad, obtaining an A1 certificate is essential.
This certificate confirms that the employee remains covered by the Danish social security system during their stay abroad — including access to benefits such as parental leave, unemployment insurance, and sick pay.
What Is the Posted Workers Directive (PWD)?
Although Norway is not a member of the EU, it is part of the EEA (European Economic Area), and the rules of the Posted Workers Directive (PWD) also apply there.
If you are posting employees to Norway, you must assess whether the assignment requires registration under the PWD.
The directive ensures that posted workers are entitled to a core set of employment rights in the host country — in this case, Norway.
The aim of the PWD is to promote fair competition while protecting workers’ conditions across borders.
By registering under the PWD, employees posted to Norway are guaranteed:
Is PWD Registration Required?
Whether registration is required depends on several key factors, including:
Each EEA country — including Norway — implements the directive through its own national legislation.
As each EEA country implements the Posted Workers Directive through national legislation, the specific requirements in Norway may differ. As a result, the process can often be detailed and complex to navigate.
To ensure compliance, you should carefully assess the following aspects:
You should also consider whether your posting falls under one of the sectors with specific regulations or minimum wage agreements in place:
In Norway, it is mandatory to provide clear documentation of wage payments. Employers must:
Maintaining transparency and adhering to these documentation standards is key to staying compliant with Norwegian labour law.
Whenever you assign employees to work abroad, obtaining an A1 certificate is essential.
This certificate confirms that the employee remains covered by the Danish social security system during their stay abroad — including access to parental leave, unemployment insurance, and sickness benefits.
What Is the Posted Workers Directive (PWD)?
If you are posting employees to the Netherlands, you must assess whether their assignment requires registration under the Posted Workers Directive (PWD).
This EU directive guarantees that posted workers are entitled to a core set of employment rights in the host country — in this case, the Netherlands.
The PWD is designed to promote fair competition while safeguarding workers’ conditions across EU borders.
Through PWD registration, employees are entitled to:
Minimum wage and overtime pay in accordance with Dutch labor law
Regulations on working hours, breaks, and rest periods
Rights to paid annual leave and public holidays
Is PWD Registration Required?
Whether you need to register under the directive depends on several factors, such as:
The type and nature of the work
The sector or industry
The duration of the assignment
The work location
Which country benefits economically from the work performed
Each EU country — including the Netherlands — enforces the directive through its own national legislation.
Because each EU country enforces the Posted Workers Directive through national legislation, the requirements can vary — and navigating the process is often detailed and complex.
If you are posting employees to the Netherlands, there are several key considerations to keep in mind:
Whenever you assign employees to work abroad, obtaining an A1 certificate is essential.
This certificate verifies that the employee remains covered by Danish social security during their stay abroad — including access to benefits like parental leave, unemployment insurance, and sickness benefits.
What is the Posted Workers Directive (PWD)?
If you are sending employees to Malta, you need to consider whether their assignment requires registration under the Posted Workers Directive (PWD).
This EU directive ensures that posted workers receive a core set of employment rights in the host country — in this case, Malta.
The directive aims to ensure fair competition and safeguard working conditions across EU borders.
By registering under the PWD, employees are granted key protections, such as:
Whether PWD registration is needed depends on a variety of factors, including:
Each EU country — including Malta — has implemented the directive through national legislation. This means the specific requirements may differ and navigating the process can be detailed and sometimes complex.
The company posting an employee to Malta is required to inform the Director of Industrial and Employment Relations (DIER) of its intention in advance.
This is done by completing and submitting the online notification form, available here:
Notification Form – DIER MaltaTo determine whether you and your employees are required to register under the Posted Workers Directive when working in Malta, consider the following key points:
Each of these questions helps assess whether the assignment falls within the scope of the directive.
As part of the notification, you will need to provide a copy of a document (such as an employment contract or employer-signed statement) that includes the following details:
Posting Employees to Lithuania – What You Need to Know
When you send employees to work abroad, you must always obtain an A1 certificate.
This document confirms that the employee remains under Danish social security coverage during their assignment – including benefits such as parental leave, unemployment benefits, and sick pay.
What is the Posted Workers Directive (PWD)?
When posting employees to Lithuania, it’s important to assess whether the assignment requires registration under the Posted Workers Directive (PWD). This EU directive ensures that posted workers are granted certain minimum working conditions in the host country – in this case, Lithuania.
The purpose of the PWD is to promote fair competition and protect workers’ rights across borders.
Through PWD registration, the employee is guaranteed access to:
Whether PWD registration is required depends on several factors – including the type and duration of the work, the sector, the place of work, and which country benefits economically from the assignment.
Since each EU country, including Lithuania, has its own national implementation of the directive, the requirements can vary – making the process both detailed and sometimes complex.
Before posting employees to Lithuania, ensure their working conditions align with local labor laws.
🔗 Check the requirements here: Working Conditions – Estonia’s Legal Portal (Riigi Teataja)
Recordkeeping Requirements
All required documents should be securely stored for at least 3 years following the assignment. Be aware that documentation rules may change, so make sure to stay updated with current legal requirements.
At the request of the State Labour Inspectorate in Lithuania, employers must be able to immediately provide documents necessary for official inspections or administrative supervision.
Although no fixed retention period is stated, it is strongly recommended to keep all documents for at least three years after the end of the posting period.
Note: Authorities must be informed of the location where these documents are stored.
The following documents must be available:
