As of 1 January 2027, companies must inform applicants of the initial pay or pay range for a specific position, and if applicable, the relevant provisions of the collective agreement.
Companies are free to choose how they inform applicants and may, for example, do so in the job posting, before a job interview, or in a completely different way. What matters is that the information is shared in a way that ensures transparent and informed salary negotiations. In addition, the information must be accessible to people with disabilities.
The initial pay or pay range stated by companies does not bind either the company or the applicant, and companies may therefore offer a higher or lower salary.
Additionally, under the upcoming rules, companies are no longer allowed to ask applicants about salary in their current or previous jobs. However, companies can still ask applicants about their salary expectations if they have already informed the applicants of the initial pay or pay range.
iuno’s opinion
The upcoming rules mean that companies will need to review many aspects of their recruitment processes. For example, companies must decide whether to disclose the pay range in job postings or at a later stage. Although the company is not bound by the pay range, an overly broad range may be considered an attempt to circumvent the rules.
iuno recommends that companies establish internal guidelines for future recruitment processes. Some recruitment systems also ask applicants about their salary expectations, and in such cases, it is important that companies have disclosed the pay beforehand.
[Draft bill to amend the Danish Act on Equal Pay of 26 February 2026]