(DENMARK) Denmark has stopped granting new work permits and residence permits to foreign nurses from outside the EU/EEA under a new quota system that took effect on October 7, 2025, and runs through December 31, 2026. The quota for new applications is set at zero, which means non-EU/EEA nurses cannot receive Danish authorization-linked permits during this period. Authorities say the pause responds to a growing gap between the number of arrivals and the limited number of adaptation and training positions required before nurses can receive Danish authorization to practice.
According to analysis by VisaVerge.com, the decision affects both employers and foreign nurses planning to move to Denmark for work, and it forces a reset of recruitment plans across the healthcare sector. Applications filed before the start date but not yet processed will be rejected, and fees will be refunded in full. Family members applying with a nurse are also covered by the stop, unless the principal applicant already held an approval or permit issued before October 7, 2025. The Danish Immigration Service confirmed the policy timeline and the zero quota, noting the freeze will remain in place at least until the end of 2026, with the option of review if labor needs change.
Policy changes — who is affected and exceptions
The restriction applies to nurses trained and/or holding citizenship outside the EU/EEA who seek Danish authorization and the related residence track. During the quota period, they cannot submit new applications for authorization-related residence, and they cannot receive permits. This includes nurses planning to enter Denmark for “authorization stays,” the structured pathway that typically includes language training, adaptation, and supervised practice steps.
Authorities have set out limited exceptions:
– Nurses who already have a different legal basis to live in Denmark (for example, a family or other residence permit) may continue the authorization process while remaining on their current status.
– Nurses eligible under the “specifically requested healthcare professionals” process may still proceed. In that channel, a Danish employer makes a specific, documented offer for adaptation and training tied to a job. These cases are narrow and require strict criteria.
– The quota does not apply to nurses who completed their education in Denmark, the Faroe Islands, or Greenland, regardless of citizenship.
Why the change was made
The legislative change stems from sustained pressure on adaptation and training capacity. Lawmakers cited figures from 2019–2024 showing around 1,700 non-EU/EEA nurses received residence permits to pursue authorization, yet by January 2025 only about 200 had achieved full Danish authorization. The gap created long waits, stalled careers, and rising costs for nurses and hospitals.
By imposing a temporary quota of zero, the government aims to pace arrivals with the number of training slots so candidates already in the system have a fair chance to complete their pathway.
“The move is intended to align intake with real training capacity and reduce bottlenecks for candidates already in Denmark.”
What remains unchanged
- EU/EEA and Swiss citizens remain unaffected; they retain access to mutual recognition or simplified procedures.
- Nurses already in Denmark on an authorization stay remain in the system, but they must complete required adaptation and training within three years to retain status and progress toward full authorization.
Immediate impact on applicants and employers
For non-EU/EEA nurses:
– Do not submit new authorization-related residence applications for Denmark before January 2027, unless you meet a narrow exception.
– Any application filed during the freeze will be rejected, and fees will be refunded.
– Applications filed before October 7, 2025 but not yet decided will be refused with fees returned.
– Family members linked to a barred principal applicant are also affected—unless the principal held a permit issued before the cutoff date.
For employers, hospital systems, and recruitment agencies:
– Pause, amend, or cancel offers tied to authorization stays for non-EU/EEA nurses.
– Consider pivoting to EU/EEA recruitment, expanding retention and upskilling efforts, or pursuing the “specifically requested” channel for select roles (subject to strict criteria).
– Audit active offers and relocation plans and notify candidates in writing about the policy shift and next steps.
Human costs and staffing concerns:
– Many foreign nurses invested in language study, document preparation, housing, and schooling for families; those plans may be delayed for at least a year.
– Health systems, especially rural care homes and specialized units, may face staffing pressure and consider interim measures such as overtime, temporary contracts, or reassigning roles.
Practical steps for those affected
- Nurses with pending cases filed before October 7, 2025:
- Watch for fee refunds and official notices.
- Keep copies of receipts and correspondence.
- Nurses already in Denmark on an authorization stay:
- Stay in close contact with supervisors to secure adaptation placements.
- Track progress to meet the three-year completion deadline.
- Employers:
- Audit offers and relocation plans tied to non-EU/EEA candidates.
- Inform candidates in writing and document communications, withdrawals, and refunds.
- Families linked to a nurse’s application:
- Confirm whether their status depends on the nurse’s authorization track or if they have a separate legal basis for residence.
Options and planning for prospective applicants and employers
For prospective non-EU/EEA applicants:
– Plan for a longer horizon (into 2027) unless you qualify for an exception.
– Continue Danish language study and maintain professional licensure at home.
– Gather and preserve documentation that could later support a “specifically requested” offer if an employer can arrange adaptation training.
– Remember: nurses educated in Denmark, the Faroe Islands, or Greenland are not subject to the pause.
For employers:
– Explore partnerships with regional hospitals and municipalities to expand adaptation placements (requires time and funding).
– Focus short term on EU/EEA hiring, cross-training existing staff, and boosting retention.
– Consider allied roles that do not require full nursing authorization, ensuring compliance with Danish scope-of-practice rules.
Official sources and next steps
For definitive policy details and status updates:
– Check the Danish Immigration Service (SIRI): https://www.nyidanmark.dk
– Recognition and adaptation processes are handled by the Danish Patient Safety Authority, which oversees authorization steps for nurses and other professionals.
Watch for signals on whether the quota will be adjusted before December 31, 2026. Officials have indicated a review is possible if national demand for foreign nurses increases, but no review date has been set.
Key takeaway: Until further notice, no new authorization-linked permits for non-EU/EEA nurses; full refunds for rejected applications; narrow exceptions only; and a firm end date of December 31, 2026, unless revised earlier.
The policy reshapes personal plans for nurses and families and forces hospitals to find alternative staffing channels. Whether the pause ultimately balances training capacity with labor demand will become clearer as candidates already in Denmark complete adaptation and join the workforce.
This Article in a Nutshell
Denmark has introduced a temporary freeze on new authorization-linked work and residence permits for nurses trained outside the EU/EEA, effective October 7, 2025 through December 31, 2026. The decision responds to a mismatch between arrivals and available adaptation/training slots: roughly 1,700 non-EU/EEA nurses received permits from 2019–2024, but only about 200 completed Danish authorization by January 2025. Applications submitted before the cutoff but still pending will be rejected and fully refunded. Exceptions exist for those with an alternative legal basis to stay, employers’ specifically requested healthcare professionals, and nurses educated in Denmark, the Faroe Islands, or Greenland. Employers should pause recruitment, consider EU/EEA hiring, or pursue narrow exception channels. Authorities may review the quota early if national labor needs change.
