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IMMIGRATION

IN NUMBERS: What do new Danish stats tell us about immigrants at work and in education?

Employment rates among people who have immigrated to Denmark from non-Western countries have increased since 2015, a new statistical analysis released on Tuesday shows. Children of Western immigrants were found to be faring well in secondary education.

IN NUMBERS: What do new Danish stats tell us about immigrants at work and in education?
People at Nørreport Station in Copenhagen. Statistics Denmark has released a new report outlining the numbers of immigrants and their children in work and education. Photo: Ida Guldbæk Arentsen/Ritzau Scanpix

National agency Statistics Denmark’s Indvandrere i Danmark i 2023 (”Immigrants in Denmark in 2023”) report shows that employment among male non-Western immigrants in 2021 was 69 percent in 2021.

That demonstrates an increase over a near ten-year period, from 53 percent in 2015.

For non-Western women, the employment frequency was 58 percent in 2021 compared to 45 percent in 2015.

Employment also increased for people of Danish heritage within the same time span. Danish men saw 81 percent employment in 2021, compared to 78 percent in 2015, while for women the two figures were 78 percent and 73 percent respectively.

As such, non-Western immigrants have closed the gap on their Danish counterparts with regard to employment, but still see lower levels overall.

READ ALSO: Denmark’s ‘non-Western’ immigrants triple parents’ earnings

Which sectors have the highest share of immigrant employees?

The sector with the highest proportion of male non-Western workers is hospitality, with over a third (37 percent) of staff being immigrants according to Statistics Denmark.

Some 23 percent of workers in agriculture are immigrants.

For women, the highest proportion of immigrant staff are seen in travel agencies, cleaning and other sectors which fall under the banner of “operational service”, with 33 percent. A single percentage point less, 32 percent, work in agriculture.

How do immigrants in Denmark fare in education?

The most successful groups in education, in terms of people who complete upper secondary school (Gymnasium) are Danish women and women whose parents are immigrants (efterkommere) from Western countries, the report states. These two demographics score the best average grades in their final exams.

For men, the same two groups – Danes and children of ‘Western’ immigrants – also get the best grades, but their average grades are lower than those for women.

The lowest grades are seen among the children of immigrants from non-Western countries, for both men and women.

Across Denmark, the proportion of immigrants and the children of immigrants in further education is 13 percent. Locally, the highest proportions of immigrants and their children in further education are seen in municipalities in and around Copenhagen, with lower proportions in Jutland and Funen.

Statistics Denmark, as well as many authorities and public agencies in Denmark categorise people considered not of Danish heritage into two groups: ‘immigrants’ and ‘descendants’ of immigrants (‘efterkommere’).

A person is considered to be Danish if she or he has at least one parent who is a Danish citizen and was born in Denmark. People defined as ‘immigrants’ and ‘descendants’ do not fulfil those criteria. The difference between the two is that an ‘immigrant’ was born outside of Denmark, while a ‘descendant’ was born in Denmark. 

Meanwhile, all EU countries along with Andorra, Australia, Canada, Iceland, Liechtenstein, Monaco, New Zealand, Norway, San Marino, Switzerland, the United Kingdom, the United States and the Vatican are considered ‘Western’.

Everywhere else – all of Latin America, Africa and Asia – is ‘non-Western’.

The full Statistics Denmark report, Indvandrere i Danmark i 2023, can be read (in Danish) on the Statistics Denmark website.

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For members

WORKING IN DENMARK

How will Denmark’s new rules on recording working hours affect you?

From July this year, all people working in Denmark will have to document any deviations from their agreed working hours. Here's how it's going to work.

How will Denmark's new rules on recording working hours affect you?

On January 23rd, Denmark’s parliament voted through a law that, among other things, requires all Danish employers to introduce a working hours registration system that makes it possible to measure the daily working hours of each individual employee. 

The requirement, which comes into force on July 1st, implements a 2019 judgement of the EU Court, which stated that all member states needed to bring in laws requiring employers to record how many hours per week each employee is working.

The bill is built on an agreement reached on June 30th last year between the Confederation of Danish Employers, the Danish Trade Union Confederation, and Denmark’s white collar union, the Danish Confederation of Professional Associations. 

Will everyone working in Denmark now need to keep a detailed record of the hours they put in each day? 

No. Workers will only need to register any deviations from the working hours they have already agreed or been scheduled. So long as they stick to their scheduled hours, they never need to open the app, website, or other time registration system their organisation has set up. 

If they have to come in early for an interview, however, or do a bit of preparation for a meeting the next day in the evening, they will be expected to log those extra hours. 

Similarly, if they pop out for a dentist’s appointment, or to get a haircut, those reductions in working hours should all be noted down. 

What do employers need to do? 

All employers need to set up and maintain a detailed record of the actual hours worked by their employees, but the law gives them a lot of flexibility over how to do this, insisting only that the record be “objective, reliable and accessible”. 

They could do it in the old-fashioned way using a shared Excel spreadsheet, or, as most probably will, use an app such as Timetastic from the UK, ConnectTeam from the US, or Denmark’s zTime or Timelog.

To make it easier for their employees, employers can fill their scheduled hours into the time registration system in advance, so that workers only need to make a log of any deviations.  

Under the law, employers are required to keep these records for five years.

Employees empowered to set their own schedule — so called self-organisers — are exempt from the law, but as the law states that such people should be able to reorganise their own working time “in its entirety” and that this power should be enshrined in their contracts, this is only expected to apply to the most senior tier of executives. 

Who will be able to see my working hours? 

Each employee should only have access to their own data, which is covered by the General Data Protection Regulation (GDPR), and should not be able to see a detailed record of hours worked by their colleagues. 

Managers, however, will have access to the working hours records made by their subordinates. 

Will the legislation put limits on how many hours I can work? 

Yes, but in theory those hours already are limited for almost all employees by collective bargaining agreements. 

The new rule is intended to make sure that employees do not work more than 48 hours per week on average over a period of four months, the minimum standard under EU law, known as the 48-hour rule.

People in certain professions can, however, work longer than the 48-hours if they are covered by a so-called “opt-out”. 

Won’t it just be an additional hassle? 

The Danish Business Authority, the government agency which is supposed to support businesses in Denmark, estimates that keeping the time registration system up to date will only take between one to three minutes of employees’ time. 

In addition, it estimates that as much as 80 percent of employees in the country already keep a record of their time. 

Henrik Baagøe Fredelykke, a union official at Lego, said in an article on the website of the HK union, that he believed that the records could serve as an “eye-opener” about unrecorded overtime. 

What was crucial, he said, was that the system was used primarily to ensure that there was no systemic deviation from working hours and not to police employees. 

“It must not be used for monitoring by the management, who can come and say ‘whoa, why didn’t you work 7.4 hours yesterday?’,” Fredelykke said.

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