Understanding References in Danish Hiring: List or Offer on Request

When to List References

In Denmark the default expectation is referencer på forespørgsel – “references available on request”. You only break that norm when the job posting explicitly asks for a reference list. Scan the announcement carefully; a line such as “please attach references” or a dedicated field in the online form is a clear signal.

For senior or specialist positions – for example a project manager in a wind‑energy firm or a senior chemist in a life‑science company – credibility matters more than space. Recruiters often want to verify leadership impact or technical depth before moving a candidate forward. In those cases, list up to three referees directly under a “Referencer” heading. Keep the entry concise:

Name (first and last)
Title (e.g., “Head of R&D”)
Company (current employer)
Work email (no private phone numbers unless you have explicit permission)

Avoid adding a personal note or a description of the relationship; the recruiter will already see the connection on your CV. If you have a multilingual background, you may list the referee’s title in English for an international role, but keep the rest in Danish to match local conventions.

Do this:

Add references only when required or when you are applying for a role where reputation is a gatekeeper.
Limit the list to two or three people who can speak to concrete achievements.
Use a clean, bullet‑point format so the section does not consume valuable page real‑estate.

Avoid this:

Listing more than three contacts – it looks unfocused and may breach the two‑page limit.
Including personal phone numbers or home email addresses, which can raise GDPR concerns.
Adding vague titles like “Colleague” without a clear hierarchy; recruiters need to know the referee’s authority.

When you decide to list references, place the section at the very bottom of the CV, after achievements and skills. This respects the Danish preference for a results‑first layout while still providing the required information for those who need it immediately.

When to Offer References on Request

For most entry‑level positions, internships, or roles that focus heavily on technical skills, Danish employers expect you to write “Referencer på forespørgsel” at the end of the document. This phrase signals that you respect the recruiter’s time and are ready to provide contacts when they ask.

Using the “on request” line frees up space for the two‑page CV limit, allowing you to showcase measurable results, project outcomes, and language proficiency – all of which are far more persuasive than a static list of contacts.

A typical placement looks like this:

Referencer på forespørgsel

No colon, no extra wording. The phrase alone is enough.

Why it works:

Flexibility: Some recruiters prefer to contact references only after a first interview, reducing the chance of premature outreach.
GDPR‑lean: You avoid exposing personal data until a legitimate interest is established, aligning with Danish data‑protection expectations.
Space optimisation: You can allocate the precious 200‑300 mm² per page to achievements, certifications, and the mandatory photo (optional but common).

Do this:

Use the exact phrase “Referencer på forespørgsel” – spelling matters because recruiters scan for it.
Keep the line on its own line, separated from the rest of the CV by a blank line.
Ensure your referees are pre‑briefed so they can respond quickly when contacted.

Avoid this:

Writing “References available” in English; Danish recruiters may overlook it.
Adding “References upon request – see LinkedIn” – the LinkedIn profile is a separate tool, not a substitute for a direct reference.
Leaving the reference section completely out; the omission can be read as a lack of transparency.

Choosing and Contacting Referees

The quality of your referees matters more than the quantity. In Danish hiring culture, a reference is a proof point for the concrete results you claim in your motiveret ansøgning and CV.

Who to pick

Direct supervisors who oversaw the projects you highlight. They can confirm scope, budget, and impact with numbers.
Project leads or senior colleagues who can speak to your teamwork and problem‑solving style.
Clients or external partners only if you have a written agreement that they are comfortable being contacted.

Do not use friends, family members, or former classmates unless they held a formal managerial role over you. Such references are rarely taken seriously in Denmark and can even raise doubts about your professionalism.

How to ask

Reach out by email using your work address (or a professional personal address) – this keeps the communication on record.
Explain the role you are applying for and why you think their perspective is valuable.
Ask for permission to list them and confirm their preferred contact method (work email is safest).

A short template works well:

Hej [Name],

I am applying for a senior analyst position at a renewable‑energy company in Aarhus. The role emphasizes data‑driven project optimisation – work we did together on the [Project X] last year. May I list you as a reference and share your work email with the recruiter? Please let me know if you prefer a different contact method.

Mange tak,
[Your Name]

Confirming details

Once they agree, send a quick follow‑up with the exact wording you will use on the CV (e.g., “[Name], Head of Data Analytics, [Company] – [email]”). This prevents any mismatch and shows you respect their time.

GDPR‑Compliant Presentation and Briefing Referees

Denmark follows the EU GDPR framework, which means you must treat personal data – including your referees’ contact details – with care. The rule of thumb: only share work‑related email addresses and never publish private phone numbers unless the referee explicitly says it’s okay.

Formatting the reference line

Name – keep the full name, no nicknames.
Title – use the official Danish title (e.g., “Afdelingsleder”) or the English equivalent if the role is international.
Company – the current legal name of the organisation.
Work email – a corporate domain address (e.g., name@company.dk).

Do not add a personal LinkedIn URL or a personal phone line. If a recruiter needs a phone number, they will request it after the initial contact, which satisfies GDPR’s “purpose limitation” principle.

Briefing your referees

Before you hand over their details, give them a concise brief:

Job description – share the posting or a summary of the key responsibilities.
Key points to highlight – tell them which achievements you have listed on your CV (e.g., “led a cross‑functional team that reduced waste by 15 %”).
Timeline – remind them of the dates you worked together, the project name, and any measurable outcomes.

A good briefing email might read:

Hej [Name],

Tak for at være min reference. Jeg har netop sendt min ansøgning til [Company] for stillingen som [Job Title]. I min CV nævner jeg, at vi sammen leverede en 20 % stigning i produktivitet på projektet [Projekt Navn] fra januar til juni 2023. Det ville være en stor hjælp, hvis du kan bekræfte dette og eventuelt fremhæve min evne til at lede tværfaglige teams.

Jeg har vedhæftet stillingsopslaget, så du kan se, hvad de søger. Du kan forvente at blive kontaktet via e‑mail inden for de næste to uger.

Mange tak for din støtte,
[Your Name]

Keeping records

Store the consent emails in a dedicated folder. If a referee later asks you to remove their details, comply promptly – this is a GDPR right.

Quick reference checklist

When to list: job ad asks, senior/specialist role, credibility needed.
When to use “på forespørgsel”: entry‑level, space‑limited CV, GDPR‑lean approach.
Choose referees: direct supervisors, project leads, external partners with permission.
Contact method: always start with a professional email, confirm work email.
GDPR compliance: only work emails, no private phones, keep consent records.
Briefing: share job description, highlight CV points, give dates and results.

By following these steps you align with Danish hiring norms, respect data‑protection rules, and give recruiters the confidence they need to move you forward.

For deeper insight into how Danish employers view language choices on a CV, see our guide on Choosing CV Language in Denmark: When to Use English or Danish. If you’re considering sending an unsolicited application, the strategies outlined in How to send an unsolicited job application in Denmark effectively also cover how to handle references when you’re reaching out proactively.

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When to List References

Name (first and last)
Title (e.g., “Head of R&D”)
Company (current employer)
Work email (no private phone numbers unless you have explicit permission)

Do this:

Add references only when required or when you are applying for a role where reputation is a gatekeeper.
Limit the list to two or three people who can speak to concrete achievements.
Use a clean, bullet‑point format so the section does not consume valuable page real‑estate.

Avoid this:

Listing more than three contacts – it looks unfocused and may breach the two‑page limit.
Including personal phone numbers or home email addresses, which can raise GDPR concerns.
Adding vague titles like “Colleague” without a clear hierarchy; recruiters need to know the referee’s authority.

When to Offer References on Request

A typical placement looks like this:

Referencer på forespørgsel

No colon, no extra wording. The phrase alone is enough.

Why it works:

Flexibility: Some recruiters prefer to contact references only after a first interview, reducing the chance of premature outreach.
GDPR‑lean: You avoid exposing personal data until a legitimate interest is established, aligning with Danish data‑protection expectations.
Space optimisation: You can allocate the precious 200‑300 mm² per page to achievements, certifications, and the mandatory photo (optional but common).

Do this:

Use the exact phrase “Referencer på forespørgsel” – spelling matters because recruiters scan for it.
Keep the line on its own line, separated from the rest of the CV by a blank line.
Ensure your referees are pre‑briefed so they can respond quickly when contacted.

Avoid this:

Writing “References available” in English; Danish recruiters may overlook it.
Adding “References upon request – see LinkedIn” – the LinkedIn profile is a separate tool, not a substitute for a direct reference.
Leaving the reference section completely out; the omission can be read as a lack of transparency.

Choosing and Contacting Referees

The quality of your referees matters more than the quantity. In Danish hiring culture, a reference is a proof point for the concrete results you claim in your motiveret ansøgning and CV.