Posted Worker Notifications
Posted worker notifications, explained.
Before an employee works across an EU border, most countries require you to notify their labour authorities — in advance, in their language, on their own portal. Here's what that means, when it applies, and how Dimmi files it for you.
The Basics
A declaration that your employee is working — filed before they start.
A posted worker notification is a mandatory filing you submit to the host country's labour authorities when an employee is temporarily sent to provide services there. It's required under the EU Posted Workers Directive (2018/957).
Its purpose is labour protection: it guarantees the posted worker the host country's minimum employment conditions — pay, working hours, rest, leave and safety — for the duration of the work.
A1 or PWN?
Same trip. Two different filings.
A1s and posted worker notifications are constantly confused. They travel together but cover different ground:
Social security
A1 certificate
Proves which country's system your employee stays in.
Labour law
Posted worker notification
Tells the host country your employee is working, so local employment standards apply.
Most cross-border postings need both. Read the A1 guide →
The Trigger
When work becomes "service provision" — defined country by country.
The obligation is triggered by providing a service in another EU/EEA country — for an internal project or an external client, paid or unpaid. It's usually a prior declaration: filed before the work begins, sometimes days ahead. Switzerland, for example, wants it up to eight days in advance.
The hard part is that every country interprets "service provision" differently. Some exempt short business meetings; some set day thresholds; Belgium requires a notification even for a workation. There is no single EU rule that tells you when you're in scope.
A holiday never needs one. Providing a service almost always does.
Denmark is the sharpest example — no minimum wage, no permit, but a single register (RUT) on which everything turns. Read the Denmark / RUT guide →
What It Covers
The host country's minimum standards, applied to your employee.
Once notified, your employee must receive at least the host country's baseline — minimum wage and equal pay, working and rest hours, holiday entitlement, health and safety, and, where relevant, sector rules from collective agreements. High-wage countries are not exempt: a German or Swiss employer still has to notify and document local conditions.
The Risk
Missing a notification is one of the most heavily fined mistakes in mobility.
Enforcement here is aggressive and increasingly digital. Penalties reach into the hundreds of thousands of euros in the strictest countries, with additional fines on top for breached working conditions.
Beyond the money: bans from providing services for up to five years, public "name and shame" registers, and — common across Scandinavia — workers refused access to the site until the paperwork is in order.
The Hidden Cost
One directive. Thirty-one systems. None of them alike.
There is no single portal. Compliance means navigating up to 31 separate national systems — 27 EU countries plus Norway, Switzerland, Liechtenstein and Iceland — each with its own language, deadlines, documents, and more than 300 different data points between them.
Most of the work isn't deciding to file. It's the filing itself: on average €150–200 of admin per posting, more than half of it spent gathering and translating documents.
31
national notification systems
300+
different data points
One
missed filing to trigger a fine.
The Dimmi Way
Every notification assessed, prepared and filed — to the right country's rules.
Dimmi treats posted worker notifications as part of one connected mobility workflow, not a separate chore.
Assesses
whether a notification is required, per destination, from the trip itself.
Prepares and files
each declaration in that country's specific format and deadline.
Tracks
every filing, threshold and renewal in one real-time view across your workforce.
Keeps it compliant
with source-linked guidance anchored in current law — country by country, no guesswork.
All of it inside the same secure, EU-hosted platform that runs your immigration, A1s and relocations. One partner, one system, every border.
FAQ
Quick answers.
Make posted worker compliance effortless and predictable.
From a single business trip to a multi-country project, Dimmi assesses, files and tracks every notification — so your team can focus on the work, not 31 portals.