Preparing for 2026: HR Trends we Keep an eye on

Focus on data and compliance

HR has traditionally been driven by operational tasks.

2026 will be different: Data and compliance will emerge more clearly as the basis for decisions, documentation and direction.

Several upcoming legislative initiatives, such as amendments to the Occupational Safety and Health Act, the Posting Act, and the Wage Transparency Directive, will require a greater focus on registration, transparency and proper handling of employee data. This means that HR must be able to document processes, follow up on new requirements and at the same time use data more strategically.

It points to the fact that the HR area is moving towards increased accountability for documentation and transparency, especially in line with new EU directives and national reforms. At the same time, analyses show that HR functions that work with people analytics and strategic workforce planning gain a significant competitive advantage.

What does that mean to you?

- Ensure that HR has access to valid data (e.g. employee data, flow, competencies, absenteeism and well-being).

- Create governance around processes and compliance - especially when new legislative changes come into force.

- Use data actively as a decision-making basis for management - not just as metrics, but as inputs for action.
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Competence development as a retention strategy

Employees not only leave the companies - they leave the development run if they do not experience growth and learning.

Therefore, in 2026, skills development and internal mobility will become a key part of both retention and recruitment.

In the Danish context, we see a growing focus on HR being business-driven rather than HR-driven. At the same time, the legislative programme calls for amendments to the Vocational Education Act that the well-being and good treatment of pupils and apprentices should be given higher priority. It underlines a broader focus on safe, evolving learning environments - including for young employees.

What does that mean to you?

- Map the competencies and future needs of the organization.

- Design development pathways that allow employees to grow internally.

- Provide clear guidelines for well-being, behavior and career development.

- Show employees how their development contributes to the objectives of the company.
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Salary and career transparency

Openness is no longer just a cultural ideal, but a legal requirement.

In 2026, the EU Pay Transparency Directive will come into force, and this means that any employer must be able to document pay gaps, communicate pay ranges and create equitable structures for career development.

At the same time, new legislative initiatives on foreign labor, revision of the Posting Act and requiring ID cards on large construction projects will further sharpen the need for transparency and documentation. For HR, this means that salaries, career paths and internal processes become more visible - both for employees and authorities.

What does that mean to you?

- Review your salary and career structures: Are they clear, fair and communicated clearly?

- Consider how you communicate salary levels, job criteria, and career paths.

- Use transparency as a competitive parameter - it builds trust, attracts talent and strengthens the company's employer brand.
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Why 2026?

Because this is the year when many of the big changes accumulate:

New EU directives and national reforms are coming into force - including pay transparency, occupational regulation for foreign labour and revision of the Posting of Persons Act.

Technology and data are maturing and becoming essential for compliance compliance and streamlining processes

Employee expectations are changing and HR's role as a strategic partner is becoming more evident than ever before.

What can you do right now?

- Do an internal HR scan: Where do you stand today with data, development and transparency?

- Create a communication plan if necessary: Explain to employees and managers why new HR initiatives matter to them.

- Plan across the business: HR trends and legislative changes create value only when coupled with strategic objectives.

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Together into 2026

At Mindkey, our ambition is to help HR departments not only navigate new requirements, but to leverage them as a strength.

For 2026 isn't just about following rules - it's about using data, Transparency and evolution as a driving force for business.

We look forward to entering the coming year with you and helping to make HR more meaningful, accurate and forward-looking.

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