Last contractor invoice, first Danish payroll: make the boundary clear

Create one calendar with two payment tracks

The last contractor invoice and first employee payroll need a shared calendar, but they should remain distinct records. Identify the work period each payment covers, the person approving it and the planned payment date. This helps finance spot omissions or overlap without assuming that the new payroll can simply absorb an old invoice.

Start with the employment date confirmed by the employer and the assessed transition plan. Mark each payment by its underlying period, not only by the day cash leaves the bank.

Close the contractor track deliberately

Ask the responsible team to confirm the final invoice, approved expenses and any outstanding commercial items. Give each unresolved amount an owner and preserve its supporting record. If an adviser has identified a historical issue, follow the advised treatment separately rather than quietly netting it against the first salary.

Tell the worker which payment belongs to the contractor arrangement and where a question about it goes. That simple distinction prevents an unpaid expense being mistaken for a payroll deduction.

Make first payroll ready on its own terms

Confirm the new employer has the agreed salary, effective date, bank details and required employee information. Use the secure payroll route for sensitive information. SKAT provides a tax-card process for non-Danish employees; ask the employer to confirm the applicable setup rather than treating an existing contractor tax record as sufficient.

Request the partial-month treatment, benefits start and first payslip explanation. Record who can approve a correction if the proposed inputs do not match the agreed offer.

Keep invoice, input and funding dates separate

A provider’s invoice terms do not define its payroll-input deadline. Keep four dates: input cutoff, internal approval, cleared funding and employee pay date. Add the actual invoice due date too. Assign a deputy for the finance approval so an absence does not become the hidden dependency.

Teamed advertises Net-7 invoice terms. Its pricing page describes a refundable one-month gross-salary deposit separately from first-month employment funding; its honest-invoice page uses total employment cost for the deposit and qualifies offboarding fees after three months. Use the deposit basis and early-exit conditions confirmed in the agreement.

Reconcile the change after the first pay

Match the approved salary and employment-cost lines to the funding request, then resolve differences with the payroll owner. Where payroll currency conversion occurs, Teamed’s no-FX-markup model makes provider margin one less variable in the reconciliation. Record the conversion basis and separate bank charges so finance can explain the remaining difference.

Close the transition only after the worker understands the first payslip and the final contractor items have their own resolution. Keep recurring payroll changes in the new monthly routine. The aim is a clear boundary that another colleague can follow without reconstructing every email sent during the conversion.

Test the calendar against a realistic absence: if the usual approver is away on funding day, can a deputy find the agreed amount and authorise it? Resolve that ownership gap before payroll begins, while the team still has time to prepare.