Generally applicable collective agreements are agreements concerning pay and working conditions that apply to everyone who works in the specific sector, regardless of whether they are party to the agreement. General application of collective agreements is one of a number of instruments to prevent foreign workers from being given poorer pay and working conditions than are usual in Norway.
The following sectors have generally applicable collective agreements (regulated in separate regulations):
The regulations apply to skilled and unskilled workers. By skilled worker is meant a worker who holds an officially approved trade certificate or corresponding formal qualifications in the field of work. An unskilled worker is a worker who does not hold such a trade certificate. The regulations that apply to the maritime construction industry distinguish between skilled workers, semi-skilled workers and unskilled workers.
The regulations on general application of the collective agreement for cleaning companies apply to private companies that operate sale of cleaning services and to employees who carry out such services. It does not apply to employees who are covered by collective agreements concluded with trade unions with the right of nomination.
The regulations do not apply to apprentices or to persons taking part in labour market schemes.
Undertakings that perform such work are responsible for ensuring compliance with these regulations. This also applies to any person managing the undertaking on the employer’s behalf.
Minimum hourly wage:
The rates apply from October 28th 2016.
The provisions of the collective agreement concerning overtime are not generally applicable. The provisions of the Working Environment Act shall apply unless a more favourable overtime supplement is agreed. Pursuant to section 10-6 (11) of the Working Environment Act, an overtime supplement equal to 40% of the hourly rate shall be paid.
Workers who perform production, assembly and installation work in the maritime construction industry, cf. section 2 of the regulations, shall have an hourly wage of at least:
In the case of work requiring overnight stays away from home, with the exception of workers taken on at the work site, the following hourly supplement shall be paid:
At workplaces with shiftwork the following hourly supplement shall be paid:
Conversion from normal working hours
When converting from normal working hours, 37.5 hours a week, to alternative working hour arrangements, use the following table:
A supplement corresponding to 50% of the hourly rate shall be paid for work in excess of normal working hours. For work in excess of normal working hours between 21.00 hours and 06.00 hours and on Sundays and public holidays, a supplement equal to 100 per cent of the hourly rate shall be paid.
The rates apply from October 28th 2016.
Workers shall have a minimum hourly wage of:
Vacation and harvest workers
Workers over 18 years of age who are employed for more than 6 months shall receive the rate for unskilled permanent employees.
Permanently employed workers
Weekend/public holiday supplement for farm relief workers on permanent rotas
A supplement of 25% is paid per hour worked
1) between 13.00 hours on Saturday and 24.00 hours on Sunday
2) between 13.00 hours and 24.00 hours on Christmas Eve and New Year’s Eve
3) between 00.00 hours and 24.00 hours on movable holidays and on 1 May and 17 May.
Apprentices shall be paid at least 60% of the rate for permamently employed unskilled workers. See above.
Reimbursement of expenditure
Allowances paid as reimbursement of expenditure actually incurred on account of posting of workers, such as expenditure on travel, board and lodging, shall not be regarded as part of the wage pursuant to the Regulations.
In agriculture and horticulture sectors the provisions of the collective agreement concerning overtime do not have general application. The provisions of the Working Environment Act shall apply unless a more favourable overtime supplement is agreed. Pursuant to section 10-6 (11) of the Working Environment Act, an overtime supplement equal to 40% of the hourly rate shall be paid.
The rates apply from May 8th 2015.
Workers who perform cleaning work shall have a minimum hourly rate of: NOK 169.37.
Workers under 18 years of age who perform cleaning work, shall have a minimum hourly rate of: NOK 122.76.
For work between 21.00 hours and 06.00 hours, a pay supplement shall be agreed in each individual case. The pay supplement shall be at least NOK 26 an hour.
The rates apply from May 8th 2015.
Skilled workers and production workers with associated work operations, warehouse workers, transport workers, security guards, cleaners, canteen workers, craftsmen, service technicians, supervisors, controllers, instructors and refrigeration technicians, cf. section 2 of the regulations on general application of the collective agreement for fish processing enterprises (Norwegian only), shall have a minimum hourly wage of:
Workers under 18 years of age who perform work pursuant to section 2 of the regulations on general application of the collective agreement for fish processing enterprises shall have a minimum hourly wage of 80% of the minimum wage rate.
Workers over 17 years of age who have worked for 12 weeks in the enterprise shall be remunerated according to the wage groups under which their work is classified. Pay seniority earned by school pupils may be carried forward to the following year within the same sector. Pay seniority earned as young workers shall also apply after reaching 18 years of age.
At workplaces with shiftwork, the following supplements shall be paid in addition to the hourly rate:
These rates shall apply from November 18th 2016.
Does not apply to offshore petroleum activities.
Workers carrying out installation, assembly and maintenance of electrical systems for automation, computing, telecommunications etc. shall have a minimum hourly wage of:
In connection with shiftwork, the following hourly supplement shall be paid in addition to the hourly rate:
These rates shall apply from October 28th 2016.
This applies to all employees carrying out road freight transport with vehicles with a gross vehicle weight exceeding 3.5 tonnes. This also applies to employees in undertakings established outside Norway if transportation is a provision of service as defined in section 1-7 of the Working Environment Act (posted employees).
All employees carrying out freight transport by road (with vehicles with total weight over 3.5 tonnes) shall have a minimum hourly wage of NOK 158.32
This does not apply to the transportation of the undertakings's own goods.
The rate shall apply from July 1, 2015
This applies to all employees of enterprises operating passenger transport by coach or bus when such transport is not subject to competion for licences (in accordance with section 8 the Professional Transport Act).
Employees of enterprises operating passenger transport by coach or bus shall have a minimum hourly wage of: NOK 150.
This also applies to employees of foreign undertakings provided that the transport assignment is organised in a manner involving posting of workers as part of a temporary service provision, as defined in section 1-7 of the Working Environment Act.
This does not apply to apprentices or persons taking part in labour market schemes.
The rates apply from 1 October 2015.
In the maritime construction industry, working hours have general application. In other sectors, working hours do not have general application. The provisions of the Working Environment Act therefore apply to these.
For work on construction sites, in the maritime construction industry and in cleaning work requiring overnight stays away from home, the employer shall, subject to further agreement, cover necessary expenses on commencement and completion of the assignment and for a reasonable number of journeys home.
Before the employer posts the employee to an assignment away from home, an agreement shall be made concerning board and lodging arrangements. The employer shall as a rule pay for board and lodging, but a fixed subsistence rate, payment as per account rendered or the like may be agreed.
In the case of freight transport assignments by road involving planned overnight stays, subsistence allowance shall be paid in accordance with the rates at any time approved by the authorities for tax-free subsistence allowance. One-third of the subsistence allowance rate shall be paid for each eight-hour period commenced.
The employer shall provide the necessary working clothes and protective footwear suitable for the time of year and the workplace.
The obligation to provide information, to ensure compliance and right of inspection
It is the employer who has the main responsibility for ensuring compliance with generally applicable conditions. However, several other parties have rights and obligations in this connection:
The rules do not apply if the employee is, as a whole, entitled to more favourable pay and working conditions according to agreement, or pursuant to the legislation that applies in his or her country of origin.
Workers who are nationals of an EU/EØS/EFTA country need no longer apply for a residence permit in Norway, but can register electronically on the website of the Directorate of Immigration (UDI). See the link in the right-hand margin.
Those who register must then report to the police or to a Service Centre for Foreign Workers. Nationals of EU/EØS/EFTA countries with valid ID cards or passports have a right of residence for three months in Norway.
Transitional rules apply to workers from the EU countries Romania and Bulgaria who wish to work in Norway. Workers from Romania and Bulgaria who have had no residence permit in Norway during the last 12 months must apply for a residence permit.
For more information, see the website of the Directorate of Immigration. See the link in the right-hand margin.
The transitional rules do not apply to workers posted to Norway by foreign companies in connection with the provision of services. Nor do the transitional rules apply to sole proprietors.
The Norwegian Labour Inspection Authority supervises compliance with these rules. If the rules are violated, the Labour Inspection Authority may impose injunctions and or coercive fines, stop the work or report the matter to the police.