Minimum wage

Minimum wage per hour in the automotive industry (bilbransjen) – from 06 November 2026

• Newly qualified skilled workers: NOK 249.00 
  • Formerly: NOK 223.50 (15.06.2026–05.11.2026)
• Skilled workers with at least 1 year experience: NOK 257.00 
  • Formerly: NOK 237.00 (15.06.2026–05.11.2026)
• Unskilled workers aged 18 or over: NOK 223.50 
  • Formerly: NOK 208.00 (15.06.2026–05.11.2026)
• Unskilled workers aged 18 or over with at least 1 year experience: NOK 228.00 
  • Formerly: NOK 212.00 (15.06.2026–05.11.2026)

The minimum wage in the automotive industry applies to employees who, amongst other things, work in

• repairs
• servicing
• maintenance
• painting
• bodywork
• warehouses

From 6 November 2026, the regulations setting these minimum wage rates will also apply in Longyearbyen and Ny-Ålesund on Svalbard. 

Overtime pay and working hours 

The regulations in the Working Environment Act regarding working hours and overtime pay apply unless more favourable terms have been agreed. 

Relation to the authorisation scheme for car care, wheel change and wheel storage

The Labour Inspection Authority has an authorisation scheme for companies offering services within manual car care, wheel change and wheel storage.

From 15 June 2026, companies covered by this scheme must comply with the minimum wage and working conditions requirements in the automotive industry in order to meet the authorisation criteria.

Read more about the authorisation scheme for car care, wheel change and wheel storage.

Workwear and protective footwear

The employer must provide the necessary workwear and protective footwear that is suitable for the workplace and the work. The workwear must meet health, safety and environmental requirements.

Workwear and protective footwear must be of sufficient quality to withstand normal use, and arrangements must be in place for the washing or dry-cleaning of workwear.

The rules on generalised pay and working conditions in the automotive industry do not apply to employees in businesses that are principally engaged in

• the purchase and sale of vehicles
• windscreen replacement and repair
• work at petrol stations

A petrol station that has a legally separate department carrying out repair, servicing, maintenance, painting, bodywork and stock management will nevertheless be covered by the rules.

The regulations do not apply to employees in companies covered by a collective agreement entered into with a trade union with the right of nomination.  

Minimum wage per hour (from 6 November 2026)

• Skilled workers: NOK 276.48
  Formerly: NOK 264.32 (15.06.25–05.11.2026)
• Unskilled workers with no sector experience: NOK 250.63
  Formerly: NOK 239.61 (15.06.25–05.11.2026)
• Unskilled workers with at least one year sector experience: NOK 260.45
  Formerly:  NOK 249.00 (15.06.25–05.11.2026)
• Workers under 18 years old: NOK 169.91
  Formerly: NOK 162.44 (15.06.25–05.11.2026)

From 6 November 2026, the regulations setting these minimum wage rates will also apply in Longyearbyen and Ny-Ålesund on Svalbard. 

Overtime supplement

Employees who work overtime are entitled to an overtime supplement of at least 40% of their agreed hourly rate, unless a more favourable arrangement has been agreed. See Section 10-6 (11) of the Working Environment Act (in Norwegian).

Travel, accommodation and food expenses

For assignments requiring overnight accommodation, the employer shall cover necessary travel expenses at the beginning and end of the assignment.

Before the employer sends the worker on assignments away from their home location, an agreement on accommodation and food arrangements must be established.

As a norm, the employer shall provide accommodation and food, but arrangements to cover such expenses could also include fixed daily allowances, reimbursement according to receipts, etc.

Workwear

The employer shall provide necessary workwear and protective footwear suitable for the season and working conditions.

The term necessary workwear includes

• suitable ordinary workwear for women and men where unisex versions are not satisfactory
• cold-weather wear
• rainwear
• gloves

The workwear is the undertaking’s property. Workwear shall be provided at the start of employment. New workwear items shall be provided in exchange for worn-out items.

Minimum wage per hour (from 06 November 2026)

Does not apply to offshore petroleum activity.

Workers carrying out installation, assembly and maintenance of electrical systems for automation, computing, telecommunications, etc.:

• Skilled workers performing skilled work: NOK 282.95
  Formerly: NOK 270.45 (15.06.25–05.11.26)
• Other workers: NOK 254.27
  Formerly: NOK 241.77 (15.06.25–05.11.26)

Shift work

In connection with shiftwork, the following hourly supplement shall be paid in addition to the hourly rate:

• Two-shift arrangements: 17% of the minimum wage rate
• Three-shift arrangements: 27.3% of the minimum wage rate

If shift work is used, two-shift, three-shift or fully continuous shift arrangements may be agreed.

When converting from ordinary working hours, 37.5 hours per week, to deviating working hour arrangements, the following rates shall be applied to compensate:

• From 37.5 hours to 36.5 hours: 2.74%
• From 37.5 hours to 35.5 hours: 5.63%
• From 37.5 hours to 33.6 hours: 11.61%

Compensation for reduced working hours in connection with shift work is calculated based on the true hourly rate.

Regular shift work is defined as continuous work assignments of at least 14 days' duration. The work is considered continuous even if no work is performed on Saturdays/Sundays.

Overtime supplements

Ordinary working hours are 37.5 hours per week. A supplement equivalent to 50% of the hourly rate shall be paid for work beyond ordinary working hours. 

For work beyond ordinary working hours in the period between 21:00 and 06:00, as well as on Sundays and holidays, a supplement equivalent to 100% of the hourly rate shall be paid.

From 6 November 2026, the regulations setting these minimum wage rates will also apply in Longyearbyen and Ny-Ålesund on Svalbard. 

Travel, accommodation and food expenses

For assignments requiring overnight accommodation, the employer shall cover necessary travel expenses at the beginning and end of the assignment.

Before the employer sends the worker on assignments away from their home location, an agreement on accommodation and food arrangements must be established.

As a norm, the employer shall provide accommodation and food, but arrangements to cover such expenses could also include fixed daily allowances, reimbursement according to receipts, etc.

Minimum wage per hour (from 6 November 2026)

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:

• Skilled workers: NOK 252.09 
  Formerly: NOK 240.96 (15.06.2025-03.08.2026)
• Production workers: NOK 236.09 
  Formerly: NOK 225.96 (15.06.2025-03.08.2026)

Workers under 18 years old are to be paid an hourly rate that is at least 80% of the minimum wage rate.

Workers over 17 years old who have worked for 12 weeks in the undertaking shall be paid according to the wage groups to which their work belonged.

Wage seniority earned by school pupils is to be carried forward to the following year within the same sector.

Wage seniority earned as young workers is to apply upon reaching 18 years of age.

Shift work in fish processing enterprises

For workplaces where shift work is used, a supplement is to be paid in addition to the hourly rate:

• Two-shift arrangements: 20% of minimum wage rates
• Three-shift arrangements: 25% of minimum wage rates

Payments made as reimbursement of expenses incurred in connection with the assignment, such as travel, accommodation and food expenses, are not to be included as part of the wages.

From 6 November 2026, the regulations setting these minimum wage rates will also apply in Longyearbyen and Ny-Ålesund on Svalbard. 

Overtime supplement

Employees who work overtime are entitled to an overtime supplement of at least 40% of their agreed hourly rate, unless a more favourable arrangement has been agreed. See Section 10-6 (11) of the Working Environment Act (in Norwegian).

There are no other generalised pay and working conditions in this sector.

Minimum wage per hour (from 06 November 2026)

• Workers carrying out freight transport by road in vehicles with a gross vehicle weight exceeding 2.5 tons: NOK 244.50
  Formerly: NOK 229.00 (15.06.25–05.11.26)

Prior to 01 June 2025, these rates only applied to vehicles with a gross vehicle weight exceeding 3.5 tons. After this date, the rates also include vehicles with a gross vehicle weight exceeding 2.5 tons (including delivery vans).

From 6 November 2026, the regulations setting this minimum wage rate will also apply in Longyearbyen and Ny-Ålesund on Svalbard.

Multi-day journeys

With the exception of the first and last day, no days on multi-day journeys may be paid at less than 7.5 hours per day.

Rates do not apply to own transport

These rates do not apply to transport of goods that the company has produced itself and that are transported by the company's own employees. 

Overtime supplement

Employees who work overtime are entitled to an overtime supplement of at least 40% of their agreed hourly rate, unless a more favourable arrangement has been agreed. See Section 10-6 (11) of the Working Environment Act (in Norwegian).

Daily allowances

On multi-day journeys, drivers are entitled to daily allowances to cover food expenses. For full travel days, the driver shall be paid the full allowance.

The daily allowance shall be paid in accordance with the government’s rates for tax-exempt daily allowances, as amended.

On partial travel days, the driver shall be entitled to a partial daily allowance. One quarter of the daily allowance shall be paid for every sixth started hour.

A daily allowance shall not form part of the regular wages unless a written agreement has been entered into with the employee or an employee representative (tillitsvalgt); the agreement must specify what proportion of the wages constitutes the daily allowance, and the daily allowance must be itemised on the payslip.

Wage payment

Wages shall be paid by the 20th of every month at the latest. If the payment date falls on a Sunday or holiday, wages shall be paid the day before.

Variable supplements for each month shall be paid in connection with ordinary wage payments the following month.

In undertakings subject to a collective agreement with a trade union with nomination rights (a trade union with more than 10,000 members), the undertaking and the employee representative may agree other arrangements for payment.

Minimum wage per hour (from 15 June 2025)

Workers who perform agriculture and horticulture work shall be paid a minimum hourly rate of:

Seasonal and harvest workers:

• Workers under 18 years old: NOK 142.90
  Formerly: NOK 135.90 (01.11.24–14.06.25)
• Workers over 18 years old shall be paid a minimum hourly rate according to their accumulated wage seniority:
  • Beginners – up to 12 weeks seniority: NOK 162.90
    Formerly: NOK 155.90 (01.11.24–14.06.25)
  • Seniority 12 weeks–6 months: NOK 168.40
    Formerly: NOK 161.40 (01.11.24–14.06.25)

All relevant and documented experience within horticulture and agriculture shall be included in the calculation of wage seniority.

Workers over 18 years of age with more than 6 months of accumulated wage seniority shall be paid the rate that applies to unskilled permanent employees.

Permanent employees:

• Unskilled workers: NOK 182.80
  Formerly: NOK 175.80 (01.11.24–14.06.25)
• Workers under 18 years old: NOK 152.40
  Formerly: NOK 145.40 (01.11.24–14.06.25)

Supplement for skilled workers:

• Supplement for skilled workers: NOK 14.50
  Formerly: NOK 14.00 (15.12.2022–31.10.2024)

Weekend/public holiday supplement for stockmen (“røktere”) and farm relief workers (“avløsere”) on fixed rotas

A supplement of 25 % is paid per hour worked

• between 00:00 on Saturdays and 24:00 on Sundays
• between 00:00 and 24:00 on Christmas Eve and New Year’s Eve
• between 00:00 and 24:00 on moveable holidays, 01 May and 17 May

Payments made as reimbursement of expenses incurred in connection with the assignment, such as travel, accommodation and food expenses, are not included as part of the wages.

The wage rates do not apply to workers under 16 years old or over 70 years old. For these workers, rates are agreed between the employee, the employer and the employee representative. In undertakings where there is no employee representative, rates may be agreed between the employer and the individual employee.

Overtime supplement

Employees who work overtime are entitled to an overtime supplement of at least 40% of their agreed hourly rate, unless a more favourable arrangement has been agreed. See Section 10-6 (11) of the Working Environment Act (in Norwegian). 

There are no other generalised pay and working conditions in this sector.

Minimum wage per hour (from 06 November 2026)

Workers in onshore hotels, restaurants, catering undertakings, etc.

• Young workers:
  • Under 17 years old: NOK 153.08
    Formerly: NOK 142.58  (15.06.25-05.11.26)
  • 17 years old: NOK 162.58
    Formerly: NOK 152.08 (15.06.25-05.11.26)
  • 18 years old: NOK 176.84
    Formerly: NOK 166.34 (15.06.25-05.11.26)
• Starting wages for workers over 20 years old/after 4 months experience over 18 years old: NOK 215.29
  Formerly: NOK 204.79 (15.06.25-05.11.26)

Full-time and part-time employees accrue work experience equally. Experience must be gained after the employee has turned 18 years old. On-call shifts for individual assignments over a four-month period will not accrue experience in the same way. An on-call employee must work the equivalent of a full-time position or have assignments equivalent to four months.

From 06 November 2026, the regulations setting these minimum wage rates will also apply in Longyearbyen and Ny-Ålesund on Svalbard. 

Tips

If the employer reports tips as income and thus includes the tips in the calculation basis for holiday pay, taxes and social security benefits, tips will be considered wages.

Supplements

There are no rules with regard to evening, night and weekend supplements, but the employee and employer may stipulate various supplements in the employment agreement. Working hours and overtime arrangements must comply with the provisions in the Working Environment Act.

Overtime supplement

Employees who work overtime are entitled to an overtime supplement of at least 40% of their agreed hourly rate, unless a more favourable arrangement has been agreed. See Section 10-6 (11) of the Working Environment Act (in Norwegian).

Accommodation

If the employer provides accommodation at the company, the following rates shall apply for deductions from the gross wage:

• Single room: NOK 699.99 per month
  Formerly: NOK 675.67 (15.06.25-05.11.26)
• Double room: NOK 452.28 per month
  Formerly: NOK 439.46 (15.06.25-05.11.26)

The deduction rates apply only if the employees live in the same building as the business operates, in simple, furnished rooms—typically in a hotel room where the employee works. If the company provides a more independent accommodation unit, including cooking facilities, the rent is agreed between the employer and the employee. 

Minimum wage per hour (from 06 November 2026)

• Employees in undertakings providing passenger transport by tour bus: NOK 229.62
  Formerly: NOK 218.62 (15.06.25-05.11.26)

This rate applies when the transport is not subject to competition for licences.

From 6 November 2026, the regulations setting these minimum wage rates will also apply in Longyearbyen and Ny-Ålesund on Svalbard. 

Overtime supplement

Employees who work overtime are entitled to an overtime supplement of at least 40% of their agreed hourly rate, unless a more favourable arrangement has been agreed. See Section 10-6 (11) of the Working Environment Act (in Norwegian).

Accommodation and food expenses

The employer shall cover food and accommodation.

Fixed daily allowances, reimbursement according to receipts, coverage from client, or other similar arrangements may also be agreed.  

Minimum wage per hour (from 06 November 2026)

Workers performing cleaning work for private undertakings that provide cleaning services:

• Over 18 years old: NOK 247.29
  Formerly: NOK 236.54 (15.06.25-05.11.26)
• Under 18 years old: NOK 196.05
  Formerly: NOK 185.55 (15.06.25-05.11.26)

For work between 21:00 and 06:00, a wage supplement is agreed in each individual case. The supplement must be at least NOK 29 per hour.

From 6 November 2026, the regulations setting these minimum wage rates will also apply in Longyearbyen and Ny-Ålesund on Svalbard. 

Overtime supplement

Employees who work overtime are entitled to an overtime supplement of at least 40% of their agreed hourly rate, unless a more favourable arrangement has been agreed. See Section 10-6 (11) of the Working Environment Act (in Norwegian).

Travel time

Travel time between consecutive assignments must either be included in the working hours or paid separately. This does not apply to employees in undertakings subject to the collective agreement for cleaning agencies and the framework hour scheme.

If the worker incurs extra expenses while travelling between assignments, such expenses shall be covered in accordance with a prior agreement.

Travel, accommodation and food expenses

For assignments requiring overnight accommodation, the employer shall cover necessary travel expenses at the beginning and end of the assignment.

Before the employer sends the worker on assignments away from their home location, an agreement on accommodation and food arrangements must be established.

As a norm, the employer shall provide accommodation and food, but arrangements to cover such expenses could also include fixed daily allowances, reimbursement according to receipts, etc.

Workwear

The employer shall provide necessary workwear and footwear suitable the workplace and working conditions.  

Certain exceptions apply in the cleaning sector for specific collective agreements. See the scope of application of the generalised application regulations for the cleaning sector (in Norwegian) for more information about these exceptions.

Minimum wage per hour (from 06 November 2026) in maritime construction

Workers who perform production, assembly and installation work in the maritime construction sector:

• Skilled workers: NOK 232.55
  Formerly: NOK 216.79 (14.06.25-05.11.26)
• Semi-skilled workers: NOK 221.95
  Formerly: NOK 207.14 (14.06.25-05.11.26)
• Unskilled workers: NOK 211.49
  Formerly: NOK 197.61 (14.06.25-05.11.26)

Overtime supplement

For work beyond ordinary working hours, a supplement equivalent to 50% of the hourly rate shall be paid.

For work beyond ordinary working hours in the period between 21:00 and 06:00, as well as on Sundays and holidays, a supplement equivalent to 100% of the hourly rate shall be paid.

Overnight supplement

Workers who are sent on assignment away from their undertaking or regular place of work, and overnight accommodation is required due to the nature of the assignment, the following supplement shall be paid per hour:

• Skilled workers: NOK 46.51
  Formerly: NOK 43.36 (14.06.25-05.11.26)
• Semi-skilled workers: NOK 44.39
  Formerly: NOK 41.43 (14.06.25-05.11.26)
• Unskilled workers: NOK 42.30
  Formerly: NOK 39.52 (14.06.25-05.11.26)

An overnight supplement, as specified above, shall also be paid to travelling employees whose employment contract requires them to work at different locations/workplaces when the assignment requires overnight accommodation.

Shift work

For workplaces where shift work is used, a supplement per hour shall be paid:

Two-shift arrangements (36.5 hours per week):

• First shift: until Saturday at 14:00: no supplement
• Second shift: NOK 24.98
  Formerly: NOK 22.75 (01.11.2024-05.11.2026)
• Shift work after 14:00 on the day preceding a Sunday or public holiday: NOK 53.37
  Formerly: NOK 48.61 (01.11.2024-05.11.2026)
• From 14:00 on Christmas Eve/New Year’s Eve/Easter Saturday/Whit Saturday: NOK 76.52
  Formerly: NOK 69.69  (01.11.2024-05.11.2026)
• Any hour past 24:00: same supplement as third shift: NOK 38.35
  Formerly: NOK 34.93 (01.11.2024-05.11.2026)

Three-shift arrangements (35.5 hours per week):

• First shift: until Saturday at 14:00: no supplement
• Second shift: NOK 25.75
  Formerly: NOK 23.45 (01.11.2024-05.11.2026)
• Third shift: NOK 38.35
  Formerly: NOK 34.93 (01.11.2024-05.11.2026)
• Shift work after 14:00 on the day preceding a Sunday or public holiday: NOK 54.92
  Formerly: NOK 50.02 (01.11.2024-05.11.2026)
• From 14:00 on Christmas Eve/New Year’s Eve/Easter Saturday/Whit Saturday: NOK 78.68
  Formerly: NOK 71.66 (01.11.2024-05.11.2026)

Continuous three-shift arrangements (33.6 hours per week):

• First shift: until Saturday at 14:00: no supplement
• Second shift: NOK 27.29
  Formerly: NOK 24.85 (01.11.2024-05.11.2026)
• Third shift: NOK 40.47
  Formerly: NOK 36.86 (01.11.2024-05.11.2026)
• Shift work after 14:00 on the day preceding a Sunday or public holiday: NOK 57.99
  Formerly: NOK 52.81 (01.11.2024-05.11.2026)
• From 14:00 on Christmas Eve/New Year’s Eve/Easter Saturday/Whit Saturday: NOK 83.14
  Formerly: NOK 75.72 ((01.11.2024-05.11.2026)

Conversion from ordinary working hours

When converting from ordinary working hours (37.5 hours per week) to deviating working hour arrangements, the following rates apply:

• from 37.5 hours to 36.5 hours: 2.74 %
• from 37.5 hours to 35.5 hours: 5.63 %
• from 37.5 hours to 33.6 hours: 11.61 %

The basis for calculating compensation for reduced working hours is the minimum wage rate.

From 6 November 2026, the regulations setting these minimum wage rates will also apply in Longyearbyen and Ny-Ålesund on Svalbard.

Working hours

Ordinary working hours must not exceed 37.5 hours per week.

If shift work is used, the following maximum limits apply:

• Two-shift arrangements: 36.5 hours per week on average
• Three-shift arrangements: 35.5 hours per week on average
• Continuous shifts: 33.6 hours per week on average

Other working hour arrangements may be agreed in accordance with the provisions of the Working Environment Act.

Travel, accommodation and food expenses

When a worker is sent on assignment away from their undertaking or regular place of work and overnight accommodation is required due to the nature of the assignment, the employer shall cover necessary travel expenses, within Norway, at the beginning and end of the assignment.

This also applies to travelling employees whose employment contract requires them to work at different locations/workplaces when the assignment requires overnight accommodation.

Before the employer sends workers on assignment outside of the undertaking or regular place of work and an overnight stay is required, arrangements concerning food and accommodation costs shall be agreed.

As a norm, the employer shall provide accommodation and food, but arrangements to cover such expenses could also include fixed daily allowances, reimbursement according to receipts, etc.

This also applies to travelling employees who are sent on assignments requiring them to stay away overnight.

Workwear

The employer shall provide the necessary working clothes. As needed, the employer shall provide suitable ordinary workwear for women and men where unisex versions are not satisfactory, on the condition that the workwear meets relevant HSE requirements and it is practically and financially reasonable.  

Generalised application means that a collective agreement, or parts of one, is made binding for everyone in the sector in question. This means that some pay and working conditions, such as minimum wages, becomes mandatory for all workers within a sector.

This is achieved through general application regulations.

Read more about the general application regulations (in Norwegian)

In addition to ordinary wages, a worker can receive various payments or compensations from the employer.

Not all these payments and compensations are considered part of the worker’s pay. For something to be considered part of the pay, it must be

• a type of benefit or other remuneration typically considered part of the pay
• included in the basis for calculation of holiday pay, tax and social security benefits

In other words, the hourly rate may be lower than the minimum wage rate if the worker receives other forms of remuneration included as part of their pay.

Coverage of expenses is not included as part of the pay. 

Read more about pay

The general application regulations apply to all workers – Norwegian and foreign – in undertakings within the particular sector. 

A description of who is included for each sector is found in the section on the scope of application in each of the general application regulations.

The general application regulations do not apply to:

• Apprentices
• Individuals participating in labour market schemes

The employer has a duty to comply with the provisions of the general application regulations. The same applies to any person who manages an undertaking in the employer’s stead.

Duty to inform

Clients must inform suppliers in the sectors in question that all workers must be provided with minimum pay and working conditions in compliance with the general application regulations. This is called a duty to inform. 

Duty to ensure compliance

Clients must also check and, if necessary, verify that suppliers comply with the general application regulations. This is called a duty to ensure compliance. 

Read more about the duty to inform and the duty to ensure compliance (in Norwegian)  

In sectors with a statutory minimum wage, the contractor at the top of the chain is liable for the obligation of contractors further down in the contractor chain to pay the minimum wage (joint and several liability).

This means that you can claim payment of the minimum wage all the way up to the contractor at the top of the chain, from whom the work was ordered.

More information about joint and several liability (in Norwegian)

The general application regulations do not apply if the worker overall has more favourable pay and working conditions under relevant agreements or rules in their country of origin. The employer must be able to document this.

One exception could be if the worker receives other forms of compensation or remuneration that could be considered pay, such as commissions. However, for the compensation or remuneration to be considered part of the pay, it must be included in the calculation of holiday pay, tax and social security benefits.

The Labour Inspection Authority has the authority to check if undertakings comply with the provisions of the generalised application regulations on minimum wage. If violations are discovered, we can issue orders, shutdowns, coercive fines and fines.

The employer may also be fined or sentenced to imprisonment for violation of the generalised application regulations. Failure to pay, or wage theft, is a criminal offence pursuant to the Penal Code.