Your rights and obligations when working in Norway

There is no general minimum wage ("minstelønn") in Norway. Nevertheless, minimum wages have been introduced in certain sectors:

• automotive industry
• building
• cleaning work
• hotel, Restaurant and Catering
• maritime construction
• agriculture and horticulture
• fish processing
• electricians
• freight transport by road
• passenger transport by tour bus

Check if you receive minimum wage

The rates are updated on a regular basis.

Your salary is agreed upon between you and your employer as part of the employment contract.

It is common in Norway to agree that the wages be paid once a month.

The wage must be paid directly into your account.

After the wages have been paid, or immediately thereafter, the employer shall provide you with a payslip (lønnsslipp) that shows what you receive in gross salary, tax deductions and other deductions made from your gross salary. As well as what you are getting paid (netto salary), and the calculation method for holiday pay. If you do not receive a payslip, you must claim it from your employer.

If you have an electronic ID (for example MinID or BankID) (difi.no), you can check what your employer has reported about your taxes and salary by logging in to my tax (skatteetaten.no).

As a rule, an employer cannot make deductions from your wages or your holiday pay. Deductions can only be made if it is statutory or agreed upon in writing, in advance. If you damage or lose the company’s property, you must consent to that a deduction be made from your wages.

Contact the employer immediately orally, then in writing.

Contact your trade union or a lawyer / legal adviser. Document your claim with your employment contract, timesheets, payslips and/or any other similar documentation.

More information on what to do if your employer does not pay what you are entitled to

The main rule in Norway is that all employees are entitled to a holiday (ferie) and holiday pay (feriepenger). You are entitled to 25 working days holiday per year. Working days are all the days of the week except Sundays or statutory/public holidays.

An employee has the right and obligation to use their full holiday, and the employer is obliged to ensure that you take your full holiday. You cannot freely decide when to go on holiday. If you have specific holiday plans, remember to ask for your employer’s permission two months before your holiday.

If you do not come to an agreement, the employer has the final decision in the matter. However, you may request three weeks of continuous holiday during the main holiday period, which is from June 1st to September 30th.

Holiday pay comes instead og your normal salary and makes up at least 10.2 % of your gross salary. Holiday pay is earned the year before it is paid (the holiday year) and must be paid when you have a holiday the following year, or when you stop working in the company. If you are over 60 years old, the rate is 12.5 % of your gross salary. You are also entitled to one additional week of holiday. 

More information about holiday pay

Everyone who works in Norway must have a tax deduction card. A tax deduction card shows your employer how much tax they must deduct from your salary.

There are two ways you can pay tax:

• PAYE (Pay As You Earn)
• general tax

PAYE (Pay As You Earn)

Most foreign workers who are new in Norway will automatically become part of the voluntary tax scheme PAYE (Pay As You Earn) when they apply for a tax deduction card (skatteetaten.no). You’re taxed at a fixed percentage that your employer deducts from your salary. When you receive your salary, the tax has already been deducted.

You can opt out of the PAYE scheme and pay tax under the general tax rules instead, if it is more profitable for you.

General tax

If you pay general tax, the tax you pay is calculated according to a tax rate that varies based on how much you earn during the year.

In March or April the year after you have worked, you will receive a tax return with information about your income. You must check your tax return and make changes if any of the information is incorrect. Then you will receive a tax assessment notice that shows whether you have paid too much or too little tax. If you have paid too little tax, you must pay what you owe. If you have paid too much tax, you will receive a refund.

More information about the tax schemes in Norway (skatteetaten.no)

As a rule, normal working hours (arbeidstid) in Norway are:

• 9 hours within 24 hours (normal working day)
• 40 hours in 7 days (normal work week)

There are some exceptions.

More information about working hours

If you work overtime (overtid), you are entitled to overtime supplement that is at least 40 percent of the agreed hourly wage. You can have a written agreement with your employer that you will partially or wholly take time off for the overtime hours worked.  The overtime remuneration of at least 40 percent must always be paid in addition.

More information about overtime

You are entitled to at least one break (pause) if your working hours exceed 5.5 hours.

If you work 8 hours, you are entitled to at least a half-hour break.

If there is no satisfactory break room, the break shall be regarded as part of the paid working hours.

If you work more than 2 hours after normal working hours, you shall be allowed a break of at least 30 minutes and the break shall be regarded as part of the paid working hours.

The average calculation (gjennomsnittsberegning) allows the different distribution of working hours. This means that in some periods you can work more than the limit for ordinary working hours, and subsequently less in other periods. On average, the working hours should not exceed 40 hours per week.

More information on average calculation of working hours (in Norwegian)

Workers are entitled to at least:

• 11 hours continuous off-duty time per 24 hours
• 35 hours continuous off-duty period per 7 days

Exceptions or other agreements may apply.

Night work (between 21:00 and 06:00) and Sunday work is not permitted unless necessitated by the nature of work. Payment for this work shall be agreed in written in the employment contract.

More information about work on Sunday (Norwegian only)

More information about night work

All time spent in the service of the employer must be registered as working hours. The employer must have a routine for registration of the working hours, and employees must be informed of this routine. It is important that the recording of working hours is clear and easy to understand. As a rule, the start and end times of the shift must be recorded.

All employees shall have a written contract of employment ("arbeidsavtale"). It does not matter if your employment is permanent or temporary, and it does not matter how long you will be working there, even if it is just one day. There are no exceptions from this rule.

The employer is responsible for making sure a written employment contract is established. The employment contract is confirmation of your employment relationship.

The employment contract must include certain information that is relevant for your employment, including:

• pay
• payment interval
• working hours
• holiday pay
• duration of the employment

When must the employment contract be ready?

This varies, depending on the duration of your employment:

• If you are going to be employed for a period longer than one month, the employment contract must be signed and ready as soon as possible, and within seven days of the start of the employment at the latest.
• If you are going to be employed for a period of one month or less, the contract must be ready on the same day the employment starts. The same applies if the company hires you out to another company.

Read and understand what is in your employment contract

Pay particular attention to the following:

• Is your employment permanent or temporary?
• How many hours will you be working per day and per week?
  • Will an average be calculated for your working hours?
  • Will you be working nights and/or Sundays?
  • Will you be paid a premium for working nights and/or Sundays?
• Where is your workplace?
  • Will you be working in multiple locations?
  • Will you be paid food and accommodation allowances if you are working in multiple locations?
• What is your pay rate?
  • When will you get paid?
  • What is included in your pay?
• Are you renting accommodation from your employer?

Ask your employer if something is unclear. 

More information about requirements for employment contracts (in English)

Templates for standard employment contracts, translated into several languages

The rule in Norway is that employment is permanent (fast), and the contract is valid until terminated by you or your employer. If there is an end date in the employment contract, you are temporarily (midlertidig) employed. There are special rules that apply for the legality of this.

More information about temporary or permanent employment

You can also work for a temporary-work agency/recruitment agency (vikarbyrå). In that case, the agency is your employer and hires you out to work for others. Your wages and work conditions shall be similar to those of the permanent employees doing the same type of work.

If you work at different times of the day, the employer must prepare a work schedule (arbeidsplan) that shows the weeks, the days and the hours each employee is to work. The work schedule shall be prepared as early as possible and not later than two weeks prior to its implementation. The work schedule shall be easily accessible to the employees.

If you have been posted to Norway by your employer on a work assignment, you have for the most part the same rights as Norwegian workers. This also applies if you are employed in a temporary work agency or by a corporate group and are posted to a division in Norway.

More information about posted workers

If your employer sends you out on an assignment where it is necessary to spend the night outside the home, the employer should, as a rule, provide for board and lodging. A fixed diet rate, reimbursement or similar can also be arranged. In addition, certain requirements are applying with regards to the standard of your accommodation.

More information about accommodation requirements

If the employer dismisses you, there must be a justifiable ground for this. The termination of employment (oppsigelse) must be in writing. You have the right to work and be paid during the notice period, which is one month, unless otherwise stated in your employment contract. The deadline runs from the 1st of the month after the notice was given.

In the case of serious breach of your employment contract, the employer can dismiss you (avskjed). This means that the employment contract terminates with immediate effect, and you must stop working.

More information on termination

In financially difficult times, it may be appropriate for your employer to lay you off temporarily (permittering). The obligation to work and the obligation for pay ceases for the period you are laid-off. You must be notified about it. You may be entitled to unemployment benefits from NAV.

More information temporary lay-off

In Norway, it is common to be part of a trade union ("fagforening"). A trade union is an organization that works to protect your interests as an employee. This means that the union will negotiate pay rates, working hours and conditions for holiday leave on your behalf.

If you find yourself in a conflict with your employer, your union’s lawyers can help you.

You pay a fixed amount every month in dues for membership in a trade union.

See the trade union guide ("Fagforeningsguiden") for an overview and comparison of trade unions in Norway (fagforeninger.no, in Norwegian) 

Some professions are regulated, which means that you need authorization or certification to practice them.

If you have education or professional qualifications ("yrkeskvalifikasjoner") from abroad, you should check if you need to have these recognized by Norwegian authorities.

• Check to see which professions require formal recognition of education and professional qualifications (hkdir.no, in English)

The Labour Inspection Authority is the authority providing formal recognition for some professional qualifications:

• Apply for recognition of foreign professional qualifications for forklift trucks, cranes and earth-moving machinery (in English)
• Apply for recognition of foreign diving certificate for inshore commercial diving (in Norwegian)

In Norway, most employers in the private sector must set aside funds to establish a pension scheme for their employees. This is called the mandatory occupational pension scheme (OTP).

Your employer must save at least 2 percent of your salary for your pension. To be entitled to OTP, you must be a member of the National Insurance Scheme ("folketrygden") (nav.no).

Read more about the mandatory occupational pension scheme (OTP) (skatteetaten.no)

If you have an electronic ID (for example MinID or BankID), you can check which pension agreement you have (in Norwegian only, norskpensjon.no).

If you believe your employer is required to start saving in a pension scheme for you, but has not done so, you can send a tip to the Tax Administration anonymously (skatteetaten.no).

Your employer has the responsibility to ensure that the workplace environment is safe and sound. The employer must, in collaboration with the employees, assess possible hazards in the workplace and is also responsible for implementing measures to eliminate or reduce the risk of workers being sick or injured at work. The employer must ensure that you receive proper training in a language you understand.

All Norwegian companies must have their own safety representative (verneombud) that has been elected by the employees. You, as an employee should know who your safety representative is and how you can get in touch with them. The safety representative shall ensure that the employer fulfills their duties regarding the employees’ safety, health and welfare. If you have problems at work, you can take these up with your safety representative.

More information about safety representatives (in Norwegian only)

In the building and construction, hotels and restaurants and cleaning work sectors, there is a scheme of regional safety representatives (regionale verneombud) that assist the employers and employees in occupational safety and health issues.

More information about the scheme with regional safety representatives (in Norwegian only)

As an employee, you also have a duty to help to ensure that the workplace has safe and justifiable working conditions. Follow the guidelines of the business, use mandatory protective equipment and help prevent accidents and injuries. Inform your employer and safety representative about hazardous working conditions.

All employees have the right to report censurable conditions ("kritikkverdige forhold") in their workplace. This is often called whistle-blowing.

The employer has a duty to make sure that whistle-blowers do not become targets of retaliation. This also applies if the whistle-blower is a worker who has been hired-in.

Read more about whistle-blowing and what is considered censurable conditions (in Norwegian)

How to report censurable conditions?

As a main rule, the first step is to report your concerns internally, usually to your immediate superior. Your enterprise should have a procedure for internal reporting ("intern varsling"), which should be available to employees.

Employees should always be able to report their concerns internally

• to the employer or a representative of the employer
• through the safety representative, the employee representative or a lawyer

Employees can also report their concerns externally, to a public supervisory authority or other public authority.

More information about whistle-blowing in the workplace (in Norwegian)

Your employer shall organize, arrange and manage the work in a way that prevents employees from being subjected to bullying in the workplace.

If you learn of bullying or harassment taking place in your workplace, you must inform your employer, safety representative or employee representative as soon as possible. It is also important to speak up if you are the one being bullied. Your options for how to proceed should be described in your company’s procedures for internal reporting.

If you are being bullied by your superior, you can report your concerns to your superior’s superior. If the company’s top executive is the one bullying, you can report your concerns to

• the board, if the bullying is taking place in a private enterprise
• the next organizational level up, if the bullying is taking place in a public organization

Read more about bullying in the workplace (in English)

If you are working in one of the following industries, you must have an HSE card ("HMS-kort”):

• construction
• cleaning
• manual car care, tire changing and tire storage
• goods transport by car or van

The HSE card will show your name and the undertaking you work for. The card must be worn clearly visible while you are working.

Your employer is responsible for requesting an HSE card for you. The card is personal and valid as long as your employment lasts. It must be renewed every two years.

If you have not been issued an HSE card, you must speak with your employer.

Both Norwegian and foreign workers must carry HSE cards.

The HSE card requirements applies to all undertakings performing work in Norway. The requirement also applies to foreign undertakings that post workers on long-term or short-term assignments in Norway.

Read more about HSE cards

The Labour Inspection Authority receives many questions and tips that concern matters of private law. When something is a matter of private law ("privatrettslig"), it means it is a matter between the employer and the employee. The Labour Inspection Authority does not have jurisdiction in such matters, but we can give both you and your employer general information and advice about working environment rules and regulations.

Examples of concerns that are a matter of private law:

• failure to pay a wage in sectors that do not have a statutory minimum wage
• failure to pay holiday pay
• pay rates when no statutory minimum wage applies
• employment contracts
• termination of employment
• lay-offs
• taking holiday leave and right to holiday leave
• right to leave of absence

If you and your employer cannot agree on an issue that is a matter of private law, you can seek legal advice, e.g. through your trade union, by contacting a lawyer or by seeking free legal aid.

Often, you need to contact another public authority instead

The Labour Inspection Authority receives many tips and reports of concern about things that fall under the jurisdiction of another authority. Examples of such concerns and the appropriate authority to contact:

• Tips about undeclared work ("svart arbeid") should be reported to the Tax Administration (skatteetaten.no, in English).
• Suspicions of human trafficking or violent crimes should be reported to the police (politiet.no, in English).
• Failure to pay sick pay, or conflicts with the employer about whether the conditions for receiving sick pay have been met, should be reported to NAV (nav.no, in English).
• Tips about food quality or animal welfare should be reported to the Food Safety Authority (mattilsynet.no, in English).
• Disputes concerning leave can be settled by Dispute Resolution Board (tvistelosningsnemnda.no, in Norwegian).
• Tips concerning poor service quality, e.g. in education or health services, must be reported to the appropriate supervisory authority, e.g. the County Governor ("Statsforvalteren").
• If you live next door to a construction site and you have noise or dust concerns, you must contact the municipality.