Hire and pay employees in Norway

Complying with labor and employment laws in Norway

Norway is known across Europe and around the world for its strong worker protections, which are deeply embedded in the country's legal framework. The cornerstone of Norway’s employment laws is the Working Environment Act (Arbeidsmiljøloven), which sets out comprehensive regulations for everything from working hours to workplace safety. What makes the Norwegian system unique is its tripartite collaboration between employers, unions, and the government. This model, known as the "Norwegian Model" or "Nordic Model," has helped create one of the world's most productive and satisfied workforces.

Streamline and simplify hiring and compliance in Norway and around the globe by teaming up with Rippling EOR. A reliable EOR partner like Rippling offers expert HR support tailored to the employment laws in jurisdictions where you hire—in Norway and beyond.

Employment contracts in Norway

In Norway, employment contracts aren’t just a formality—they’re crucial documents that form the foundation of the employment relationship. While employers can extend a verbal job offer, written contracts are mandatory for all jobs lasting more than one month under Section 14-5 of the Working Environment Act. The law states that your employment contract must be in place within seven days of the employee’s start date. It must also include “information about matters of material importance in the employment relationship,” such as:

• Both parties’ identities
• The location of the workplace
• The employee’s job title and a description of the work
• The start date
• The employment duration
• Details of the probation period, if there is one
• The employee’s right to holiday pay
• Procedures for terminating the employment relationship and notice periods for both the employer and the employee
• Salary and any other supplementary payments
• Working hours and breaks
• Details of any collective agreements that apply to the working relationship
• The employee’s benefits

Remember that employment contracts in Norway tend to be more employee-friendly than in many other countries. For example, non-compete clauses are strictly regulated and must include compensation for the restricted period.

Labor unions in Norway

Unionization is extremely common in Norway. Union membership in the country currently stands at around 50%, which is significantly higher than in many other developed nations. But what's truly unique is how unions influence working conditions even for non-unionized workers.

Norway’s three main union confederations each serve different sectors of the workforce:

• The Norwegian Confederation of Trade Unions (LO) is the largest confederation, with 970,000 members. It primarily represents industrial and service workers and is historically linked to the Labour Party.
• The Confederation of Vocational Unions (YS) has around 230,000 members. It is politically independent and focuses on professional and vocational workers.
• The Confederation of Professional Unions (Unio) has approximately 380,000 members. It represents university and college graduates and has a strong presence in the public sector.

Unions in Norway negotiate collective agreements (tariffavtaler) that often become de facto standards even for non-unionized companies. For example, if you're hiring in the construction sector in Oslo, you'll likely need to match the wages and benefits set in the relevant collective agreement, whether your workers are union members or not.

Mitigating permanent establishment risk in Norway

When expanding into Norway, permanent establishment (PE) risk isn't just a tax consideration—it's a strategic business issue that requires careful planning. The Norwegian Tax Act (Skatteloven) defines PE through both physical and economic presence tests.

Here's what typically creates a PE in Norway:

1. Physical presence:
• An office or workspace, even if temporary
• A construction site lasting more than 12 months
• A warehouse used for more than storage
• Regular meetings with clients or customers
2. Economic presence:
• Having employees working regularly in Norway
• Maintaining a dependent agent who can conclude contracts
• Generating significant revenue from Norwegian sources

For example, if your sales team regularly travels to Bergen to meet clients and conclude deals, you might trigger PE status even without a physical office. However, occasional business trips for market research or training typically are less likely to create a PE.

There are also some general best practices for mitigating PE risk that global companies should strive toward:

• Limiting their presence: Try to limit the scope and amount of time employees spend engaging in on-site activities.
• Establishing a local entity: If you plan to stay in Norway long-term, establishing a separate legal entity may shield your operations in other countries from tricky tax entanglements.
• Seeking legal support: Expert local tax advice can clarify Norway’s PE framework, tax treaties, and other relevant information.
• Documenting all activities: Record employees’ roles, work locations, and other activities to prove you don’t have a fixed place of business in Norway.

Protecting company IP in Norway

Intellectual property protection in Norway combines strong legal frameworks with efficient enforcement mechanisms. The Norwegian Industrial Property Office (Patentstyret) oversees most IP rights, while copyright protection is automatic under the Copyright Act.

Patent protection in Norway extends beyond just traditional inventions. For example, a Bergen-based aquaculture company recently patented an AI-driven feeding system for salmon farms—just one real-world example of Norway's openness to protecting innovative technologies.

Here are the main types of IP businesses in Norway can protect:

• Patents: Patents require novelty and an inventive step. Protection lasts up to 20 years.
• Trademarks: Trademarks cover brand names, logos, etc., and are renewable every 10 years.
• Design rights: Design rights protect the appearance of industrial or artisanal products.
• Copyrights: Copyrights are automatically granted to literary, artistic, and software works and last for the author’s life plus 70 years.

Local laws in Norway

Norway's legal framework for employment reflects the country's commitment to work-life balance, a value that has become deeply embedded in Norwegian culture. The concepts of "dugnad" (community work) and "friluftsliv" (outdoor life) influence everything from working hours to vacation policies. With that in mind, here are some local regulations that shape the Norwegian labor market—and that employers should know before making a hire:

• No national minimum wage: While Norway doesn’t have a country-wide minimum wage, certain industries, like construction or cleaning, have mandatory minimums established by collective bargaining agreements.
• Occupational pension requirements: Most employers must contribute at least 2% of their employees’ gross salaries to an approved pension scheme.
• Strict anti-discrimination regulations: Employers must ensure equal treatment regardless of gender, ethnicity, age, or disability, backed by the Equality and Anti-Discrimination Act.

Worker classification and misclassification in Norway: Contractors vs. employees

Understanding worker classification in Norway requires more than just checking boxes on a list. The distinction between employees (arbeidstakere) and independent contractors (selvstendig næringsdrivende) affects everything from tax obligations to workplace rights. The Norwegian Tax Administration and Labour Inspection Authority use a holistic approach to determine worker status. Below are some of the key ways they determine the difference between employees and independent contractors.

Worker classification in Norway: Key differences between contractors and employees

Consequences of misclassification in Norway

Misclassification cases in Norway often come with significant financial and legal repercussions. Potential consequences include back pay for benefits (including holiday pay, pension contributions, social contributions, and more), tax penalties, fines from the labour authorities, damage to the company’s reputation, and even criminal charges in severe cases.

Wages and payroll in Norway

Norwegian wage structures reflect the country's high standard of living and strong social welfare system. While there's no statutory minimum wage, collective agreements effectively set wage floors across many sectors. Employers must also account for holiday pay (feriepenger) and employer social contributions (arbeidsgiveravgift).

Minimum wage in Norway

There’s no universal statutory minimum wage in Norway. Instead, collective agreements (tariffavtaler) establish minimum rates across various industries like construction, cleaning, hospitality, agriculture, and more. These rates are often legally binding for all workers in the sector through "general application" (allmenngjøring). Employers outside sectors with established minimum wages should still strive to offer competitive wages aligned with market norms to attract top talent.

Some of the current minimum wages are:

Payroll frequency in Norway

In Norway, monthly payroll is standard practice. Employees typically receive their salaries or wages at the end of the month. Some key payroll processes include:

• Tax withholding (forskuddstrekk): Employee income tax is dedicated at the rate shown on each worker’s digital tax card.
• Reporting via Altinn: Employers submit wage and tax info to the government electronically.
• Employer’s National Insurance contribution (Arbeidsgiveravgift): Ranges from 0% to 14.1%, depending on the zone in which the work is performed.

13th month pay in Norway

Norway does not require a 13th month salary. However, employees receive holiday pay (feriepenger) in lieu of standard wages during their vacation. The Holiday Act typically requires paying 10.2% of the previous year’s gross salary in holiday pay, but many CBAs call for even higher holiday pay.

Run payroll compliantly in Norway

Navigating international payroll and compliance doesn’t need to be a hassle. When you hire employees in Norway, partner with an EOR that can simplify the process by handling essential tasks like managing deductions, adhering to wage regulations, and making timely salary payments. With Rippling EOR, you can hire and compensate global talent more efficiently than ever before.

Employer and employee taxes in Norway

Norway’s welfare system relies heavily on tax revenue. Employers must register with Skatteetaten, withhold employee taxes, and pay the employer’s share of social security (arbeidsgiveravgift). Employees pay progressive income tax, which includes bracket taxes on higher incomes. Below are some of the most important things for employers to know about taxes in Norway.

Employer taxes in Norway

Here are the mandatory employer payroll contributions in Norway: 

Penalties for not paying taxes in Norway

Noncompliance can trigger daily penalties, back taxes with interest, and possible criminal charges in severe cases. The Norwegian Tax Administration routinely audits foreign businesses, making it vital to maintain transparent records.

Penalties for tax noncompliance can include:

• Interest: The Ministry of Finance sets interest rates for late tax payments every six months. The current rate is 12.5%.
• Penalties: Penalties for underpaid tax can be as much as 60% of the unpaid amount.
• Reputational damage. Tax authorities may publish the names of companies that underpay taxes or fail to pay on time, which can negatively impact your organization’s reputation and affect recruitment and employee engagement.
• Criminal charges. In severe cases, criminal charges can be levied against companies that commit tax violations.

Ease your tax compliance worries by partnering with an EOR to help handle global compliance obligations—from deducting and withholding payroll taxes from employees’ wages to making accurate and timely tax payments across different jurisdictions.

Employee benefits in Norway

Norwegian employees enjoy a well-funded social system that promotes collective well-being and allows them to prioritize work-life balance. Providing a competitive employee benefits package not only meets legal obligations but also signals that your company respects local norms like equity and security. Certain benefits, like pension contributions and holiday pay, are required by law. But others, like private health insurance and commuter benefits, are optional and often offered by employers looking to stand out in a crowded employment landscape. Here’s an overview of both mandatory and commonly offered optional benefits in Norway.

Mandatory benefits in Norway

Norway has a number of mandatory benefits that employers are required to offer employees, including:

• Occupational pension: Most employers must enroll staff in a mandatory occupational pension scheme. The contribution amount depends on the employee’s salary, but the minimum employer contribution is 2% of the employee’s total annual salary.
• Holiday pay: Under the Holiday Act (Ferieloven), employees are entitled to a special pay rate during their mandated annual leave. The legally required rate is at least 10.2% of their annual salary, but many employees receive a higher rate negotiated as part of their CBA.
• Work injury insurance: Employers are required to carry coverage for workplace accidents and injuries, so employees will still receive remuneration if they’re injured or become ill while performing their jobs.
• Social Security (NAV): Employees gain access to sick pay (sykepenger), parental benefits, unemployment insurance, and more through Norway’s National Insurance Scheme. Employers partially fund this through their social security contributions.

Optional benefits in Norway

Many employers go above and beyond the legal minimum and offer additional fringe benefits to attract top talent in competitive fields like technology, maritime services, and green energy. Some common examples of optional benefits employers may offer in Norway include:

• Expanded pension contributions: Many employers offer private pension plans or match contributions above the mandatory minimum of 2%.
• Private health insurance: All Norwegian employees receive health insurance coverage through the National Insurance Scheme, but some employers choose to offer supplemental coverage to help their employees access faster, specialized medical services.
• Commuter benefits: Public transit subsidies or car allowances can be popular benefits, especially for employees commuting from suburban areas.
• Flexible work benefits: With the rise in remote work, flexible work hours or home office benefits have become increasingly popular in recent years, reflecting Norway’s progressive stance on work-life balance.

Working hours, overtime, and leave in Norway

In Norway, regulations regarding working hours, overtime, and leave entitlements come from the Working Environment Act and other legislation designed to help protect Norway workers’ rights. Understanding these rules is vital to building a positive workplace culture that meets legal requirements.

Standard working hours in Norway

Under the Working Environment Act, the standard workweek in Norway is 40 hours per week, but many CBAs reduce this to 37.5 hours. Regardless of how many hours per week employees work, their workweek typically includes a half-hour paid break each day.

Overtime laws in Norway

Norway has strict overtime rules. Employees who exceed agreed weekly hours must receive overtime pay of at least 40% more than their normal rate.

Additionally, it’s illegal for employers to demand more than 10 hours of overtime per week or 25 hours in a four-week period without special labor agreements. And CBAs often grant workers better rights than those provided by the law. Norwegian employers must track overtime meticulously to ensure they remain in compliance with all rules and agreements.

Rest period and break laws in Norway

The Working Environment Act outlines the rest periods and breaks that Norwegian employees are entitled to, including:

• 11 consecutive hours of rest in each 24-hour period, and
• 35 consecutive hours of rest each week

Short breaks during the workday (like lunch or coffee breaks) are often mandatory for shifts that are at least five and a half hours long.

Leave laws in Norway

Norwegian employees are entitled to the following types of time off:

• Holiday leave: At least four weeks plus one day per year, but five weeks is common under CBAs. Employees receive feriepenger in place of salary while on holiday.
• Sick leave: Employers pay the employee’s full salary for the first 16 calendar days of sick leave, and then NAV covers up to 52 weeks after that, subject to medical documentation.
• Parental leave: New parents are entitled to a total of 12 months of leave after the birth or adoption of a child. Parental leave is split into three parts: maternity leave (mødrekvote) reserved for the mother, paternity leave (fedrekvote) reserved for the father or co-mother, and shared leave (fellesperiode) that can be divided freely between the parents.
• Care and compassionate leave: Employees are entitled to time off to care for sick or injured family members or to grieve personal losses. The length of leave depends on the family’s circumstances. NAV pays for care and compassionate leave.
• Public holidays: Employees are entitled to statutory holidays, including New Year’s Day, Easter, Christmas, Boxing Day, and others.

Employee onboarding in Norway

A well-planned onboarding process sets the tone for positive, long-term employment. Many Norwegians—both employers and employees—value transparency, cooperation, and a friendly atmosphere, so offering informal social events or lunches can help integrate new hires quickly. 

Keep in mind that a smooth hiring process begins even before a new employee’s first day, so completing administrative tasks like background checks and paperwork ahead of time can make for a smooth start. Use a checklist to help you stay organized as you onboard foreign workers in Norway and around the globe.

How to onboard employees in Norway: A simple checklist

Use our new hire onboarding checklist to set your new employee up for success:

Running background checks in Norway

Are background checks legal in Norway?

Background checks are legal in Norway as long as they follow the Personal Data Act (Personopplysningsloven) and GDPR guidelines. Employers are required to secure the candidate’s explicit consent and limit screenings to role-relevant information.

What types of background checks are illegal in Norway?

In Norway (and most of the EU under the GDPR), it’s generally unlawful to probe into sensitive personal data—things like political views, religion, or union membership—unless it’s proven necessary for the role the candidate is applying for. Criminal record checks are allowed only for certain high-risk roles, and even then, they must respect strict privacy rules.

Types of Norwegian background checks

Offer letters in Norway

While Norwegian law requires a formal contract for employment, many employers first extend an offer letter covering the broad terms—salary range, tentative start date, benefits summary, etc.—when offering a role to a new employee. The official employment contract usually follows, providing more detailed terms and all the information required under the Working Environment Act.

When sending an offer letter, here’s a brief list of information you might want to include:

• Employee’s name and address
• Start date
• Job title and responsibilities
• Compensation (including salary and benefits)
• Working hours
• Contract length
• Contact information and phone number
  

NDAs and confidentiality agreements in Norway

Non-disclosure agreements (NDAs) are valid in Norway as long as they are fair in scope and duration. However, it’s important to note that they aren’t governed by any specific law but fall under Norwegian contract law. Excessive or indefinite NDAs may be challenged legally for restricting the employee’s freedom to work. NDAs often appear in industries like biotech, marine technology, or high-end software to protect trade secrets.

Probationary period in Norway

In Norway, probationary periods can run up to six months, set in the initial employment contract. Even in probation, employees have legal protections; you must provide valid reasons and reasonable notice if terminating the contract.

Work permits in Norway

Before your new team member can start working in Norway, it’s up to you to confirm that they have the legal right to work in the country. Non-EU/EEA nationals need work permits (also known as residence permits for employment) to work legally in Norway. EU/EEA citizens can stay and work freely but must register if staying more than three months. Although not an EU member, Norway is part of the European Economic Area, which eases mobility for EU/EEA nationals.

Who needs a work visa in Norway?

All employees from outside the EU/EEA or Switzerland typically require a visa or permit, such as the Skilled Worker Permit. Shorter projects might qualify under specialized categories, like Seasonal Work Permits. Different visas have varying requirements and can be used for different types of work. Foreign nationals may even convert some visas to permanent residence permits later on.

The one thing most work visas have in common is that foreign employees typically need sponsorship from a local Norwegian employer to apply. The employer typically starts the application process on the employee’s behalf.

How long does it take to get a work visa in Norway?

Processing times vary: A Skilled Worker Permit often takes four to 12 weeks, but it can stretch longer if the applicant submits incomplete documentation or if their application requires extensive background checks. Planning ahead is essential—you can limit potential delays by being diligent during the application process.

Types of work visas in Norway

Some of the most common types of work visas employees are likely to pursue in Norway include: 

• Skilled Worker Permit: For roles requiring specialized education or experience
• Seasonal Worker Permit: Common in sectors like agriculture, fisheries, or tourism
• EU/EEA Registration Scheme: Not a visa but a registration requirement for EU/EEA nationals staying beyond three months

Termination and redundancy in Norway

As a global employer hiring your first employees in Norway, termination is likely far from your mind. But Norway has extremely protective labor laws—The Working Environment Act requires that dismissals follow fair procedures and be objectively justified. Terminations can occur due to business restructuring, performance issues, or misconduct, so it’s crucial to understand all the nuances of the law and the rights of both employees and employers so you don’t violate regulations.

Does at-will employment exist in Norway?

At-will employment is a type of employment relationship that allows either the employer or the employee to terminate the employment agreement at any time for any reason (or even without a reason) as long as it is lawful (for example, the termination cannot be discriminatory). It is a common model in the United States.

Norwegian law does not permit at-will employment. Employers must present a legitimate reason (e.g., redundancy or documented underperformance) to terminate an employee, and employees can contest unjust dismissals in court.

Notice periods in Norway

Under the Working Environment Act, notice periods typically range from one to six months, depending on factors such as the employee’s length of service, their age, and the contract or any CBA provisions that apply. Older employees and those with extended tenure typically qualify for longer notice periods.

Severance pay in Norway

Unlike many European countries, Norway has no general statutory requirement for severance. However, employment contracts or CBAs can specify severance pay. Employers may also offer it voluntarily to ease the process of redundancy. Many employers choose to provide severance to avoid disputes. Once an employer and employee reach a severance agreement, it is legally binding.

How to terminate employees compliantly in Norway

There’s a lot to consider when you oversee a diverse global team. Navigating all the varying termination regulations in different jurisdictions is just the tip of the iceberg. Employers have to understand and adhere to different just-cause standards, notice requirements, severance rules, and probation period regulations across multiple regions and countries when expanding their global workforce—no small feat.

That’s why a Norway employer of record (EOR) can be a valuable partner in simplifying terminations and other compliance tasks, from onboarding to offboarding. Plus, with termination requirements and other time-consuming administrative work off your plate, you can focus on your core business goals.

FAQs about hiring in Norway

Can I hire employees in Norway without my own entity?

Yes. By working with an EOR that already has its own legal entity in Norway, you can legally employ Norwegian workers without going through the time- and resource-intensive process of setting one up yourself. The EOR acts as the legal employer of your Norwegian workforce and handles HR tasks like payroll, tax withholding, and compliance with the Working Environment Act.

What is the difference between an independent contractor and an employee in Norway?

Employees operate under an employer’s direction, receive statutory benefits, and are protected by Norwegian labor and employment laws. Independent contractors control their own workflow, pay their own taxes, and don’t receive the same benefits or protections under the law. Improperly classifying an employee as a contractor risks fines and back-payment of social contributions.

What is the annual leave entitlement in Norway?

The Norwegian Holiday Act distinguishes between vacation days and vacation pay. By definition, vacation days are unpaid, and the employee is compensated with vacation pay, which is calculated based on the employee's gross earnings from the previous year.

Specifically, the Act grants employees a minimum of 25 working days of leave per year, calculated as four weeks plus one day. Many CBAs provide an additional week, making five weeks standard for many Norwegian employees. 

Vacation days are earned during the previous calendar year (accrual year) and used in the calendar year (holiday year) following the accrual year. New employees who haven’t accrued vacation days may take unpaid leave for vacation. Employees are entitled to take three consecutive weeks during the main holiday season (June 1 to September 30) if they choose to do so. 

Vacation pay is typically disbursed in June following the accrual year unless otherwise agreed. Vacation pay is calculated at a minimum of 10.2% of an employee's salary from the previous year.

If employment ends, accrued vacation pay for accrued but unused vacation is paid out with the employee’s final pay.

Part-time employees are entitled to the same number of vacation days, but vacation pay is proportional to their earnings.

What are the requirements for work permits in Norway?

EU/EEA nationals only need to register if they are staying longer than three months. Non-EU/EEA nationals require a work permit to legally work in Norway; the requirements vary depending on the type of work visa.

What benefits are required for employees hired in Norway?

Employers must provide occupational pension contributions, holiday pay, work injury insurance, NAV contributions, and paid leave. These statutory benefits form the bedrock of Norwegian worker protections.

What is always required when an employer terminates an employee in Norway?

Employers must have a valid cause—economic redundancy, misconduct, or operational changes—and provide written notice detailing the reason and notice period. Failure to observe these procedural safeguards can result in claims of unfair dismissal.

How does a US company pay a foreign employee?

There are three ways a US company can hire and pay Norwegian workers:

1. Establishing a Norwegian entity: Manage payroll locally and pay all employer taxes
2. Partnering with an EOR: Delegate payroll, compliance, and HR tasks to a local partner
3. Using a global payroll provider: Centralize payments and reporting while ensuring local compliance

No matter which method you choose, complying with Norwegian withholding taxes, social contributions, and record-keeping regulations is mandatory.

Disclaimer: Rippling and its affiliates do not provide tax, legal, or accounting advice. This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, tax, legal, or accounting advice. You should consult your own tax, legal, and accounting advisors before engaging in any related activities or transactions.