Norway is a Northern European country that occupies the western half of the Scandinavian peninsula. The country, which gained its independence in 1905, has emerged as a major maritime transporter of the world’s goods, as well as, a world leader in specialized shipbuilding and the world’s leading petroleum exporters. The overwhelming majority of the country’s inhabitants are ethnically Nordic. The country enjoys one of the highest standards of living in the world, reinforced by a comprehensive social welfare system.
*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Norway.
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Norway is a Northern European country that occupies the western half of the Scandinavian peninsula. The country, which gained its independence in 1905, has emerged as a major maritime transporter of the world’s goods, as well as, a world leader in specialized shipbuilding and the world’s leading petroleum exporters. The overwhelming majority of the country’s inhabitants are ethnically Nordic. The country enjoys one of the highest standards of living in the world, reinforced by a comprehensive social welfare system.
*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Norway.
The national holidays mentioned below are valid for the year 2025.
| January 1 | New Year’s Day | |
| April 17 | Maundy Thursday | Movable - Thursday before Easter Sunday |
| April 18 | Good Friday | Movable - Friday before Easter |
| April 20-21 | Easter | Movable - The first Sunday after the first full moon following the northern spring equinox |
| May 1 | Vappu (May Day) | |
| May 17 | Constitution Day | |
| May 29 | Ascension Day | Movable - The sixth Thursday after Easter |
| June 8 | Pentecost | Movable - 50 days after Easter |
| June 9 | Whit Monday | Movable - The seventh Monday after Easter |
| December 25 | Christmas Eve and Christmas | |
| December 26 | Boxing Day |
The approximate time for sharing the contract with an employee in Norway is 4 business days assuming no special requests or changes to our standard employment contract. Any such requests or changes would need to undergo internal and external review, directly leading to a time delay.
NOTE: This number is subject to change and is only an estimation of the Contract Sharing Time. The estimated Contract Sharing Time begins from the moment that WorkMotion has received all required information from both the client and the employee.
Employees do not make contributions if their wage income is less than NOK 54,650. Once wage income exceeds this floor, an alternative calculation is made where the contributions equal 25% of the wage income in excess of the floor. The actual contributions made would represent the minimum between the alternative calculation and 8.2% of the total wage income. The national insurance tax is paid on pay and other taxable remuneration for work and assignments in and outside of an employment relationship. The tax is regionally differentiated. Each municipality is assigned to a zone with associated differentiated contribution rates.
The limits prescribed by the Working Environment Act for normal working hours are:
If an employee works shifts, nights, or Sundays, the normal working hours are 38 or 36 hours a week. The duration and disposition of the daily and weekly working hours must be stated in the employment contract.
The employer may decide that the employee should work overtime for a period of up to:
Total working hours must not exceed 13 hours per 24 hours. Nor must total working hours exceed 48 hours per seven days.
Any trial period must be agreed on in writing, and must not exceed six months.
The main rule is that employees should be engaged permanently unless a set of conditions that satisfy the need for a temporary contract are fulfilled.
According to the Working Environment Act, a mutual period of notice of one month, unless otherwise stated in a collective wage agreement is provided.
If the employee has been continuously employed for at least five or ten years in the same enterprise, the mutual period of notice is at least two months.
If the employee is dismissed after ten years’ continuous employment in the same enterprise and they are 50, 55, or 60 years old, they are entitled to a period of notice of four, five, and six months respectively.
The period of notice usually runs from the first day of the month after the employee was dismissed. E.g. if the employer or employee receives the notice on March 15th, the notice period will run from April 1st.
The limits prescribed by the Working Environment Act for normal working hours are:
If an employee works shifts, nights, or Sundays, the normal working hours are 38 or 36 hours a week. The duration and disposition of the daily and weekly working hours must be stated in the employment contract.
The employer may decide that the employee should work overtime for a period of up to:
Total working hours must not exceed 13 hours per 24 hours. Nor must total working hours exceed 48 hours per seven days.
Any trial period must be agreed on in writing, and must not exceed six months.
The main rule is that employees should be engaged permanently unless a set of conditions that satisfy the need for a temporary contract are fulfilled.
According to the Working Environment Act, a mutual period of notice of one month, unless otherwise stated in a collective wage agreement is provided.
If the employee has been continuously employed for at least five or ten years in the same enterprise, the mutual period of notice is at least two months.
If the employee is dismissed after ten years’ continuous employment in the same enterprise and they are 50, 55, or 60 years old, they are entitled to a period of notice of four, five, and six months respectively.
The period of notice usually runs from the first day of the month after the employee was dismissed. E.g. if the employer or employee receives the notice on March 15th, the notice period will run from April 1st.
Employees are entitled to a maximum of 10 days’ leave of absence per calendar year to care for their parents, spouse, cohabitant, or registered partner. The same applies in connection with the necessary care of a disabled or chronically sick child from and including the calendar year after the child reaches the age of 18 when the employer is responsible for the care of the child.
An employee is entitled to a leave of absence in connection with compulsory or voluntary military service or similar national service and for attendance in public bodies. There is no statutory requirement for salary, but accrual holiday pay for up to three months in each accrual year in connection with obligatory service can be utilized.
Employers may grant their employees welfare leave in situations where they need time off work for short periods of time. Examples of cases where welfare leave is often granted include doctor’s appointments, moving house, pre-school familiarisation, or the death or funeral of a close relative/friend.
Employees do not make contributions if their wage income is less than NOK 54,650. Once wage income exceeds this floor, an alternative calculation is made where the contributions equal 25% of the wage income in excess of the floor. The actual contributions made would represent the minimum between the alternative calculation and 8.2% of the total wage income. The national insurance tax is paid on pay and other taxable remuneration for work and assignments in and outside of an employment relationship. The tax is regionally differentiated. Each municipality is assigned to a zone with associated differentiated contribution rates.
