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Last updated on: February 28th, 2023

Labor Requirements

The Labor Law in Norway is regulated mainly by the Working Environment Act 2005 (last amended in 2021). The Working Environment Act applies to all employees, with the exception of seafaring and fisheries, which are regulated by separate regulations. The Act governs the terms and conditions of employment such as working hours, holidays and rest periods, wages, overtime, and employment relationships. The other acts that govern employment relationships are the Holidays Act, The National Insurance Act, etc.

Hours & Pay Regulations

Normal Working Hours

Normal working hours must not exceed 9 hours in 24 hours and 40 hours in 7 days.

 

Normal working hours must not exceed 9  hours in 24 hours and 38 hours in 7 days for:

      • 24 hours shift work and comparable shift work,
      • work in 2 shifts that are regularly run on Sundays and weekends, and comparable shift work that is regularly run on Sundays and weekends,
      • work which requires that the individual employee must work at least every 3rd Sunday,
      • work carried out mainly at night.

The normal working hours must not exceed 9 hours in 24 hours and 36 hours in 7 days for:

        • fully continuous shift work and comparable shift work,
        • underground work in mines, tunnel operation, and blasting of underground rock caverns.

For employees working 3 shift rotation: The normal working hours shall be reduced by regarding each hour worked on Sundays and public holidays, as equal to 1 hour and 10 minutes, and each hour worked during the night, as equal to 1 hour and 15 minutes, down to 36 hours per seven days. This is also applicable to employees who are required to work at least every 3rd Sunday. Normal working hours must not exceed 9 hours per 24 hours and 38 hours per seven days.

 

Averaging of Working Hours

The employer and employee may agree in writing that the normal working hours may be arranged so that during a period not exceeding 52 weeks, the working hours do not exceed an average of 10 hours in 24 hours and 48 hours in seven days. The limit of 48 hours in the course of 7 days can be calculated on a fixed average over a period of 8 weeks, however, the normal working hours shall not exceed 50 hours in any single week.

 

Employers and employees’ elected representatives in activities may, in writing, agree that the normal working hours shall be arranged so that during a period not exceeding 52 weeks, on average, they do not exceed 12.5 hours in 24 hours and 48 hours in 7 days. The 48-hour limit within 7 days can be calculated on a fixed average over a period of 8 weeks, yet the normal working time does not exceed 54 hours in any single week. By entering into an agreement that implies that the normal working time exceeds 10 hours within 24 hours, particular attention shall be paid to the consideration of the health and welfare of employees.

 

The Labor Authority may agree that the normal working hours during a period not exceeding 26 weeks will on average not exceed 13 hours during 24 hours and 48 hours in seven days. The limit of 48 hours can be calculated on a fixed average over a period of 8 weeks.

 

In the case of work that is wholly or mainly of a passive nature, working hours may be extended but not more than 2 hours per 24-hour day and 10 hours per 7 days.

 

The Labor Authority may, when the work is particularly passive, give consent to the working hours being extended beyond what is stipulated above, but so that the working hours do not exceed 13 hours in the course of 24 hours. Normal working hours must not exceed 48 hours in seven days.

 

Work Schedule

If the employees work at different times of the day, a work schedule shall be prepared showing which weeks, days, and times each employee is to work. The work schedule shall be prepared in cooperation with the employees’ elected representatives. Unless otherwise provided by a collective pay agreement, the work schedule shall be discussed with the employees’ elected representatives as early as possible and, at the latest, two weeks prior to its implementation. The work schedule shall be easily accessible to the employees.

 

Stand By Duty

In the case of standby duty outside the workplace, at least 1/7th of such standby duty shall be included in the ordinary working hours depending on how burdensome the duty scheme is.  The employer and the employees’ elected representatives in undertakings bound by a collective pay agreement may by written agreement provide for a different arrangement. Section 10-1 to 10-5 Working Environment Act.2005 (last amended 2021).

 

Recording Requirement

An account shall be kept of the hours worked by each employee. This account shall be accessible to the Labour Inspection Authority and the employees’ elected representatives. Section 10-7 Working Environment Act.2005 (last amended 2021).

Overtime

When the normal working hour of an employee exceeds the statutory limit, the excess is considered overtime work. Overtime work must not exceed 10 hours during a period of 7 days, 25 hours for 4 consecutive weeks, and 200 hours within a period of 52 weeks.

 

The employer and the employees’ representative bound by a collective agreement may agree in writing on overtime work for up to 20 hours during 7 days, but so that the total overtime work does not exceed 50 hours for 4 consecutive weeks. Overtime work must not exceed 300 hours within a period of 52 weeks.

 

The Labor Authority may, upon application in special cases, allow total overtime work for up to 25 hours during a period of 7 days and 200 hours during a period of 26 weeks.

 

Total working time must not exceed 13 hours in 24 hours or 48 hours in 7 days. The limit of 48 hours in the course of 7 days can be calculated on average over a period of 8 weeks, so that the total working time according to averaging of working hours, including overtime, does not exceed 69 hours in any single week.

 

The employer and the employees’ representative in activities that are bound by a collective agreement may agree in writing to derogate from the limit of 13 hours, but so that the total working hours do not exceed 16 hours within 24 hours. In that case, the employee must be guaranteed corresponding compensatory rest periods or, where not possible, other appropriate protection.

 

PayAn employee who works overtime shall be entitled to a premium of 40% in addition to the pay received by the employee for corresponding work during normal working hours.

 

Compensatory RestIn the event that an employer and employee have a written agreement, the hours worked as overtime shall be accepted in full or in part to permit the employee to take a compensatory rest at a scheduled time. Section 10-6 Working Environment Act.2005 (last amended 2021).

Night Work

Night work is considered as the work performed between 9 pm and 6 am. The employer and the employee’s representative via collective agreement may stipulate in writing another period of at least 8 hours, which includes the time between 12 am and 6 am. Night work is not permitted unless the nature of the work makes it necessary.

 

The employer and the employee may enter into a written agreement that the employees, on their own initiative, may perform work between 9.00 p.m. and 11.00 p.m. The normal working hours must not exceed 9 hours in 24 hours and 38 hours in 7 days for work that is mainly conducted at night.

 

The normal working hours of an employee who regularly works more than 3 hours at night shall not, on average, exceed 8 hours in the course of 24 hours. The average should be calculated over four weeks. The minimum period of weekly rest shall not be included in the calculation of the average.

 

The working hours of an employee who works more than 3 hours at night shall not exceed 8 hours in the course of 24 hours if the work involves a particular risk or significant physical or mental strain.

 

The employer and the employee’s representative via a collective agreement may agree in writing to deviate from the average hours of night work or the maximum hours of night work.  In that case, the employees must be guaranteed corresponding compensatory rest periods, or, where this is not possible, other appropriate protection.  Section 10-11 and 10 – 4 (4) Working Environment Act. 2005 (last amended 2021).

Breaks

An employee shall have at least one break if the daily working hours exceed 5 hours and 30 minutes. The breaks shall collectively amount to at least 30 minutes if the daily working hours total at least 8 hours.

 

If the employee is not free to leave the workplace during the break or where there is no satisfactory break room, the break shall be counted as part of the working hours.The break can be postponed if circumstances demand it.

 

When an employee works more than 2 hours after the normal working hours have been terminated, the employee shall be given another break of at least 30 minutes. The break is considered part of the working hours.  When the break is taken post normal working hours it is reimbursed as overtime, but the break time is not considered as hours worked towards the overtime thresholds. When conditions make it necessary, the break can be shortened or shifted. Section 10-9 Working Environment Act.

 

Daily Rest

An employee shall have at least 11 consecutive hours off work within 24 hours. The non-working period shall be placed between the end of one shift and the beginning of the next shift. Section 10-8 Working Environment Act.2005 (last amended 2021).

 

Weekly Rest

An employee shall have a continuous off from work for a period of 35 hours every 7 days.

 

The employer and the employees’ representative in activities that are bound by a collective agreement may agree in writing to derogate from the period defined above. Such an agreement can only be entered into if the employee is guaranteed corresponding compensatory rest periods or, where this is not possible, other appropriate protection.

 

A shorter period of absence than 8 hours cannot be agreed upon per 24 hours. The limit of 8 hours does not apply when working beyond the agreed working hours or working on-call during stand-by duty outside the workplace is necessary to avoid serious operational disruptions. Section 10-8 Working Environment Act.2005 (last amended 2021).

Work On Rest Days

An employee who has worked on a Sunday or public holiday shall be off duty on the following Sunday or public holiday. 

 

The employer and the employee may agree in writing to a working-hour arrangement that ensures that the employees will be off duty on average every other Sunday and public holiday over a period of 26 weeks, provided, however, that the weekly 24-hour off-duty period falls on a Sunday or public holiday at least every 4th week.

Sunday Work

Employees shall not work from 6 pm on the day before a Sunday or public holiday until 10 pm on the day before the next working day. On Christmas Eve, Easter and Pentecost, employees shall not work from 3 pm to 10 pm the day before the next working day. Work performed during these periods shall be regarded as work on Sundays and public holidays.

 

Work on Sundays and public holidays is not permitted unless necessitated by the nature of the work. Before imposing work on Sundays and public holidays, the employer shall discuss the need for such work with the employees’ elected representatives.

 

The normal working hours must not exceed 9 hours in 24 hours and 38 hours in 7 days for work in two shifts that are regularly run on Sundays or public holidays, and comparable shift work that is regularly run on Sundays or public holidays.

 

As an exception, the employer and the employee may agree in writing to a working-hour arrangement that ensures that the employees will be off duty on average every other Sunday and public holiday over a period of 26 weeks, provided, however, that the weekly 24-hour off-duty period falls on a Sunday or public holiday at least every 4th week.

 

Compensatory Rest for Sunday Work – The employer and the employee may enter into a written agreement on work on Sundays and weekends, in exchange for corresponding compensatory rest on other days which are equal to a Sunday or public holiday as per the employee’s religion. Section 10-10 Working Environment Act.2005 (last amended 2021).

Public Holidays

The following are the 12 public holidays in Norway –

  • New Year’s Day
  • Maundy Thursday
  • Good Friday
  • Labor Day
  • Constitution Day
  • First day of Easter
  • The second day of Easter
  • Ascension Day
  • First day of Pentecost
  • The second day of Pentecost
  • First day of Christmas
  • The second day of Christmas

The same rules that apply to public holidays also apply on May 1 (Labor Day) and May 17 (Constitution Day). The employer must pay the employee their complete salary if May 1 or May 17 does not fall on a Sunday or other holiday, even if the employee does not work that day. If the employee has to work these days, the same wage supplement is given as the person in question may be entitled to by agreement or regulation for Sundays.

 

Employees shall not work from 6 pm on the day before a public holiday until 10 pm on the day before the next working day. On Christmas Eve, and on the Saturdays preceding Easter Sunday and Whit Sunday no work shall be performed from 3.00 p.m. until 10.00 p.m. on the day preceding the next working day. Work performed during these periods shall be regarded as work on Sundays and public holidays.

 

On public holidays from 00 hrs to 24 hrs as well as Easter, Pentecost, and Christmas Eve after 4 pm, there shall be public holidays that no one anywhere must disturb with undue noise.

 

In enterprises that are bound by a collective agreement, the employer and the employee’s representative may enter into a written agreement on work on Sundays and public holidays if there is a special and time-limited need for this.

 

The employer and the employee may agree in writing to a working-hour arrangement that ensures that the employees will be off duty on average every other Sunday and public holiday over a period of 26 weeks, on the condition, however, that the weekly 24-hour off-duty period falls on a Sunday or public holiday at least every fourth week.

 

Religious holidays

For employees who, in accordance with their religion, have days other than Norwegian Sundays and public holidays as their public holidays, the employer may enter into an agreement on work on Sundays and public holidays, in exchange for corresponding time off on other days.

 

Compensatory Rest for Work on Holiday

The employer and the employee may enter into a written agreement for work on Public Holiday, in exchange for corresponding compensatory rest on other days which according to the employee’s religion a public holiday. Any premium pay that employees might earn above their normal wage rate for working on a public holiday is negotiated in collective bargaining agreements and employment contracts. Section 2 & 3 of Law on Holidays and Holiday Peace, Section 10-8 Working Environment Act.2005 (last amended 2021).

Annual Leave

All employees are entitled to at least 25 working days of annual leave each year. Employees who start employment before 30th September are entitled to 25 working days’ annual leave by the end of the calendar year. Employees who start employment after 30 September are entitled to 6 working days’ annual leave for that year.

 

An employee may demand to take his main annual leave, comprising 18 working days, during the main annual leave period, 1 June – 30 September. This does not apply, however, to an employee who takes up his post after 15 August in the holiday year. If a holiday is fixed for the 1 June-30 September period and postponed due to illness, leave of absence, industrial disputes, etc, no claim may be made to take the annual leave at a later date in that period.

 

An employee may take the remaining annual leave (7 working days) together within the holiday year. Written agreements may be entered into concerning the taking of annual leave in advance of up to 12 working days and the transfer of annual leave of up to 12 working days to the following holiday year. Holidays in advance and transfers of annual leave beyond that limit may not be agreed upon.

 

For the purpose of calculating annual leave, weekdays including Saturdays are working days. Sundays and public holidays are not counted as working days. Normally, 6 working days will correspond to one week.

 

Annual Leave Pay

During annual leave, employees are entitled to a special pay rate equal to 10.2 percent of the employee’s wages in the qualifying year. Annual leave pay must be paid out immediately before the holiday. The holiday year is the calendar year. The qualifying year for annual leave pay is the preceding calendar year. Holiday pay earned in employment is paid on the last normal payday before the annual leave. An employee may demand payment of annual leave pay at the latest 1 week before the beginning of the holiday.

 

If annual leave is divided, the pay shall be divided correspondingly. The amount by which holiday pay exceeds wages for normal working hours in the holiday may nevertheless be paid in connection with the taking of the main annual leave or together with wages for June. If annual leave time has been transferred to the following holiday year, annual leave pay in respect of the transferred holiday is only paid when the annual leave is taken.

 

As new employees will not have earned the right to holiday pay, the annual leave will be unpaid the first year, or with holiday pay from the previous employer. If an employee does not have any holiday pay accrued at a previous employer, the employee can refuse to take annual leave to the extent that the holiday pay does not cover up the loss of salary.

 

Payment on Termination of Employment

If the employee is terminated, all annual leave pay entitlements are to be paid on the last payday before the post is vacated. A deduction may be made from the payment amounting to 1.4 percent of the basis for calculating holiday pay earned in the employment if the qualifying year is shortened.

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Annual Leave during absence through illness etc.

An employee who is completely incapacitated for work before their annual leave may demand to have the holiday postponed until later in the holiday year. The demand must be supported by a medical certificate and be submitted at the latest on the last working day the employee would have worked before the holiday.

 

An employee who has been completely incapacitated for work during the annual leave may demand to have a corresponding number of working days’ holiday postponed and given to the employee as a new annual leave later in the holiday year. The demand must be supported by a medical certificate and be submitted without undue delay after the employee’s return to work.

 

Annual Leave during parental leave

An employer may not without the consent of the employee fix annual leave to periods of leave during which parental benefit is being paid by the National Insurance Act. If the period of leave as mentioned coincides with an already fixed holiday, the employee may demand a postponement of the number of working days of the holiday included in the period of leave.

 

Annual Leave during military service and other compulsory services

An employer may not without the employee’s consent fix an annual leave for a period when the employee is engaged in compulsory service in the Home Guard or Civil Defense or in military reserve training exercises. If compulsory service coincides with a previously fixed holiday, an employee may demand a postponement of the number of working days’ holiday spent in such service.

 

Annual Leave during industrial disputes

During a lawful industrial dispute (strike or lockout) holidays may be fixed and required to be taken in accordance with the rules. An employer may not because of a lawful industrial dispute change the dates fixed for annual leave.

 

Annual leave for employees over the age of 60

Employees who reach the age of 60 during a holiday year shall be given 6 working days extra annual leave. If the extra annual leave is divided up, the employee may only demand as many working days off as the employee normally works in a week. For employees aged 60 or over, annual leave pay is increased by 2.3 percent. Annual leave pay must be paid out immediately before the holiday. Holidays Act, 1988 (as amended), §§ 4-9.

Special Leave

Maternity Leave

A pregnant employee is entitled to a leave of absence for up to 12 weeks during pregnancy. After giving birth, the mother shall take leave for the first 6 weeks unless the employee produces a medical certificate stating that it is better for the employee to resume work.

 

Pay – The payment benefits for such leaves are paid by National Insurance.

 

Pregnancy check-up – An employee who is pregnant is entitled to paid leave in connection with a pregnancy check if such medical investigations cannot reasonably take place outside of working hours.

 

Breastfeeding Break

A nursing mother is entitled to request the amount of time off necessary for breastfeeding. At least 30 minutes of time off may for example be taken twice daily or as a reduction in working hours by up to 1 hour per day.

 

Employees who have children of less than 1 year old may agree to work 7 or more hours per day and are entitled to a paid nursing break of up to an hour. Section 12-8 Working Environment Act. Amended by Law 7 June 2013 No. 27 (January 1, 2014, according to June 7, 2013, No. 590.Section 12-1 Working Environment Act.,Section 12- 2 & 4 Working Environment Act.

 

Parental Leave

Parents are entitled to leave in relation to parental and maternity leave for a total period of 12 months. These 12 months include the mother’s right to leave for up to 12 weeks during the pregnancy and include the 6 weeks of leave reserved for the mother after the birth.

 

In addition to the above 12 months of leave of absence, each of the parents is entitled to leave of absence for up to 12 months for each birth. This leave must be taken immediately after the first leave of absence. An employee who has a partial leave of absence is nevertheless not entitled to a leave of absence.

 

Unless the child is in the care of both parents, the right to leave of absence under parental leave may be exercised by another person taking care of the child. An employee who has sole responsibility for the care of a child shall be entitled to a leave of absence for a period of up to  2 years.

 

Adoptive parents and foster parents shall be entitled to leave of absence when taking over responsibility for the care of the child. The same shall apply to an employee who has or is assigned parental responsibility for the death of the other parent and has had less than the usual access to the child. The right to leave of absence shall not apply when adopting stepchildren or when the child is over 15 years of age.

 

Pay – The leave is paid for in full by the National Insurance Scheme. Section 12-5 Working Environment Act.2005 (last amended 2021).

 

Partial Leave

Leave of absence under maternity leave & parental leave. Leave may be taken as a partial leave of absence. A partial leave of absence is based upon an agreement between the employer and the employee. A partial leave of absence must be taken within a time frame of three years. Section 12-6 Working Environment Act.2005 (last amended 2021).

 

Leave of Absence to Care for a Child

In connection with childbirth, the father is entitled to 2 weeks’ paid leave of absence in order to assist the mother. If the parents do not live together, the right to leave of absence may be exercised by another person who assists the mother. Adoptive parents and foster parents shall be entitled to 2 weeks’ leave of absence when taking over responsibility for the care of the child. This shall not apply when adopting stepchildren or when the child is over 15 years of age. Section 12-3 Working Environment Act. 2005 (last amended 2021).

 

Child’s or Child Guardian’s Sickness Leave

Employees who have children in their care are entitled to leave of absence:

      • when necessary to attend to a sick child,
      • if a child shall be accompanied to a medical examination or another follow-up in connection with sickness, or
      • if the person responsible for the daily childcare is sick or has a leave of absence owing to another child.

The right to leave of absence applies up to and including the calendar year of the child’s 12th birthday. An employee shall be entitled to a maximum of 10 days’ leave of absence per calendar year or a maximum of 15 days if the employee has 3 or more children in their care.

 

If the child has a chronic or long-term illness or disability and there is, therefore, a markedly greater risk of the employee being absent from work, the employee is entitled to a maximum of 20 days’ leave of absence per calendar year. The right to leave of absence applies up to and including the calendar year of the child’s 18th birthday. An employee is similarly entitled to a leave of absence in order to attend training at an approved health institution or public resource center in order to be able to take care of and treat the child.

 

An employee who has responsibility for the care of children shall be entitled to leave of absence if:

        • the child is hospitalized, and the employee resides at the health institution,
        • the child has been discharged from a health institution and the employee must stay at home because the child needs continuous care and attention, or
        • the child is suffering from a life-threatening or other extremely serious sickness or injury.

In the case of leave for hospitalization or stay-at-home care, the age limits are 12 years and 18 years respectively. The right to leave for a child who is suffering from a life-threatening or another extremely serious sickness applies up to and including the calendar year in which the child reaches the age of 18, but without regard to age if the child is mentally retarded.

 

An employee who has sole responsibility for the care of a child shall be entitled to twice the number of days of leave (20 days in case of illness or injury of child & 40 days for long-term disability or illness). The same shall apply if there are two persons responsible for such childcare and one of them is prevented for a long period from supervising the child owing to a personal disability, admission to a health institution as a long-term patient, or similar circumstances.

 

Up to half of the days of such leave, each calendar year may be transferred to a mother or father with the right of access or to a person with whom the employee lives who does not have responsibility for the care of his or her own children.

 

Pay – An employee is paid by National Insurance. Section 12-9 Working Environment Act.2005 (last amended 2021).

 

Sick Leave

Employees who have been employed for at least 4 weeks before sick leave begins are entitled to 52 weeks of paid sick leave. The employer is responsible for the sick pay for the first 16 days, and after this, the National Insurance scheme takes over. National Insurance pays 100 percent of the employee’s earnings to a maximum of six times the National Insurance base amount. Employers can establish in collective agreements or employment contracts that they will cover the difference between sick pay from the National Insurance and the employee’s full salary for the same or a shorter period.

 

Employees are entitled to sick pay from the first day of absence, but the cause of the sick leave must be documented by a medical certificate. Section 8 National Insurance Act 1997.

 

Educational Leave

An employee who has worked for at least 3 years and who has worked for the same employer for the last 2 years shall be entitled to full or partial unpaid leave for up to 3 years in order to attend organized courses of education.

 

Employees who have had educational leave are not entitled to a new education leave before it has passed twice as long as the duration of the previous leave and at least one year from the previous leave, except for education leave for courses for one month’s duration. Section 12-11 Working Environment Act.2005 (last amended 2021).

 

Care for Close Relative Leave

Employees who are close to home at the end of life are entitled to leave for 60 days for the care of the individual close relatives. Employees are entitled to leave for up to 10 days each calendar year to provide the necessary care to parents, spouses, cohabitants, or registered partners. The same applies to the necessary care for disabled or chronically ill children from the calendar year after the child has reached the age of 18 when the employee has taken care of the child.

 

Pay –  An employee is paid by National Insurance. Section 12-10 Working Environment Act.2005 (last amended 2021).

 

Leave for Official Duties

An employee is entitled to an unpaid leave of absence to the extent necessary to comply with statutory requirements regarding attendance in public bodies. Section 12-13 Working Environment Act. 2005 (last amended 2021).

 

Religious Leave

Employees who are not members of the Church of Norway are entitled to a maximum of 2 days of unpaid leave per year to celebrate religious holidays. Employers may require employees to work extra hours without overtime pay to compensate for the religious leave taken.  Section 27 a of the Act of 13 June 1969 No. 25 relating to religious communities, etc; Section 12-15 Working Environment Act. 2005 (last amended 2021).

 

Leave for Military Service

Employees are entitled to unpaid leave on duty or voluntary military service or similar public service. The same applies to voluntary service for a total of 24 months in forces organized by Norwegian authorities for participation in international peace operations, if the employee, as soon as possible after entering into a binding agreement on service in such forces, notifies the employer. Section 12-12 Working Environment Act. 2005 (last amended 2021).

Disclaimer: The material provided above is for informational purposes only and is subject to change. We endeavor to keep all material up-to-date and correct but make no representations about the information's completeness, accuracy, or reliability. Laws vary by jurisdiction and are subject to change and interpretation based on individual factors that may differ between organizations. The material is not meant to constitute legal advice and we suggest you seek the advice of legal counsel in connection with any of the information presented.