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Employment contracts and policies in Norway
Contract terms in Norway
Fixed-term contracts in Norway
Contract extensions in Norway
Norway working hours
Remote work in Norway
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Employment contract in Norway
An employment contract is an important document because it clearly sets out the rights and obligations of both parties in an employment relationship. For this reason, every country in the world has specific rules and regulations concerning employment contracts.
For example, employment contracts in Norway are obligatory for all employees, whether they are hired on a permanent or temporary basis. There are also certain key terms that must be included in all employment contracts in Norway.
In this section, we’ll take you through everything you need to know to draft a standard contract of employment in Norway, including the mandatory terms to include. We’ll also cover some key employee rights that should be included in your employment contracts, including working hours and rest breaks.
Employment contracts and policies in Norway
In Norway, employers must provide an employment contract to every employee they engage. As of July 2024, this contract must be provided within seven days of the employee’s start date, unless the employment is for less than one month. In this case, it should be provided as soon as possible after the employee enters the workplace. Contracts for employees in Norway must include certain essential terms, which are set out by the Norwegian Labour Inspection Authority.
Types of employment contract in Norway
Employment contracts in Norway can be either permanent or temporary. A permanent contract is an employment contract without a set end date. This is the standard employment arrangement in Norway. If an employee is hired on a permanent basis, they will continue working for the company until they either resign or are dismissed.
Fixed-term contracts are contracts that have a set end date. They can only be used in specific circumstances in Norway, such as when the nature of the work is temporary, or to replace another employee who is temporarily absent. As of July 2022, the rules on using temporary contracts to hire workers in Norway have become even stricter, and every temporary employment must be justified with an objective reason.
Probation periods for Norwegian employment contracts
Employers can choose to include a probationary period in their contracts for employees in Norway. This allows both parties to terminate the employment contract without the need for a long notice period. The statutory maximum duration for probation periods in Norway is six months. For temporary employment contracts, the probationary period can’t exceed more than half of the total employment period.
Third-party approval for employment contracts in Norway
Employers in Norway must register themselves and their employees with the State Register of Employers and Employees in order for an employment contract to be valid.
Employment policies in Norway
Employers in Norway are required to create certain policies, including:
- A whistleblowing procedure: This includes a process for whistleblowers to follow when reporting a censurable condition (such as workplace harassment) and the procedure the employer will follow to deal with the disclosure.
- A health, environment, and safety (HSE) policy: This is an internal control system that ensures a healthy and safe working environment for employees. It should include measures to detect, rectify, and prevent contraventions of requirements laid out in the Working Environment Act.
- A sick leave policy: This should include the procedure for handling, preventing, and following up on sick leave. Employers should also keep records of the sick leave taken by their employees.
- A working hours control system: This is a system that ensures employees’ working hours don’t exceed mandatory limitations set by the Working Environment Act.
Employers with 10 or more employees must elect safety representatives to help ensure safety in the workplace. Businesses that conduct work that is hazardous to life or health must provide written instructions on how work is to be executed and what safety measures should be implemented. Employers can also choose to create additional policies, such as a code of ethics.
Contract terms in Norway
In Norway, employers must provide all employees with a written employment contract. The employer is responsible for preparing this contract and ensuring that it contains all of the information that is required according to Norwegian employment law.
How do contracts work in Norway?
All employment contracts in Norway must contain at least the following information:
- The name of the employee and the employer
- The address where the work will be done
- The job title, post, or category of work, or a description of the role
- The contract start date
- Details about the trial period, if applicable
- The notice period for both parties
- The agreed pay rate and any supplements or additional compensation
- The weekly working hours and breaks
- The types of paid leave the employee is entitled to
- Details about termination processes for employers and employees
- Details about the training the employer will provide
- Details of any social security benefits provided by the employer
- The collective bargaining agreement that applies to the employment (if applicable)
If the employee is hired on a fixed-term basis, the contract must also include the expected duration of the employment and the reason for temporary employment.
Employment contract templates in Norway
The Norwegian Labour Inspection Authority (Arbeidstilsynet) provides employment contract templates, which you can use to create compliant contracts for your Norwegian employees. These templates are available in several languages.
New requirements for employment contracts from July 2024
As of July 2024, new rules apply to employment contracts in Norway. One significant change is that employers are now required to provide employment contracts within seven days of the employee’s start date, instead of the previous deadline of one month. The new law also introduced several other changes and mandatory terms that must be included in employment contracts. Employers don’t have to update their existing contracts but must follow the new rules for any new employees.
Fixed-term contracts in Norway
A core principle of Norwegian employment law is that all employees should be permanently employed. However, employers in Norway can engage employees on fixed-term contracts in certain specific circumstances.
Fixed-term contracts are only allowed in Norway if one of the following conditions applies:
- The work is of a temporary nature
- The employee is being hired to temporarily replace another employee
- The employee is being hired as a trainee
- The employee is being hired as part of an employment programme run by the Norwegian Labour and Welfare Organisation
When an employer hires a worker on a fixed-term contract in Norway, they must state the reason for the fixed term in the employment contract. Employees who have been engaged on fixed-term contracts for four consecutive years (or three years in some circumstances) are considered to be permanently employed.
Changes to fixed-term employment in Norway as of July 2022
In July 2022, the rules around fixed-term employment contracts in Norway became a lot stricter. Before this date, employers could hire temporary employees for up to 12 months without justification, as long as temporary employees didn’t make up more than 15% of their total workforce.
However, the Norwegian government considered that this was contrary to the fundamental principle of Norwegian employment law that favours permanent employment. Employers now have to provide an objective justification for every employee they engage on a temporary basis.
Contract extensions in Norway
Employers in Norway can only hire employees on a fixed-term basis if they have a justification for doing so. For example, it’s possible to hire a temporary employee to complete a one-off, time-limited project. In some cases, an employer may find they need the employer’s services for longer than expected.
In this case, it’s possible to extend or renew the contract. In Norway, there’s no specific limit on the number of times a fixed-term contract can be renewed. However, employees who have been engaged on successive fixed-term contracts for four years or more are considered to be permanently employed. In some cases, they are considered to be permanent employees after three years.
Norway working hours
The standard full-time work hours in Norway are between 8am or 9am and 4pm or 5pm, Monday to Friday, including an unpaid lunch break. That makes for an average working week of around 35 hours.
Maximum working hours in Norway
The Working Environment Act sets the standards for the maximum legal working hours in Norway. In general, employees shouldn’t work more than nine hours per day or 40 hours per week. This can be worked out as an average over a 52-week (one-year) period, meaning that employees can work more than this limit in some weeks, and less in others. However, employees in Norway shouldn’t work more than an average of 12.5 hours per day or 48 hours per week in an eight-week period and should not exceed 54 hours of work in any given week.
Overtime pay in Norway
When there is an exceptional and time-limited need for overtime, employees can agree to work more than the mandated eight hours per day or 40 hours per week. Overtime pay is mandatory in Norway and should be paid at a rate of at least 140% of the employee’s normal hourly rate.
There are also limits on the amount of overtime an employee can work in a day, week, month, and year. Specifically, overtime must not exceed:
- 13 hours per 24 hours
- 10 hours per seven days
- 25 hours per four weeks
- 200 hours per 52 weeks
Tracking employee working hours in Norway
The Working Environment Act requires all employers in Norway to keep an account of the hours worked by each employee. This account should be made available to the Labour Inspection Authority and to employee representatives.
Breaks and time off
Employees in Norway are entitled to regular breaks and time off work. Every employee should have at least 11 consecutive hours off work in each 24-hour period, and 35 consecutive hours off per week. Where possible, this should fall on a Sunday. Employees who are required to work on a Sunday or public holiday should have the next Sunday or public holiday off work.
Some collective bargaining agreements may provide exceptions to these rules. However, they can’t provide for less than 8 hours of rest between two work periods or less than 28 consecutive hours of rest per week unless it’s necessary to avoid serious disturbances to the company’s operations.
Employees are also entitled to breaks while they’re at work. If an employee’s daily working hours exceed 5.5 hours, they must have at least one break. If they work at least eight hours in a day, their breaks should add up to at least 30 minutes.
Remote work in Norway
As in many countries, the rapid improvements to communication technology over the past decade or so have led to an increase in remote work, particularly for white-collar office workers. Today, many employees work remotely in Norway, either all or part of the time. For this reason, the Norwegian government has introduced certain rules that employers of remote workers in Norway have to follow.
Remote work laws in Norway
The rules surrounding remote work in Norway are primarily set out in the Home Office Regulation introduced in July 2022. This piece of legislation states that neither an employer nor an employee can impose remote work. Instead, they must sign a written agreement outlining the terms of a remote work arrangement.
Remote workers must be granted the same rights and protections as in-person employees, including data privacy, health and safety, and access to training. Employers are responsible for ensuring that people engaging in remote work in Norway can work in a safe and healthy work environment. This may mean providing necessary equipment, assessing the employee’s workplace, and covering expenses incurred by remote workers.
Norway remote work visa
Following the steady rise in remote work we’ve seen over the past decade, many countries around the world have introduced remote work visas (or ‘digital nomad visas’). These allow foreign professionals to live and work in the country for a limited period, without being subject to the usual immigration requirements.
While there is no specific digital nomad visa for remote work in Norway, people wanting to work temporarily in the country can apply for an independent contractor visa. This visa allows foreign contractors to work remotely from Norway for up to two years, as long as they have at least one Norwegian client and meet certain other requirements.
Tailored employment contracts in 100+ countries
Like all countries, Norway has its own rules and regulations when it comes to employment contracts — and non-compliance could land your company in hot water.
Thankfully, our team is experienced in drawing up tailored, compliant contracts in Norway (and more than 100 countries worldwide). That means that, when you work with us, you won’t need to waste time worrying about whether you’ve got it right. Instead, you can focus on what matters: your business.
FAQ's
What are the rules for employment contracts in Norway?
Every employee in Norway must receive a written employment contract that complies with the Working Environment Act. The contract must clearly set out the terms of employment, including pay, working hours, workplace, notice period and other mandatory information. Permanent employment is the default, while fixed-term employment is only allowed in specific circumstances permitted by law.
For employment lasting more than one month, the written contract must be completed as soon as possible and no later than seven days after employment begins. For employment lasting one month or less, or where the employee is hired out to another business, the contract must be completed immediately.
The employment contract should accurately reflect the employee’s role and working arrangements rather than relying on a standard global template. If collective bargaining agreements apply, the contract should also take those requirements into account. If the employee works wholly or partly from home, a separate written homeworking agreement may also be required in addition to the employment contract.
If the employee’s working conditions change significantly, such as their role, working hours or place of work, employers should update the contract no later than the date on which the change takes effect.Keeping the agreement current helps ensure both parties have a clear understanding of the employment relationship and reduces the risk of future disputes.
What types of employment contracts exist in Norway?
The most common employment contracts in Norway are permanent, fixed-term and part-time employment contracts. Permanent employment is the standard under the Working Environment Act, while fixed-term contracts are only permitted in specific situations set out in the law.
Employment contract | Typical use |
Permanent employment | Ongoing roles with no end date. This is the default form of employment in Norway. |
Fixed-term employment contract | Used where there is a lawful temporary need, such as seasonal work, temporary replacement for another employee or other situations permitted by the Working Environment Act. |
Part-time employment | Employees work fewer hours than a comparable full-time employee. Part-time employees generally have the same statutory rights as full-time employees and may have priority for additional hours before new staff are hired. |
Permanent employment must provide predictability regarding the amount of work to be performed, including a genuine employment scope. Employers should not use zero-hours-style arrangements to avoid providing predictable work where the relationship is permanent.
Employers in Norway should choose the employment contract that reflects the actual working arrangement rather than the one that appears most convenient. For example, a fixed-term contract should not be used where the business has an ongoing staffing need, as permanent employment is the legal starting point in Norway.
Agency workers in Norway are subject to separate hiring rules and should not be treated as employees hired directly under a standard employment contract. They remain employees of the staffing enterprise and are generally protected by Norway’s equal-treatment rules.
Whether you’re preparing an employment contract in Norway for a permanent, fixed-term or part-time employee, the agreement should accurately reflect the role and comply with the Working Environment Act. Choosing the right employment contract from the start helps reduce compliance risks and employment disputes.
Are written employment contracts required in Norway?
Yes. Every employee in Norway must receive a written employment contract, regardless of whether they work full-time, part-time or on a fixed-term basis. This requirement applies to all employment relationships under the Working Environment Act. There are no exceptions based on the employee’s seniority or the length of the engagement.
For employment expected to last longer than one month, the employment contract must generally be provided within seven days of the employee starting work. If employment lasts one month or less, the contract should be in place on the day employment starts. The same immediate deadline applies where the employer hires the employee out to another company.
A written employment contract in Norway should clearly set out the employee’s role, pay, working hours, workplace, notice period and other information required by law. If these terms change during employment, employers should update the contract to reflect the new arrangements no later than the date the changes take effect.
What must be included in an employment contract in Norway?
An employment contract in Norway must include the identities of the employer and employee, the employee’s role, workplace, start date, employment type, working hours, salary, holiday entitlement, notice period and any other information required under the Working Environment Act.
The table below summarises the information that is typically included in an employment contract in Norway.
Employment contract term | Description |
Employer and employee details | Identifies both parties to the employment relationship. |
Job title or duties | Describes the employee’s role and main responsibilities. |
Workplace | States the normal place of work or remote working arrangements where applicable. |
Start date | The date employment begins. |
Employment type | Whether the role is permanent, fixed-term or part-time. |
Working hours | Normal working hours and any variable working arrangements. |
Salary and benefits | Pay, payment intervals and agreed benefits. |
Holiday entitlement | Annual leave and holiday pay arrangements. |
Notice period | The notice required to end the employment relationship. |
Collective bargaining agreement | Any applicable collective agreement. |
Additional terms, such as a probationary period, training arrangements or remote working conditions, should also be included where they apply. For employees working wholly or partly from home, the employer should also prepare the separate written agreement required by Norway’s homeworking rules If the employee’s role or working conditions change, employers should update the employment contract to reflect those changes.
How do fixed-term contracts work in Norway?
A fixed-term contract in Norway can only be used where the Working Environment Act permits temporary employment. Common situations include replacing an absent employee, genuinely temporary work, work placements and certain organised sports roles. Temporary employment may also be permitted for participants in qualifying labour-market programmes. The employment contract should state the legal basis for the fixed-term arrangement and, where applicable, its expected duration.
Employers cannot use a fixed-term contract simply because they prefer not to offer permanent employment. If the role meets an ongoing business need, permanent employment is generally required. Misusing fixed-term employment may give the employee the right to claim permanent employment under Norwegian law and seek compensation.
Before extending a fixed-term contract, employers should confirm that the legal basis for temporary employment still exists. If the work has become permanent in practice, the role should normally be converted to permanent employment. Any extension should be agreed in writing as a supplement to the original contract.
Employees who have been continuously employed on qualifying temporary grounds for more than three years are generally entitled to permanent employment. Small artificial gaps between contracts may still be treated as continuous service if they were introduced to avoid this rule. Transitional rules may continue to apply to certain temporary appointments made before 1 January 2024.
If the employee has been employed for more than one year, the employer must generally provide written notice of the termination date at least one month before the fixed-term contract ends. If this deadline is missed, the employer may not require the employee to leave until one month after notice is given.
For temporary contracts, any probationary period cannot exceed half the duration of the employment relationship.
Can a fixed-term contract in Norway be renewed?
Yes. A fixed-term contract in Norway can be renewed if there is still a lawful reason for temporary employment under the Working Environment Act. Each renewal must be supported by a genuine temporary need rather than an ongoing staffing requirement.
Renewing a fixed-term contract does not reset the employee’s length of service or remove their rights under Norwegian law. If temporary employment continues beyond the legal limits, the employee may become entitled to permanent employment. Short breaks between contracts may still be treated as continuous service if they appear to have been introduced to avoid permanent employment rights.
Before renewing a fixed-term contract, employers should confirm that the original reason for temporary employment still applies. The updated contract should include the new end date and any changes to the employment terms. The extension should be recorded in writing as a supplement to the original employment contract.
Employers should also consider the employee’s total continuous service. Employees who have been temporarily employed on qualifying grounds for more than three consecutive years are generally entitled to permanent employment. Transitional rules may apply to certain appointments made before 1 January 2024.
In summary, a fixed-term contract in Norway can be renewed, but only where a lawful temporary basis continues to exist. Employers should review each renewal carefully to avoid creating permanent employment rights unintentionally.
When does a fixed-term employee in Norway become a permanent employee?
A fixed-term employee in Norway may become entitled to permanent employment after more than three years of continuous temporary employment on the statutory grounds set out in the Working Environment Act. Employees may also gain permanent employment earlier if a fixed-term contract has been used without a valid legal basis.
The three-year rule generally applies to qualifying temporary employment based on work of a temporary nature, replacement of another employee or a combination of these grounds. For certain appointments made before 1 January 2024, transitional rules may mean that the former four-year limit continues to apply.
Whether an employee qualifies depends on factors such as the legal basis for the temporary employment and their continuous length of service. Employers should review service history before renewing another fixed-term contract or ending the employment relationship. Periods of absence generally are not deducted when calculating continuous service.
Keeping accurate records of employment dates, contract extensions and any breaks in service helps employers assess when permanent employment rights may arise.
In summary, long-term temporary employment can create permanent employment rights in Norway. Reviewing service history before extending a fixed-term contract helps employers remain compliant.
What is the Working Environment Act in Norway?
The Working Environment Act is Norway’s main employment law. It sets the minimum legal standards for employment relationships and governs everything from hiring and working conditions to employee rights and termination.
Area | What Norway’s Working Environment Act says? |
Employment contracts | Requires all employees to receive a written employment contract with mandatory terms, including the role, pay, working hours, workplace, notice period and employment type. |
Working hours | Sets the ordinary maximum working time at9 hours per day and 40 hours per week, unless a collective agreement or another lawful arrangement applies. It also regulates overtime, daily and weekly rest periods, and limits on working time. |
Fixed-term employment | Permanent employment is the default. Fixed-term contracts can only be used in situations permitted by law, such as temporary work or replacing an absent employee. |
Annual leave | Works alongside the Holiday Act, which gives most employees 25 working days of annual leave each year, with additional leave for older employees. Because Saturdays count as working days under the Holiday Act, this statutory entitlement normally equals four weeks and one day. |
Health and safety | Requires employers to provide a safe working environment, assess workplace risks, prevent injuries and work with employee safety representatives where required. |
Whistleblowing | Gives employees the right to report wrongdoing and protects them from retaliation for making protected disclosures. |
Termination of employment | Dismissals must have an objectively justified reason, and employers must follow the required consultation and notice procedures before ending employment. |
All employment contracts in Norway must comply with the Act. Employers cannot remove or reduce statutory employee rights through an employment contract, although collective bargaining agreements may provide more favourable terms.
For employers in Norway, the Act provides the legal foundation for managing employees throughout the employment relationship, from recruitment and onboarding through to termination.
What are the presumption rules in Norwegian employment contracts?
Norwegian law generally presumes that employment is permanent unless the employer can show that a lawful fixed-term arrangement applies. Where the written contract does not state that employment is temporary, the relationship is presumed to be permanent unless the employer makes another basis highly probable.
Where an employment contract does not clearly state the employee’s working hours or percentage of employment, the employee’s claimed working pattern may also be accepted unless the employer can prove otherwise. More precisely, the employee’s account of the employment scope will generally be used unless the employer makes a different scope highly probable.
These presumption rules place greater importance on having clear and accurate employment contracts in Norway. Missing or unclear terms can make it more difficult for employers to demonstrate what was originally agreed.
Employers should ensure employment contracts clearly state the employment type, working hours and any temporary arrangements before work begins.
How can CXC simplify complex employment contract regulations in Norway?
CXC helps employers prepare compliant employment contracts in Norway by aligning employment documentation with local legal requirements and day-to-day employment practices. We support employers with contract preparation, onboarding, amendments and employment documentation throughout the employee lifecycle.
Our team can help employers determine whether a role should be permanent or fixed-term, prepare contracts with the required employment terms, and manage updates when employment conditions change. Where relevant, we also help identify collective bargaining agreement or immigration requirements before employment begins.
With local expertise and ongoing support, CXC helps employers manage employment contracts in Norway while reducing administrative complexity and compliance risk.
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