Historically, the unions and employees in Norway have a strong position. This is particularly evident in the strict procedures that must be followed, and in the numerous rights employees in Norway enjoy in situations of workforce reductions. Even if the employer’s economic situation is critical, it is important to follow the correct procedures in order to avoid potential claims.

The Norwegian Holidays Act states that employees are entitled to a minimum of four weeks and one day of vacation per year. However, most Norwegian employees have agreements allowing them five weeks of vacation per year.

Do you have employees working in Norway? If so then you should be aware of the extensive and mandatory protection employees are given according to the Norwegian Working Environment Act.  These rules are particularly important when dealing with the dismissal of an employee.

Many foreign employers are surprised at the protection employees in Norway have. The Norwegian regulations are especially stringent when it comes to the mandatory system for holiday and holiday pay, the regulations relating to working hours and the dismissal rules. So how do you draft the employment contracts in order to preserve your freedom to manage?

Updated 16 April 2020: We receive many questions from both employers and employees about the right to self-report / sick leave and sickness benefits, as well as care leave in case of child illness in connection with absence due to coronavirus.

During spring season there are many public holidays in Norway and many of these fall on days that normally are work days.  Most employees have these days off, if they are not in a scheduled rotation scheme, in a duty scheme, in the restaurant business or similar. However not all employees have a right to salary on these days - if they are not working.

Updated 20.03.2020: Changes to the act which regulates the employer’s mandatory salary during layoff (Lønnspliktloven) as an aid to those companies that are severely affected by corona virus are in effect as of today March 20. The amendment alleviates the employer's wage obligation on layoffs from 15 days to 2 days.

Calculation of working hours based on a fixed average means that employees can work more for a period of time, provided that they receive the corresponding time off duty later as compensation. Such a scheme may reduce the number of overtime hours. Here are the rules you, as an employer, need to know.