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Global Expansion Guide

Norway

Manage and pay your employees easily with BIPO in Norway and 170+ other markets. Build your international teams today with our global Employer of Record service!

employment guide_currency

Currency

Norwegian Krone (NOK)

employment guide_language

Language

Norwegian

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Capital

Oslo

Employer of Record Norway

Employment Contract

Statutory Contributions

Minimum Wage

Public Holidays

Working Hours

Leave

Termination and Compensation

BIPO as your Employer of Record

Benefits of BIPO EOR Service in Norway

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Employer of Record Norway

Embark on your business expansion in Norway with BIPO’s Employer of Record (EOR) services. Designed to assist you in navigating the intricacies of local employment laws and regulations, we can help ensure a smooth transition for your business and workforce.

As an Employer of Record (EOR), we act as your legal employment entity, streamlining the process of business expansion. Allowing businesses to focus on their core business operations while the EOR manages all aspects of compliance, payroll, HR, and employee benefits when venturing into the Norwegian market. An EOR provider addresses the common challenges associated with local employment laws, payroll regulations, and work permit requirements.

This guide was last updated on 17 June 2026. The content in this guide is current as of this date and based on common business practices.

Employment Contract

Open-ended employment contracts are the statutory default form of employment. Fixed-term contracts are only permitted under specific legal circumstances, including temporary work, replacement work, internships and training, government labour market programmes, and positions within organised sports.

An employment contract shall specify all material terms of the employment relationship, including:

  • Personal information of both parties;
  • Workplace (to be stated if there is no fixed workplace);
  • Job description, position or job title;
  • Commencement date of employment;
  • Duration and legal basis for fixed-term contracts (where applicable);
  • Probation period (where applicable);
  • Entitlements to leave and related pay;
  • Notice periods and contract termination procedures;
  • Salary structure, payment method and payment cycle;
  • Working hours and rest arrangements;
  • Rules and remuneration for special working hours, shift work and overtime;
  • Collective agreements (where applicable);
  • Secondment information (where applicable);
  • Training and skills development arrangements;
  • Social security related information.

Statutory Contributions

Scope of Application: Applicable to employees of private enterprises.

Social Insurance Type Base Employee Contribution Employer Contribution
National Insurance (pension, healthcare, maternity, unemployment, work injury, etc.) Annual threshold: NOK 99,650. Total contributions shall not exceed 25% of the incme above the threshold 7.6% rate varies by income type and age 0% – 14.1% rate varies by region and industry
Occupational Injury Insurance – – Mandatory; rate determined by risk level

Minimum Wage

There is no nationwide statutory minimum wage in Norway. Statutory minimum wages only apply to certain industries, effective 15 June 2025:

  • Construction Industry

    • Skilled workers: NOK 264.32 per hour
    • Unskilled workers (no industry experience): NOK 239.61 per hour
    • Unskilled workers (minimum 1 year of industry experience): NOK 249.00 per hour
    • Workers under 18 years old: NOK 162.44 per hour

  • Electrical Industry

    • Skilled workers: NOK 270.45 per hour
    • Other workers: NOK 241.77 per hour

  • Hotel & Catering Industry

    • Workers under 17 years old: NOK 142.58 per hour
    • Workers aged 17: NOK 152.08 per hour
    • Workers aged 18: NOK 166.34 per hour
    • Workers over 20 years old, or workers over 18 with minimum 4 months of service: NOK 204.79 per hour

Public Holidays

The public holidays listed below are national public holidays observed across Norway. Please refer to official government announcements for the latest updates.

  • New Year’s Day
  • Maundy Thursday
  • Good Friday
  • Easter Sunday
  • Easter Monday
  • Ascension Day
  • Whit Sunday
  • Whit Monday
  • Christmas Day
  • Boxing Day

Notes

  • Employees who work on public holidays shall be entitled to corresponding compensatory public holiday leave later.
  • Overtime pay for work on public holidays shall be determined by industry rules or collective agreements.
  • Exemptions from overtime pay shall also be subject to industry rules or collective agreements.

Working Hours

Normal Working Hours

Category Daily Weekly
General 9 hours 40 hours
Night shifts / partial rotating shifts 38 hours
Continuous rotating shifts / underground 36 hours

Work Break

  • A break is mandatory if working hours exceed 5.5 hours per day;
  • A break of at least 30 minutes is required for a full 8-hour workday;
  • A break of at least 30 minutes is required if overtime exceeds 2 hours.

Daily Rest

A continuous rest of no less than 11 hours between two working periods.

Weekly Rest

A continuous rest of at least 35 hours, which should preferably include Sunday.

Overtime Ceilings

Calculation Period Statutory Limit Extended via Written Collective Agreement Extended with Approval from the Labour Inspection Authority
7 days 10 hours 20 hours 25 hours
Consecutive 4 weeks 25 hours 50 hours –
26 weeks – – 200 hours
52 weeks 200 hours 300 hours –

Overtime Compensation

  • Overtime pay shall be no less than 40% of the regular salary.
  • Overtime hours may be fully or partially converted into compensatory leave via written mutual agreement, with the leave dates to be specified.

Working Hour Exemptions

  • Senior management and roles with a high degree of autonomy are exempt from most working hour regulations.
  • Working hour limits may be lifted for emergency rescue work during natural disasters, accidents and other emergencies; compensatory leave shall be granted afterwards.
  • Trade unions may adjust working hour rules through collective agreements, yet overtime work still requires individual employee consent.
  • Exemptions from rest and working hour restrictions may be approved by the Labour Inspection Authority for staff with extremely long commutes, medical care and on-duty personnel, with compensatory leave arrangements in place.
  • The Ministry of Labour may formulate special working hour rules for roles with special business nature.

Leave

Annual Leave

  • Type of employer: Single employer

  • Eligibility and Duration:

    • Statutory annual leave: 25 days.
    • Employees aged over 60 are entitled to an additional 6 days of annual leave.

    • Rules for new joiners:

      • Employees hired on or before September 30: Full 25 days of leave.
      • Employees hired after September 30: 6 days of leave.
    • The King may adjust the annual leave entitlement according to national economic conditions, with a maximum increase of 5 days (capped at 30 days in total).

  • Allowance: Allowances are calculated based on total salary of the previous year; allowances such as travel and accommodation subsidies are excluded.

    • Standard statutory rate: 10.2%.
    • An additional 2.3% applies to the extra leave for employees aged over 60.

    • The allowance rate will be adjusted synchronously if the annual leave days are increased:

      • 26 days of leave: 10.6%
      • 27 days of leave: 11.0%
      • 28 days of leave: 11.4%
      • 29 days of leave: 11.8%
      • 30 days of leave: 12.3%
  • Encashment: Unused annual leave upon termination must be fully compensated.

Sick Leave

  • Eligibility: All employees, a medical certificate is required.
  • Allowance Eligibility: The employee must have worked for no less than 4 weeks prior to taking sick leave, with an annual income reaching 50% of the National Insurance Basic Amount (NOK 68,274.5).
  • Duration: Determined on a case-by-case basis.

  • Allowance:

    • 100% of regular salary for the first 16 days, paid by the employer;
    • From the 17th day onwards, the allowance is paid by National Insurance, with a maximum annual cap of NOK 819,294.

Maternity Leave

  • Eligibility: Pregnant and postpartum female employees, a medical certificate is required.
  • Allowance Eligibility: The employee must have worked for no less than 6 months within the 10 months prior to taking maternity leave, with an annual income reaching 50% of the National Insurance Basic Amount (NOK 68,274.5).
  • Duration: 12 weeks of pre-natal leave and 6 weeks of post-natal leave.
  • Allowance: Included in parental leave benefits, provided under two compensation schemes funded by National Insurance.
Category 100% Compensation 80% Compensation
Single baby 49 weeks 61 weeks + 1 day
Twins 66 weeks 82 weeks + 2 days
Triplets and above 95 weeks 118 weeks + 4 days

Other Leave Types

  • Antenatal Appointment Leave: Available for female employees when medical appointments cannot reasonably be arranged outside working hours; duration is determined on a case-by-case basis; fully paid.
  • Paternity Leave: For male employees to care for the mother and newborn baby; 2 weeks in total; eligible for insurance benefits.
  • Adoption / Foster Care Leave: For adoptive or foster parents taking custody of a child (under 15 years old, excluding the spouse’s child); 2 weeks in total; eligible for insurance benefits.

  • Parental Leave:

    • Parents (adoptive/foster parents included) share a statutory 12-month leave period (covering maternity leave: 12 weeks pre-natal and 6 weeks post-natal), with insurance benefits provided.
    • Each parent is entitled to an additional 12 months of unpaid leave; single parents are entitled to 24 months of unpaid leave.
  • Breastfeeding Leave: Available for female employees within 1 year after childbirth. Employees may take two 30-minute breaks per day or reduce daily working hours by 1 hour. This leave is fully paid for those working no less than 7 hours per day.

  • Care Leave:

    • For a sick, hospitalised, chronically ill or seriously injured child, or when the regular child carer is unavailable: 10 to 15 days per year under normal circumstances; up to 20 days for children with chronic illnesses or disabilities. Single parents or sole carers are entitled to double the above days.
    • For caring for terminally ill relatives or close contacts: 60 days.
    • For caring for parents, spouse, cohabitant, registered partner, or adult children with chronic illnesses or disabilities: 10 days per year.
  • Educational Leave: Available for employees with over 3 years of total work experience and at least 2 consecutive years of service with the current employer, to attend vocational training that does not disrupt business operations. Maximum duration: 3 years, available on a full-time or part-time basis.
  • Military & Civil Service Leave: For compulsory or voluntary military service and international peacekeeping missions (maximum total duration: 24 months); fully paid.
  • Public Duty Leave: For employees performing statutory public duties.
  • Infectious Disease Related Leave: Applicable during outbreaks or potential outbreaks of infectious diseases.

Termination and Compensation

Notice Period

Category Notice Period
Statutory basic period 1 month
Service protection Service ≥ 5 years 2 months
Service ≥ 10 years 3 months
Combined seniority and age protection Service ≥ 10 years > 50 years old 4 months
> 55 years old 5 months
> 60 years old 6 months
Probation period 14 days
Lay-off / Work suspension 14 days

Notes

  • A shorter notice period may be agreed via written contract or collective agreement.
  • For employees protected by combined seniority and age provisions who resign voluntarily, the notice period is fixed at 3 months.

Compensation

Norway has no statutory severance pay system. Termination benefits are mainly reflected through the notice period. Any additional compensation shall be governed by collective agreements or internal company policies.

BIPO as your Employer of Record

BIPO’s total HR solutions include our award-winning HR Management System, Global Payroll Outsourcing, Employer of Record service, and Athena BI.

As your EOR partner, our services are designed to provide a comprehensive, hassle-free experience:

  • Initial Consultation:
    The journey typically begins with an in-depth discussion to understand your specific business needs, ensuring our EOR services perfectly align with your objectives.
  • Payroll Management:
    We offer a streamlined payroll system that ensures timely and accurate salary disbursement, complete with statutory deductions and contributions in full compliance with Norwegian regulations.
  • Contributions and Taxes:
    Our expertise in managing local social security requirements ensures your business complies with in-country financial obligations.
  • Compliance with Minimum Wage and Working Hours:
    We guarantee that your employment practices adhere to Norway’s minimum wage and working hours standards, safeguarding your business against potential legal issues.
  • Leave and Paid Time Off Management:
    Implement and manage leave policies that comply with Norway’s laws, ensuring a fair and transparent leave management system for your employees.
  • Regulatory Compliance:
    Stay ahead of local labour laws and regulations with our up-to-date compliance services, minimising legal risks for your business.
  • Other services:
    Work visa, permit applications, termination procedures.

Services may vary across countries.

Benefits of BIPO Employer of Record Service in Norway

Unlock your growth potential with BIPO’s Employer of Record service in Norway. Our EOR service empowers businesses with seamless scalability while ensuring regulatory compliance.

From smooth onboarding to risk mitigation, BIPO handles the administrative HR tasks, enabling companies to concentrate on core business functions and accelerating growth. Our local expertise and global reach ensure efficient operations, enhancing flexibility and reducing operational complexities.

Stay up to date with the latest employment regulations.

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Frequently Asked Questions

An Employer of Record (EOR) is a partner company that acts as the official employer for your employees.

An EOR company handles all the HR aspects and processes, including the legal complexities associated with regulatory and tax compliance.

As your EOR, BIPO supports your organisation by providing a comprehensive range of HR, payroll and advisory services to ensure your business stays compliant. These include end-to-end on/offboarding services for your employees (e.g.: payroll processing, HR and benefits administration, labour contracts, visa applications, payroll/tax compliance, and more).

By engaging BIPO as your EOR, your business benefits from:

  • Compliance in the global markets where you operate
  • Reduced costs and risk mitigation
  • Overall workforce productivity, effectiveness, and efficiencies

A global EOR benefits organisations regardless of size or industry. It is especially useful for organisations that want to:

  • Scale their global business and be fully operational in foreign markets quickly
  • Reduce financial and HR complexities while expanding internationally
  • Minimise time spent trying to understand local labour laws and foreign tax systems
  • Stay compliant across global markets while reducing HR and administrative workflows
  • Benefit from a centralised and intuitive cloud HR platform to manage international teams

A global EOR enables businesses to fast-track their market entry into international market, and reduce the complexities of setting up multiple foreign entities.

When you partner with BIPO, we take on the the day-to-day administrative tasks, while you maintain full control of the business and delegate HR workflows and hiring needs.

Our vast network of business partners across 170+ markets globally supports your business expansion plans, with in-country HR experts providing localised support. Going global has never been easier!

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