Norway (NO)
Norway is a constitutional monarchy and parliamentary democracy in Northern Europe — one of the three Scandinavian nations, occupying the western and northern portions of the Scandinavian Peninsula.
Employment Rights
Sick leave, dismissal protection and red flags in Norway.
Norway's employment rights are primarily governed by Arbeidsmiljøloven (the Working Environment Act of 2005, as amended). The law sets out comprehensive rights covering working hours, safety, sick leave, and termination. Additionally, most workers are covered by collective agreements (tariffavtaler) negotiated between LO (Norwegian Trade Union Confederation) and NHO (Confederation of Norwegian Enterprise). These often provide better conditions than the statutory minimum. Norway has no national minimum wage — wages are set by tariffavtaler, with statutory minimums in some sectors via allmenngjøring (extension of collective agreements). Arbeidstilsynet (the Labour Inspection Authority) enforces the law.
Sick leave
Rules: Employees are entitled to full salary during sick leave (sykemelding/sykelønn). The first 16 calendar days are paid by the employer (arbeidsgiverperioden). From day 17, NAV pays sykepenger (sick pay) up to 6G (NOK 780,960/year from Jan 2026; NOK 819,294/year from May 2026 after grunnbeløp adjustment). Sick pay from NAV replaces 100% of income up to 6G — this is exceptionally generous by international standards.
Doctor note: A doctor's certificate (sykemelding) is required from the first day of absence at many workplaces (or day 4 if the employer allows egenmelding). The fastlege issues a digital sykemelding via helsenorge.no. Egenmelding (self-certification without a doctor) is typically permitted for up to 3 days per episode, up to 4 times per year (varies by collective agreement — some allow up to 8 days).
Employer pay: Full salary for 16 calendar days (arbeidsgiverperioden). After 16 days: NAV pays 100% up to 6G.
Long-term: After 52 weeks of sickness absence, sykepenger ends. The employee then applies for arbeidsavklaringspenger (AAP — work assessment benefit) at 66% of previous income. If deemed permanently disabled: uføretrygd (disability pension) at approximately 66% of previous income.
Dismissal protection
Law: Arbeidsmiljøloven (Working Environment Act) provides one of Europe's strongest protections against unfair dismissal. Permanent employees can only be dismissed for "saklig grunn" (just cause) — either due to the employee's conduct or due to company redundancy needs. The employer must document the reason and follow a formal process. Dismissal without just cause can result in the employee being reinstated AND receiving compensation.
Deadline to sue: An employee must protest a dismissal in writing within 4 weeks of receiving notice. Legal claims for unfair dismissal must be filed within 8 weeks of termination (or when notice was given). Applying for mediation or legal proceedings within this window preserves rights.
Probation
Prøvetid (probation period) is typically 6 months in Norway, set out in the employment contract (arbeidskontrakt). During probation, either party can terminate with 14 days' notice. The employer can use the probationary period to assess suitability — however, termination during probation must still be fair and documented. After the probationary period, the full dismissal protection of Arbeidsmiljøloven applies.
Notice periods
During probation: minimum 14 days. After probation: minimum 1 month (for employees who have been employed up to 5 years). 2 months after 5 years' service. 3 months after 10 years' service. Many collective agreements provide longer notice periods — especially for senior roles. Managers: often 3–6 months by agreement.
Working time
Max hours: 40 hours per week (standard — Arbeidsmiljøloven § 10-4). Most collective agreements set 37.5 hours as the actual working week. Maximum overtime: 10 hours per week, 25 hours in 4 consecutive weeks, 200 hours per year without an agreement (more with agreement). Offshore oil workers have different hours regulations.
Min rest: 11 hours between work periods. 35 hours continuous rest per week (typically Sunday). 30-minute break for shifts of 5.5+ hours.
Overtime: Overtime (overtid) must be paid at a minimum 40% premium above normal hourly rate (arbeidsmiljøloven § 10-6). Many collective agreements set 50%, 100%, or higher rates for weekends and public holidays. Compensatory time off (avspasering) can be substituted by agreement. Overtime must be voluntary and cannot exceed legal maximums.
Vacation
25 working days per year minimum (ferieloven — Holiday Act). This equals 5 weeks. Employees aged 60+ are entitled to 1 extra week (6 weeks total). Feriepenger (holiday pay): 10.2% of the previous year's salary (12% for those 60+). Important: feriepenger is based on earnings in the previous year, so new arrivals may not have full entitlement in their first Norwegian summer. Feriepenger is typically paid in June.
Anti-discrimination
Likestillings- og diskrimineringsloven (Equality and Anti-discrimination Act) prohibits discrimination in employment on the basis of gender, pregnancy, leave of absence, ethnicity, religion, disability, sexual orientation, age, and other grounds. Likestillings- og diskrimineringsombudet (Equality and Anti-discrimination Ombud) handles complaints. Norway has active affirmative action requirements for board representation (40% gender balance rule for listed companies).
Contract red flags
- !No written contract (arbeidskontrakt) provided within 7 days of starting employment — illegal
- !Prøvetid longer than 6 months without a valid extension agreement
- !Salary below the applicable tariffavtale (sector collective agreement) minimum — employers are bound by allmenngjøring
- !No specification of normal working hours
- !Clause waiving right to overtime premium
- !Hourly vs. salaried structure used to avoid overtime rules for regular overtime workers
- !"Consultant" or "freelance" contract when you are actually working as an employee — illegal false self-employment (skinn-selvstendighet)
- !No mention of pension (OTP) — mandatory for all employees after 1 year
- !Probationary period not specified in writing in the contract
Employment Rights
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