Before hiring employees in Norway, there are a few important things you’ll need to know. Firstly, in Norway, employees are entitled to 54 weeks of maternity leave paid through the National Insurance scheme. If they avail all 54 weeks of leave, they are paid at 80% of their regular wage. If they take only 44 weeks of leave, they are paid at 100%. Maternity leave can be split between both parents. However, three weeks before the expected due date and six weeks after birth are reserved for the mother.
It’s also important for employers to know that in Norway, employees pay between 0% and 16.2% in taxes depending on their income bracket. They also pay 8.2% in social security.
We know this might sound overwhelming—but it doesn’t have to be. A solution like Oyster eliminates the barriers for you. With Oyster, you can automate compliance across 180+ countries, easily managing HR and payroll—all in one, easy-to-use platform.
Get an overview of what you need to know when hiring in Norway below.
In Norway, normal working hours cannot exceed nine hours per 24 hours, or 40 hours per seven days.
Work, including overtime, cannot exceed:
Overtime pay is generally 140% the employee’s hourly wage.
The probationary period in Norway is six months in length.
In Norway, the notice period for resignations is one month’s notice.
When it comes to dismissals, an employee’s notice period depends on seniority. The breakdown is as follows:
Non-compete agreements must be reasonable in scope and should be limited to senior employees.
In Norway, there is no requirement that the employer must compensate the employee during the restriction period.
Employees are entitled to 25 unpaid “work days” each year. Instead of paid leave, employees receive holiday pay, which is equal to 10.2% of their annual remuneration. It is accumulated the year prior to when the holiday is taken. For employees over the age of 60, this amount is 12.50%.
If an employee was not employed the previous year, they can still take time off, but will not be entitled to holiday pay.
Employees must have completed at least four weeks of employment to be eligible for paid sick leave. They can take up to 52 weeks of sick leave in a year.
The first 16 days of the leave are paid by the employer. After that, the Norwegian National Insurance scheme takes over.
An employee who is absent from work due to necessary care for a sick child is entitled to daily cash benefits for up to ten days, or 15 days if they have more than two children, during a calendar year. Single parents are entitled to such benefits for up to 20 days, or 30 days if they have more than two children, during a calendar year. Parents may receive such benefits up to and including the year of the child's 12th birthday.
Employees in Norway are entitled to 54 weeks of maternity leave paid through the National Insurance scheme.
If they avail all 54 weeks of leave, they are paid at 80% of their regular wage. If they take only 44 weeks of leave, they are paid at 100%.
Maternity leave can be split between both parents. However, three weeks before the expected due date and six weeks after birth are reserved for the mother.
A parent can also take an additional year of unpaid leave after maternity leave.
An employer’s social contributions in Norway are up to 14.1%, depending on the zone.
In Norway, employees pay between 0% and 16.2% in taxes depending on their income bracket. They also pay 8.2% in social security.
There is no statutory severance pay in Norway, but it can be negotiated through collective bargaining agreements.
Setting up a business entity everywhere you want to hire a new employee isn’t scalable—it takes too long and the legal fees are high. At the same time, understanding and adhering to the local labor laws and employee expectations can be complex and time consuming. And it’s hard to find reliable information on up-to-date employment information for all the countries where you’re considering hiring. Not to mention tracking down invoices and managing employee contracts over email and spreadsheets—that gets messy fast.
We can’t afford to take risks when it comes to compliance—we need to make sure we follow the local guidelines, especially when it comes to taxes and legalities.
With Oyster, you can manage HR and payroll, and automate compliance across 180+ countries—all in one, easy-to-use platform.