How to hire and pay EMPLOYEES IN

Norway

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Before hiring

EMPLOYEES IN
Norway

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.

At a Glance

CURRENCY

NOK

OFFICIAL LANGUAGE

NORWEGIAN

PAYROLL FREQUENCY

BI-MONTHLY, MONTHLY

PUBLIC HOLIDAYS

12

(based on region;
see here
)

EMPLOYER TAXES

14.1%

of gross salary

13th / 14th SALARY

N/A

Good to know

  • Employees are entitled to an annual holiday of 25 unpaid “work days.” However, it is common for companies to offer five weeks of unpaid holiday leave.
  • Instead of paid leave, after one year of employment, employees are entitled to receive holiday pay. Holiday pay is equal to 10.2% of the annual salary and is paid the year after it is earned.
  • Employers are not required to compensate former employees for complying with non-compete agreements during the restriction period.

Employment in

Norway

Working hours and overtime

In Norway, normal working hours cannot exceed nine hours per 24 hours, or 40 hours per seven days.

Work, including overtime, cannot exceed:

  • 13 hours of work within a 24-hour period
  • 10 hours in seven days
  • 25 hours during four consecutive weeks
  • 200 hours in 52 weeks

Overtime pay is generally 140% the employee’s hourly wage.

Employment contracts
Probationary period

The probationary period in Norway is six months in length. 

Pensions
Notice period

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:

  • Less than five years of employment: One months' notice
  • Over five years of employment: Two months’ notice
  • Over 10 years of employment: Three months’ notice
  • Over the age of 50: Four months’ notice
  • Over the age of 55: Five months’ notice
  • Over the age of 60: Six months’ notice
IP protection and non-compete agreements

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.

Employment cost calculator

Holidays

01 Jan

New Year's Day

13 May

Ascension Day

01 Apr

Maundy Thursday

17 May

Constitution Day

02 Apr

Good Friday

23 May

Whit Sunday

04 Apr

Easter Sunday

24 May

Whit Monday

05 Apr

Easter Monday

25 Dec

Christmas Day

01 May

Labour Day

26 Dec

2nd Day of Christmas

01 Jan

New Year's Day

01 Apr

Maundy Thursday

02 Apr

Good Friday

04 Apr

Easter Sunday

05 Apr

Easter Monday

01 May

Labour Day

13 May

Ascension Day

17 May

Constitution Day

23 May

Whit Sunday

24 May

Whit Monday

25 Dec

Christmas Day

26 Dec

2nd Day of Christmas

Employer tax

An employer’s social contributions in Norway are up to 14.1%, depending on the zone. 

Individual tax

In Norway, employees pay between 0% and 16.2% in taxes depending on their income bracket. They also pay 8.2% in social security. 

Termination of employment

There is no statutory severance pay in Norway, but it can be negotiated through collective bargaining agreements.

Start hiring employees in

Norway

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.

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wherever they work in the world.

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