Hire in Norway

Here’s where you get started with human resources best practices and hiring in Norway.

Ready to Hire? Get Started!

Last updated at June 16, 2022
beautiful scenery in the country of norway


Norwegian Krone (NOK)



Time Zone


Key Country Facts


Officially the Kingdom of Norway, Norway is a constitutional monarchy with a parliamentary form of representative government. The monarch’s role is purely ceremonial and representative. Norway is often considered to be one of the most developed democracies in the world. According to the World Bank Norway has the fourth highest per-capita income in the world.


At 385,000 square km, Norway comprises the most western and northernmost area of Scandinavia and includes the most northern point on the European mainland. To the east Norway shares a long, and mostly mountainous border with Sweden together with shorter borders with Finland and Russia. To the north, west and south it is bordered by sea and the coastline is known for its fjords and thousands of small islands. The population of Norway is approximately 5.3 million.


The south and west are particularly exposed to Atlantic storms and experience a wetter climate but with milder winters than northern and eastern areas. Lowland areas in the east, particularly around Oslo, have low rainfall, warm summers but cold winters with snow.


Norway has an excellent welfare model and its values are rooted in egalitarian principals. It typically ranks first in reports and indexes such as World Happiness and Public Integrity and is equally known for very low levels of crime. The state holds large ownership in key industry sectors. The petroleum sector accounts for approximately one quarter of the country’s GDP.


Only in 2017 was the church made independent of the state. Around 70% of Norwegians are members of the Christian, Church of Norway, however only 2% attend regularly. Just under 30% have no religious belief. The remainder consist mostly of other Christian denominations and Islam (4%) is the largest non-Christian religion.

Official Language

Norwegian and Sámi are the two official languages of Norway. Norwegian is similar to Swedish and Danish and each is mostly understood by all Scandinavians. Several Sámi languages are spoken and written particularly in the north, by some members of the Sámi people.

Norway HR at a Glance

Employment Law

Norwegian employment law is largely regulated through legislation, as well as by collective agreements. As Norway is part of the EEA-Agreement with the EU, it implements most EU regulations and directives regarding Labour Law into Norwegian law. The key sources of legislation and rules governing employment are:

  • The Constitution of 1814
  • The Working Environment Act of 2005
  • The State Employee Act of 2017 and other national legislation
  • Case law
  • Collective agreements
  • Individual Employment Contracts

Employment Contract

The Working Environment Act requires the employment contract to be in writing and must contain the following points at a minimum:

  • Identification of each of the parties to the employment.
  • The location of work.
  • A description of the work or the employee’s title, position or category.
  • Date of commencement.
  • An estimated employment duration (for temporary contracts).
  • The basis for temporary status (for temporary contract).
  • Trial period (if any).
  • Total number of paid vacation days and the rate of pay of those days.
  • Notice periods.
  • The salary and salary payment method and timing. Any other supplements and remunerations not included in the pay.
  • Working hours.
  • Length of breaks.
  • Applicable collective agreement.

Contract Terms

Norwegian labour law is generally employee-friendly in comparison to many other European countries and certainly the USA for example. All employers must comply with the terms of the Working Environment Act (WEA). It is not allowed, even with the agreement of the employee, to waive any rules of the WEA to the detriment of the employee.

A written employment contract is required for all employment engagements. This is the responsibility of the employer and it should be presented to the employee no later than one month after they commence work.

An employment contract is generally entered into for an indefinite period of time. Thus, the employees have a right to continue working for the employer until the employment contract is terminated by one of the parties. Temporary and fixed-term employment may only be used in specifically defined situations such as when the work is of a temporary nature.

Probation Period / Trial Period

An employment contract may include a trial period for up to a maximum of six months. The trial period must be regulated in the employment contract. During the trial period, the threshold for a legal dismissal with a notice period due to circumstances related to the employee is considered to be somewhat lower and may be based on the grounds of the employee’s lack of suitability for the work, or lack of proficiency or reliability. The notice period within the trial period must be at least 14 days. The trial period may be extended if the employee is absent during parts of the trial period, and such absence is not caused by the employer, provided an allowance for this has been made by a clause in the written employment contract. Additionally, the employee must receive written information about the prolongation prior to the expiration of the trial period.

Working Hours

In general, the maximum normal working hours must not exceed nine hours in any twenty-four hour period and not exceed forty hours in any seven day period. For certain groups, such as shift workers, the normal working hours shall be less. Upon agreement between the employer and the employee, the maximum normal working hours can be calculated as an average over a maximum of fifty-two weeks, but with a limit of ten ordinary hours of work per twenty-four hours, and forty-eight ordinary hours per seven days. Alternative arrangements can be made by agreement between the employer and the employees’ elected representatives by means of a collective pay agreement.

The Working Environment Act also allows employees the right to flexible working hours provided this does not cause any significant inconvenience to the employer. The above-mentioned rules shall not apply to employees in senior positions or employees in particularly independent positions.

From the age of 62 years, employees are entitled to reduced working time if the reduction in working hours can be completed without significant inconvenience to the business. Furthermore, the same applies if an employee claims reduced working time for health, social or serious welfare reasons.


Overtime work and additional work must not be established as a regular system and must be performed only in extraordinary cases. Exceeding hours are subject to overtime payment. Overtime work is subject to a supplementary payment of at least 40 percent extra per hour.

Overtime is only permitted when there is an exceptional and time-limited need for it. Overtime cannot exceed 10 hours in 7 days, 25 hours in 4 consecutive weeks, and 200 hours during a period of 52 weeks. As a rule, the total working hours shall not exceed 13 hours in 24 hours and 48 hours in 7 days. Only upon agreement between the employer and the employees’ elected representatives in undertakings bound by a collective pay agreement may this limit may be extended. The above-mentioned rules shall not apply to employees in leading positions or employees in particular independent positions.


Grounds for termination include:

  • Dismissal of an employee due to business related reasons;
  • Dismissal of an employee due to reasons related to the individual employee;
  • Collective dismissal based on objective grounds;
  • Resignation by the employee;
  • Expiration of the contract term or end of the specific job;
  • Employer’s death, retirement or permanent illness.

Collective Dismissals

Terminations based on economic, technical, organizational or productivity grounds are deemed collective when at least 10 employees have been given notice of dismissal within a period of 30 days. Other forms of termination that are not warranted by reasons related to the individual employee can be considered, provided that at least 5 employees are made redundant. When an employer considers dismissing a number of employees at the same time, the employer must follow a strict procedure as outlined in the Working Environment Act. The employer must hold information and discussion meetings with the employees’ representatives and inform NAV (The Norwegian Labour and Welfare Administration) about the mass redundancy. The employer must define the selection group and criteria for the selection of employees, which may receive notice of termination. After the employees are informed, individual meetings must be held with the employees who might be dismissed.

Individual Dismissals

Employers may dismiss their employees either with notice (discharge) or without (dismissal). Discharge, with notice, is the customary method of termination. Dismissal without notice (avskjed) is only lawful if the employee has committed a fundamental breach of contract, such as gross misconduct or disloyalty. Thus, dismissal should be executed only in extraordinary circumstances. In both cases, the Working Environment Act draws up a procedure that must be followed before the employee is informed on the company’s decision.

An employer may only give notice to terminate an employment if such a decision is based on objective grounds (saklig grunn). The term “objective grounds” is not defined by law, but can be either:

  • Subjective personal reasons (factors such as an employee’s conduct or performance) (personlige årsaker); or
  • Objective reasons (all discharges that are not based on subjective personal reasons, i.e., redundancy, lack of work, and the economic situation of the employer) (arbeidsmangel).

A discharge cannot be based on objective grounds if it could be avoided through alternatives such as re-assigning the employee to another role. Thus, it is important for employers to investigate all the possibilities of the employee prior to making the ultimate decision to discharge them.

In individual terminations based on the conduct of the employee, there is no statutory obligation to give a written warning or to consider other suitable work for the employee, but these circumstances are often taken into account in considering whether the dismissal was justified. Before making a decision regarding dismissal, the employer must discuss the matter with the employee and an elected representative of the employee, unless the employee does not wish this.

The notice of termination itself must be given in writing.

In case of severe breach of obligation, either party can also terminate the employment for cause with immediate effect without observing a notice period.

Workers enjoying special protection against dismissal include: pregnant women and/or women on maternity leave, workers with particular family responsibilities.

Notice Period

During the trial period, the notice period is 14 days. The employment contract may provide for a longer notice period. The notice period may also be agreed upon through collective agreements. Notice of termination given during the trial period runs from the date the employee received the notice.

Notice of termination given to the employees hired on a permanent basis must be minimum one month and starts on the first day of the month following the date the employee has received the notice in writing

Age of Employee/Duration of Employment Under 50 50-54 55-59 >60
Employed for <5 years 1 month 1 month 1 month 1 month
Employed for >5 years 2 months 2 months 2 months 2 months
Employed for >10 years 3 months 4 months* 5 months* 6 months*

*In the event of resignation by the employee, the period of notice is never more than three months.

Agreement to use a shorter period of notice may only be reached between an employer and elected representatives if the enterprise is bound by a collective agreement

Redundancy / Severance Pay

There is no statutory right to severance pay in Norway. The employee is however still entitled to their ordinary salary payment and additional contractual benefits during the period of notice in accordance with the terms of employment. Many undertakings are immediately bound by different collective agreements to offer employees severance pay.

In addition, employers who are not bound by any collective agreement may choose to offer some kind of severance package including, severance pay, education, release from work duties, etc. Any severance payment according to this type of agreement is generally based on one to 24 months of salary, taking seniority, age, social factors, and other factors into account. The right to such benefits is normally conditional upon the employee entering into a termination agreement whereby the employee waives the right to take legal proceedings pursuant to the Employment Act. Termination agreements may be entered into before the employee receives notice, or the parties may reach an agreement after notice is given.

Post-Termination Restraints / Restrictive Covenants

Non-Compete Clauses

A non-compete clause may be invoked in order to safeguard the employer’s specific and particular need for protection against competition. The clause may not be invoked for longer than one year from termination of the employment.

In order to be valid, a non-compete clause must be entered into in writing. It may not be invoked after dismissal, unless the dismissal is objectively justified or terminated on reasonable grounds.

Upon written request by the employee, the employer shall within four weeks provide written statement of whether, and to what extent, a noncompete clause will be invoked. The employer must state their particular need for protection against competition in this statement. If the employee resigns and no binding employers’ statement already exists, the resignation shall be deemed to have the same effect as a written enquiry from the employee. If the employer gives the employee notice and no binding employers’ statement exists, such a statement must be provided together with the dismissal notice.

If a non-compete clause is invoked, the employer must pay the employee compensation equivalent to 100% of the employee’s salary up to eight times the National Insurance basic amount, and thereafter a minimum of 70% of the employee’s salary in excess of eight times the National Insurance basic amount. This calculated is made on the basis of salary earned during the previous twelve months prior to the date of notice or summary dismissal. The compensation may be limited to twelve times the National Insurance basic amount.

Deductions (up to a maximum of 50%) from the compensation may be made in respect to salary or income received by the employee during the period the non-compete clause is in effect.

Customer Non-Solicit Clauses

Customer non-solicitation clauses may only apply to customers with whom the employee has had responsibility for and contact with during the previous 12 months. The clause must be in writing and may not be invoked more than one year from termination of the employment.

Upon written request by the employee, the employer shall within four weeks provide written statement of whether, and to what extent, a non-solicitation clause will be invoked. The statement must specify precisely which customers the clause applies to. The non-solicitation of customers’ clause becomes void if the requirement regarding this statement is not met.

Employee Non-Solicit Clauses

As a general rule, the employer is prohibited from entering into such agreements. The exception relates to negotiations and completion of transfer of undertakings, where the employee can enter into such agreements for a maximum period of six months.


All time spent in the service of the employer must be registered as working hours. The employer must have a routine for registration of the working hours, and employees must be informed of this routine. It is important that the recording of working hours is clear and easy to understand. As a rule, the start and end times of the day or shift must be recorded

Trade Unions / Collective Agreements

The two main unions in Norway are the LO (Norwegian Federation of Trade Unions), representing employees, and the NHO (Confederation of Norwegian Business and Industry), which represents employers. Both unions are actually umbrella organizations which are made up by a number of smaller unions. The LO affiliated unions cover both blue and white collar workers, and also cover both the private and public sectors. These unions are actively involved in political and also judicial issues. They are influential bodies in Norwegian community and social life.

Trade unions’ rights are regulated in the Labour Disputes Act. Generally, trade unions have a right to enter into collective agreements between employees and employers organizations. A Main Agreement has been developed. This is a framework agreement that contains the general rights and basic rules for workplaces. The Main Agreement is typically the foundation for most collective bargaining agreements entered into by the affiliated organizations. Collective bargaining agreements are usually negotiated every other year.

Disputes over the validity of collective bargaining agreements and disputes arising out of the collective bargaining agreements are heard by a separate tribunal, the Labour Court.

Employee representatives to represent the organized employees shall be elected at every enterprise where the enterprise or the employees so demand.

Post-Termination Restraints / Restrictive Covenants

There is no specific regulation in Brazil on restrictive covenants or the enforceability thereof following termination of employment agreements. However, the Brazilian Federal Constitution establishes an individual’s right and freedom of work.

Non-compete clauses

Based on case law, Brazilian Labour Courts tend to consider a non-compete agreement valid and enforceable after termination only provided the following components are in such agreement:

  • Limitation in time – the period of restriction must be reasonable and, in all events, limited to 24 months maximum;
  • Geographic limitation – a reasonable geographic limitation for the restriction must be established. It is possible to include that the restriction applies on a worldwide basis or in a specific region;
  • Limitation of object – the obligation must not exceed the limits of what is considered reasonable to protect the former employer’s interests;
  • Fair compensation – the parties may negotiate what is reasonable on a case-by-case basis based on the extension of the non-compete obligation, period and restrictions. For example, if the restriction is broad (i.e., the former employee cannot work for any company that is a competitor of the former employer) the general rule is that compensation, during the period of the non-compete obligation, should be equal to the amount the former employee would earn as his/ her ordinary compensation if he/she remained employed for such period. It is considered a fair compensation should correspond to the last compensation multiplied by the number of months for the non-compete obligation.

Customer & Employee non-solicit clause

Although there is no legislation in Brazilian Labour Law regarding non- solicitation provisions it is common for employers to include this restriction in employment agreements of management level employees. As there is also little in case law on this matter there are few decisions about its enforceability. However, current general legal opinion understands that non-solicitation clauses are valid as long as the parties agree on: (a) limitation in time; (b) limitation of geography and (c) limitation of object.

Fixed Term Contracts

The main rule is that employees are to be appointed permanently. Temporary employment is only permitted in specific circumstances, for example; that the employee shall work to cover someone who is temporarily absent or that the nature of the work justifies the use of a fixed term contract. If the specific circumstances are not met, the employee is automatically considered permanently employed. Similarly, any employees who have been employed on a fixed term contract for more than four consecutive years in the same company are automatically considered permanently employed.

In all circumstances, employees with fixed term contract have the right not to be discriminated against on the basis of such status.

Temporary Employment

Temporary employment on a general basis is possible under certain conditions. This allows for the worker to be temporarily employed without the employer having to justify the need for temporary employment. This type of temporary engagement may not exceed 12 months. After 12 months, the employment contract may be terminated, the employee may be employed permanently or under a fixed term contract under the circumstances described above. If the employee is not offered a new position, the employer may not hire a new temporary employee on a general basis to perform the same type of work.

Temporary employment engagements must not exceed 15% of the total number of employees in the undertaking. however, it is always permissible to enter into such engagement with at least one employee in the company.

In all circumstances, temporary employees have the right not to be discriminated against on the basis of such status.

Tax and Social Security


The Norwegian tax system has two bases of income. The ordinary income base is a net base (General Income Tax). In addition, there is the personal income base. This is a gross base for taxation. The bracket tax and the social security contributions for employees are based on this. Bracket tax is a progressive tax on gross salary and other personal income.

General Income Tax

General income is taxed at a flat rate of 22%. The general income tax base comprises all categories of taxable income (i.e. income from employment, business, and capital). Tax allowances, expenses, and certain losses are deductible when computing general income.

Bracket Tax on Personal Income

The bracket tax for personal taxpayers is calculated based on the individual’s salary income and other corresponding incomes which replace salary income, such as sick pay, work assessment allowance, disability benefit and pension.

Bracket tax consists of four steps. No bracket tax is payable on the first NOK 180,800 of personal income.

  Income between NOK 0 – 180,000 No bracket tax
Step 1 Income between NOK 180,800 – 254,500 1.9% bracket tax
Step 2 Income between NOK 254,500 – 639,750 4.2% bracket tax
Step 3 Income between NOK 639,750 – 999,550 13.2% bracket tax*
Step 4 Income over NOK 999,550 16.2% bracket tax*

*residents of Finnmark and Nord-Troms 11.2%


Social Security contribution paid by Employee – 8.2%

Social Security contribution paid by Employer – 14.1%

(Note: Employers are also obliged to contribute to an employee mandatory occupational pension scheme – Minimum contribution 2%)

*The above rates serve as a broad guideline. Actual rates charged will differ.


Salary Payment

It is common in Norway to agree that the wages be paid once a month and directly into an appointed bank account. After the wages have been paid, or immediately thereafter, the employer shall provide a pay slip. As a rule, an employer cannot make deductions from an employee’s salary or holiday pay. Deductions can only be made if they are statutory or agreed upon in writing, in advance.


The payslip (lønnsslipp) should show; gross salary, tax and other deductions made from the gross salary, net (netto), and the calculation basis for holiday pay.

Annual Leave

The Annual Holiday Act states that the employee shall have 25 days of paid holiday each year, which amounts to four full weeks and one day. The term “working days” includes Saturdays. Many collective agreements grant extended holiday rights. Indeed, five weeks of holiday is now the general arrangement in Norway, particularly for white collar employees. Once an employee turns 60 years of age they are entitled to an additional 6 working days of holiday leave.

The holiday year runs from January 1st to December 31st. As a general rule, an employee is entitled to 3 consecutive weeks of holiday leave during the period June 1st and September 30th.

Holiday Pay

The Annual Holiday Act entitles the employee to holiday payment, which is 10.2% of the annual wages earned the previous year. This amount increases proportionally to 12% if the employee is entitled to 5 weeks holiday through individual or collective agreement. For employees over 60 years of age who are entitled to an additional week, the holiday pay is either 12.5% or 14.3%, depending on whether the employee is entitled to five or six weeks of holiday.

The basis for calculating holiday pay is the salary received during the previous year. Generally, holiday pay is to be paid on the last normal pay day before the holiday. However, the usual procedure is to pay holiday pay during a specific month, e.g. in June.

It is not permitted to include holiday pay in the regular wage unless this is directly regulated through collective agreements.

Carry Over Rules

In Norway, it is the employer’s responsibility to ensure that the employee has taken all their holiday entitlement within the current holiday year. However, the employer and employee can agree in advance to carry forward up to 12 days’ holiday (two weeks) to the next holiday year. If employees have a contractual entitlement to holiday beyond the statutory minimum of four weeks and one day, the terms of a collective bargaining agreement or contract will govern carry over.

Sick Leave

In the event of sickness employees must notify the employer immediately of their condition. The employer is normally responsible for the payment of the compensation for the first 16 days of the employee’s sickness leave, provided the employee has been employed for a qualifying period of at least four weeks. Employees are entitled to sick pay for one year. Following the employer’s period of responsibility, the National Insurance Scheme is responsible for the payment. The amount of sick pay from the Social Security is limited. The employee is entitled to 100% of their regular salary, limited to approx. NOK 561,804 per year.

Compassionate & Bereavement Leave

There is no legislation in Norway for paid bereavement leave. Whether or not an employee is entitled to such leave and whether the leave is granted with or without pay will often be stated in an agreement (e.g. collective agreement), the employment contract or the company’s internal rules. In practice, in the absence of specific agreement most companies allow at least two days paid bereavement leave in the event of the death of a close family member.

Other Rights for Leave of Absence

Carers’ Leave

Children – If the child is sick, the employee is entitled to a maximum of 10 days’ leave of absence per calendar year, and 15 days’ leave if the employee is caring for two or more children. Employees who have sole care are entitled to double this period of leave. If the child has a chronic or long-term illness or disability and there is a greater risk of the employee being absent from work, the employee is entitled to a maximum of 20 days’ leave of absence per calendar year. Employees who have sole care are entitled to double this period of leave.

Close relatives – An employee who takes care of a close relative with a terminal illness is entitled to 60 days’ leave of absence to take care of the patient.

Parents, spouse, cohabitant or registered partner – An employee is entitled to a leave of absence for up to ten days each calendar year to provide necessary care to a parent, spouse, cohabitant or registered partner.

Maternity & Parental Leave

Pregnancy leave

A pregnant employee is entitled to a leave of up to twelve weeks during pregnancy. Absence because of sickness is regarded as sickness leave and shall not be deducted from the leave. The right to pregnancy leave is included within the statutory maternity benefits set out in the National Insurance Acts. Unlike the mandatory maternity leave for six weeks after birth (see below), leave during pregnancy is voluntary and may be used at any time during the pregnancy.

Maternity leave

After giving birth, the mother shall have a leave of absence for at least the first six weeks. The only exception to this rule is if the employee has a medical certificate stating it is better for her to resume work.

Parental leave

Parents have the right to a total leave of 12 months, including the right to pregnancy leave and the right to maternity leave. The leave must be taken immediately after the mother’s pregnancy leave and maternity leave. A total of 10 weeks are reserved for the father and 10 weeks for the mother. Note, for the mother the first six weeks after the birth are mandated and are included in her 10 weeks. Apart from these limitations, the parents are free to divide between them the remaining period the leave. In addition, the father is entitled to two weeks of unpaid leave of absence in connection with the birth.

The parents are entitled to compensation from Social Security for loss of wages during the first year of leave if they are employed. In addition, the employee may have a contractual right to full payment from the employer through their individual contract of employment.

Additionally, each parent has the right to 12 months of unpaid leave for each birth.

The above-mentioned right to a leave of absence in connection with birth also applies to situations of adoption.

Public Holidays

There are 10 public holidays per year which are considered non-working days.

Benefits to the Employee in Norway

Statutory Benefits

The National Insurance Act of 1997 provides the framework for social security provision (National Insurance Scheme) in Norway. Employees and residents of Norway are, as a rule, obliged to be members of the Social Security Scheme and to pay contributions to it. Employers are also obliged to pay social security contributions on wages and other remuneration.

Members of the National Insurance Scheme are entitled to

  • old-age pension,

  • survivors’ pension,

  • disability pension,

  • basic benefit and attendance benefit in case of disablement,

  • rehabilitation benefits,

  • occupational injury benefits,

  • benefits to single parents,

  • cash benefits in case of sickness,

  • maternity and adoption benefits,

  • unemployment benefits,

  • medical benefits in case of sickness,

  • maternity and funeral grant.

The public healthcare system in Norway is heavily subsidized by the state and therefore private health insurance plans are quite unusual and normally only offered to highly ranking employees, if at all.


All employees receive retirement pension from the National Insurance Scheme. Since 2006, employers have been obligated to establish a pension plan for their employees, and it is in addition of the retirement pension from the National Insurance. The Compulsory Occupational Pension scheme requires minimum deduction of 2% of the employees’ salary to the scheme. There are currently three different pension schemes that the employer in private sectors can choose to have for its employees; a defined benefit scheme, a defined contribution scheme and a mix of the defined contribution and defined benefit scheme.


Additional benefits are typically mandated by the individual contract of employment or by collective bargaining agreements. The generosity of benefits provided to an employee usually depends on their level of seniority. Common benefits for persons at a more senior level, are:

  • additional paid holidays,

  • additional contributions to a private pension insurance,

  • private health insurance and life assurance policy,

  • contributions from the employer during parental leave (in addition to state benefit).

Visas and Foreign Workers


Norway has been part of a common Nordic labour market for many years and is also part of a common European labour market through the EEA Agreement and the EFTA Convention. The Immigration Act and Regulation of 2013, including regulations on labour immigration, entered into force. The requirement for a work permit for EU/EEA/EFTA nationals was replaced by a simple requirement to register with the police if the person wants to live in Norway for more than 3 months.

Further, the regulations concerning immigration from countries outside the EEA/EFTA-area (known as third countries) was simplified and made easier to follow. This provides good opportunities for Norwegian employers to recruit the foreign labour they require in their businesses. The act also introduced a possibility for certain skilled workers to start working before they acquired a permit.

In general, foreign employees from outside the EEA/EFTA area, must hold a residence permit that entails the right to work in Norway. This may be obtained from the Foreign Service Mission or the Norwegian Directorate of Immigration. There are different types of permits depending on whether someone is a skilled worker, an unskilled worker, a specialist, a student, a researcher, etc.

It should be noted, there are no quotas that apply, or any preferences given to certain nationals.

Timeframe – The processing time can vary depending on the category of worker and method of application, but at least two months should be allowed.

Cost – The current fee for residence permits for the purpose of work is NOK 6,300.

It is incumbent on the employer to verify that an employee holds a valid work and residence permit and keep a copy of the relevant documents for 12 months after the termination of the employment. An employer employing individuals who do not hold the required work or residence permits, can be liable for sanctions such as a fine or, in aggravating circumstances, imprisonment.


Anyone settling in Norway for a period of six months or more will be assigned a National Identity Number. A national identity number is an eleven digit ID number, the first six digits are constructed from the person date of birth and the last five digits are called a “personal number”. A national identity number enables residents to for example; open a bank account, get a regular GP (fastlege), rent a place to live, pay taxes and be able to vote at elections.

Anyone who has residence in Norway according to the EU/EEA regulations will receive their national identity number from the Tax Administration following the initial registration with the police.

Anyone who has been granted a residence permit in Norway, will receive information about their Tax number in a letter from the Tax Administration about two to six weeks after they have met with the police to order the residence card.

Public Holidays in 2022

S.No Occasion Date
1. New Year’s Day January 1st
2. Maundy Thursday April 14th
3. Good Friday April 15th
4. Easter Monday April 18th
5. May Day May 1st
6. Constitution Day May 17th
7. Ascension Day May 26th
8. Whit Sunday June 5th
9. Whit Monday June 6th
10. Christmas Day December 25th
11. Boxing Day December 26th

Several other holidays are observed, either unofficially at a national level or by official local public observance.

Hire New Talent in Norway

Our international hiring services let you hire anyone in any country without the investment needed to establish a local entity.

Get Started