Employer of Record in Norway

About workforce contracts in Norway

Every employee is entitled to a written contract with their employer, regardless of whether the position is permanent or temporary, and regardless of the duration of the employment. No exceptions apply to this rule.

It is the employer’s responsibility to furnish employees with a written employment contract, which is essential for affirming the terms of employment. This contract should encompass crucial details such as salary, payment dates, work hours, holiday pay, and the duration of employment.

Understanding the content of the employment contract is crucial.

Key points to consider include:

• Employment status: permanent or temporary?
• Specified daily and weekly work hours.
• Workplace location: Will employees need to work in multiple locations?
• Salary and payment terms, including holiday pay supplements.

Special provisions such as:

• Calculation of average work hours.
• Compensation for nighttime and Sunday work.
• Subsidies for board and lodging, especially if employees are required to work in different locations or provided housing by the employer.
  
  If an employee has been assigned to work in Norway by their employer, they generally enjoy the same rights as Norwegian workers, irrespective of whether they are employed by a temporary work agency or a corporate entity.

The importance of work environment in Norway

Employers bear the responsibility of ensuring a safe and healthy workplace environment. This entails collaborative hazard assessments with employees and the implementation of measures to mitigate risks of illness or injury. Employers must also ensure that employees receive adequate training in a language they comprehend.

Every Norwegian company must elect a safety representative chosen by the employees. Employees should be aware of who their safety representative is and how to contact them. Safety representatives oversee employers’ compliance with safety, health, and welfare duties towards employees. Employees can address workplace issues with their safety representative if needed.

An Employer of Record (EOR) serves as a crucial service provided by specialized companies, acting as the official employer for workers on behalf of other businesses. By partnering with an EOR, companies can effortlessly deploy their workforce across various countries without grappling with the complexities of employment administration.

Work hours regulations in Norway

There exist constraints on the amount of time employees can dedicate within a 24-hour period and throughout a week. These constraints are delineated in the Working Environment Act, and they may also be governed by individual employment agreements and collective bargaining agreements.

According to the Working Environment Act, typical work hours entail 9 hours per 24-hour cycle and 40 hours per 7 days. If employees engage in shifts, nighttime work, or work on Sundays, the standard weekly working hours are reduced to 38 or 36. The specific allocation and duration of daily and weekly working hours should be clearly specified in the employment contract.

Employees are entitled to at least one break if their daily work hours exceed five and a half hours. For workdays totaling eight hours or more, breaks must cumulatively amount to at least half an hour. If an employee is required to remain at the workplace during breaks or if suitable break areas are unavailable, the break period is considered part of the work hours. Furthermore, if an employee works beyond regular hours for more than two hours, they are entitled to an additional break of at least half an hour, which is included in the work hours.

Regulations concerning daily and weekly rest periods are established to ensure employees have sufficient time for rest and recreation. Employees are entitled to a minimum of 11 hours of continuous off-duty time within a 24-hour period and 35 hours within a 7-day period.