Living and working conditions: Norway

Implementation

Norway does not have a separate, comprehensive ‘traineeship law’ or a specific national tripartite agreement explicitly implementing the 2014 Council Recommendation. However, the key principles of the Recommendation are upheld in practice through existing Norwegian labour legislation and NAV regulations, depending on the type of traineeship concerned. The 2014 Council Recommendation has not been incorporated into the EEA Agreement.

Living and working conditions

EU/EEA citizens who are legally resident and have their permanent place of residence in Norway have full rights under the Social Services Act, including financial social assistance. With regard to the term ‘permanent residence’, it is about the person's connection to Norway, and requires an individual assessment.

Where to find opportunities

Candidates seeking traineeships, trainee positions or internships in Norway should start by using standard job portals. Relevant examples include Arbeidsplassen.no, Finn.no, Jobbnorge and Webcruiter. Ny i Norge [New in Norway] also identifies these as key platforms for job advertisements in Norway.

On Arbeidsplassen.no, candidates can search using terms such as ‘trainee’, ‘internship’, ‘intern’, ‘student position’ and ‘student assistant’. Actual vacancies can be found on Arbeidsplassen.no, labelled, for example, as ‘internship’ and ‘trainee’.

Candidates should also check employers’ own websites. This is particularly relevant for larger organisations, municipalities, central government agencies, universities, research institutions, banks, consultancy firms, technology companies and non-governmental organisations. Ny i Norge [New in Norway] also recommends using employers’ own websites, social media and recruitment agencies in the job search process.

If a candidate wishes to undertake the work experience or training organised through the NAV, they must register as a jobseeker with the NAV and be assessed by the NAV as having a need for work experience in order to enter the labour market. This work training is not a standard position that can be applied for directly; it is a NAV labour market initiative for individuals who need work experience, training or references to enter employment. The NAV assesses whether the measure is appropriate, and it must be approved before the work experience can begin.

Students seeking placements as part of their studies should contact their educational institution, for example their faculty, department, placement coordinator, international office or careers service. For student placements, there should normally be a formal placement agreement between the educational institution and the host organisation.

For Erasmus+ placements, students should contact the international office or Erasmus coordinator at their institution. Erasmus+ enables students to undertake placements in companies, organisations, institutions, embassies and delegations in other countries.

For the student trainee scheme at Norwegian embassies and missions, candidates must refer to the vacancy advertisements issued by the particular foreign service mission. The scheme is administered by each embassy or mission, and available positions are published on their respective websites. The general rule is that trainees must hold Norwegian citizenship.

For traineeships and trainee placements in Europe, candidates can use EURES. EURES provides information on work, traineeships and mobility within the EU/EEA. The EURES Targeted Mobility Scheme may offer support to jobseekers seeking employment, traineeships or apprenticeships in another EU/EEA country.

Candidates who need guidance on CVs, job applications, career choices or opportunities in the job market can use Karriereveiledning.no or their local county council’s career centres. Karriereveiledning.no is a free public service, and there are career centres in every county.

For any queries regarding residence, employment, registration, tax and practical formalities, candidates should contact the UDI or the SUA. These services do not normally provide traineeship placements, but they do provide important information on rules and obligations when working in Norway.

In short, start by looking at job portals and employers’ own websites. Students should contact their educational institution. Work experience may be offered following a needs assessment, if deemed appropriate by the NAV. International opportunities are available particularly through Erasmus+ and EURES.

Funding and support

Candidates should first clarify what type of traineeship is involved: one with an ordinary employment relationship, a work placement as part of a course of study, a NAV labour market measure, EURES mobility or a student trainee scheme.

Employer: wage or grant

Ordinary traineeships, internships and trainee positions may be paid or subject to other conditions determined by the employer. If the placement is in fact an employment relationship, the standard rules regarding employee status, employment contracts and terms of employment apply.

Difference between Norway and the EU/EEA: Generally, there is no difference as long as the candidate is legally entitled to work in Norway. EU/EEA citizens have the right to live, work and study in Norway under EEA rules, but must register if their stay exceeds three months, where circumstances so require.

Erasmus+ work placement mobility

Students may apply for an Erasmus+ grant for placement mobility through their own educational institution. The grant is a contribution towards additional costs and normally does not cover all expenses. Additional support may also be available, including travel grants, green travel support, supplementary grants for under-represented groups, and inclusion support for special needs.

Difference between Norway and the EU/EEA: Erasmus+ is generally linked to the educational institution rather than citizenship. Norwegian students enrolled at a Norwegian institution apply through their own institution. EU/EEA students at Norwegian institutions use the same channel. EU/EEA students at institutions in other countries normally apply through their home institution.

Norwegian State Educational Loan Fund

In some cases, Norwegian candidates may be eligible to receive loans and grants if the placement is part of their studies and meets the conditions of the State Educational Loan Fund. For placements abroad during the summer, requirements include that such a placement is part of the study programme, that the student is full-time, and that the placement is documented as a compulsory part of the degree.

Difference between Norway and the EU/EEA: Norwegian citizens are generally entitled to support as long as the other conditions are met. EU/EEA and EFTA citizens must fulfil additional criteria, such as having a permanent right of residence, worker status in Norway, or relevant family ties.

NAV: work training and employment scheme allowance

If a person has been assessed by the NAV as needing work training/experience, the funding is normally not provided as a wage from the employer. The participant may retain benefits such as unemployment benefit, sickness benefit, or the work assessment allowance. If the candidate does not receive other financial support, they may be entitled to an employment scheme allowance.

Difference between Norway and the EU/EEA: The NAV employment scheme is not reserved for Norwegian citizens, but EU/EEA citizens must be legally resident and meet other requirements. The NAV must assess legal residence when providing employment-related follow-up and measures for EEA citizens.

EURES Targeted Mobility Scheme

The EURES Targeted Mobility Scheme (TMS) can provide support for work, traineeships or apprenticeships in another EU/EEA country. Support may include language courses, recognition of qualifications, travel and accommodation costs.

Difference between Norway and the EU/EEA: Both Norwegian and EU candidates may be eligible, but it is primarily intended for cross-border mobility. A candidate who already lives in Norway and is applying for a traineeship in Norway is normally not the target group; a candidate moving from another participating country to Norway for a traineeship may be eligible.

Student trainee scheme at Norwegian diplomatic missions abroad

Student trainees at Norwegian embassies and missions receive a grant rather than a wage. The amount varies between missions. It is not taxable, but must be declared in the tax return.

Difference between Norway and the EU/EEA: This scheme applies to Norwegian students. Applicants must be Norwegian citizens and members of the National Insurance Scheme. Other EU/EEA citizens are therefore not covered unless they also hold Norwegian citizenship and meet the other requirements.

Apprenticeship places in Norway are available to citizens of other EU/EEA countries in addition to Norwegian nationals, provided they meet the general requirements for the apprenticeship scheme and have a legal basis for residence, work, and any required education in Norway. There is no general requirement for Norwegian citizenship in the apprenticeship scheme. According to the UDI, EU/EEA citizens have the right to live, work and study in Norway, and the UDIR defines apprentices as employees of the training company.

Living and working conditions

Apprenticeships are covered by the Working Environment Act, with the exception of termination or amendments to the employment contract. This means that apprentices are exempt from the rules on job security, and the apprentice’s notice period is regulated by the Education Act and not the Working Environment Act.

Even though candidates from other EU/EEA countries may undertake an apprenticeship in Norway, there are some things to be aware of. Schemes may differ between industries, so you should get in touch with a training centre that represents the industry relevant to your apprenticeship. It may also be necessary to be registered in the county where the apprenticeship is to be carried out, and there are variations between counties in this area. It is also important to note that, in accordance with the general guidelines, the professional exam itself will take place in Norwegian. Norwegian language skills may also be required to be able to complete the apprenticeship itself. In other words, it is difficult to give an overall and uniform answer to how the apprenticeship programme will be implemented in practice and how it will be carried out.

Where to find opportunities

Candidates should first use Vigo to apply for an apprenticeship position in Norway. The standard application deadlines are normally 1 March for apprentices and 1 February for training candidates. It should be pointed out that Vigo is not an international recruitment portal. Candidates from other countries may use Vigo if they are applying for Norwegian upper secondary education or apprenticeship places and meet the requirements, but they may need a Norwegian electronic ID, such as MinID or BankID. If this is not available, the candidate should contact the vocational training office or admissions office in the relevant county authority.

In addition, candidates should apply directly to relevant training companies, training offices or cooperative training bodies. An apprenticeship place is not allocated automatically like a school place; it is the company that will decide whether it will take on an apprentice and who will be offered a contract.

To find suitable companies, candidates should search under the ‘Finn lærebedrift’ [Find apprenticeship companies] tab on Utdanning.no. This service lists approved training companies and available apprenticeship places throughout Norway, and is updated with data from sources such as Vigo, the Brønnøysund Register Centre, and the NAV’s employer and employee register.

Vilbli.no is another very useful website. It provides information on apprenticeship places, application deadlines, apprenticeship trades, approved training companies and training offices/cooperative bodies across all the counties.

Candidates should contact the county authority’s vocational training office for guidance on apprenticeship places, requirements, contracts, approved training companies, and what to do if they do not obtain a place. County authorities are responsible for upper secondary education and apprenticeships.

Candidates already attending upper secondary school should also go to their school guidance counsellors, form tutors, vocational subject teachers or vocational training coordinators for advice. Several county authorities recommend that candidates take an active approach, sending applications and CVs directly to companies, and following up on their applications.

For international candidates, specific practical and legal considerations apply. EEA citizens have the right to live, work and study in Norway but must register if their stay exceeds three months. Candidates from countries outside the EU/EEA must clarify their residence and work status with the UDI before they can begin an apprenticeship.

Funding and support

Those looking to become apprentices in Norway should first look for funding and support from the training company, the Norwegian State Educational Loan Fund, county authorities and, where relevant, the NAV. Training candidates receive tailored training at an approved training company, with the aim of taking an examination to test their competences and obtaining a certificate of competence, rather than a full trade or journeyman’s certificate.

The main source of funding is usually a wage aid by the training company. Training candidates are entitled to a wage, but the pay varies between companies and sectors, and is often agreed on an individual basis. Candidates should therefore request written confirmation of their wage, employment contract and any applicable collective agreements.

Training candidates may also be entitled to grants and loans from the Norwegian State Educational Loan Fund. Applications for these should normally be submitted once the training contract has been approved. For candidates under 21 who have not completed upper secondary education or vocational training, the financial support available for upper secondary education may be relevant to them, including grants for equipment, housing grants, travel grants, child grants, income-dependent grants and, where applicable, loans.

County authorities finance apprenticeships through grants to training companies or training offices. This is normally not money paid directly to the training candidate, but funding intended to enable the company to provide training. The UDIR states that the basic grant I in 2025 will be NOK 183 093 per apprentice, practice-based trainee or trainee for one year of full-time training.

If the training candidate requires additional support or special arrangements, the training company or training office should explore the county authority’s adaptation grants. Adaptation measures vary between counties but may cover closer supervision, guidance, courses or additional staffing resources.

It may be useful to check with the NAV if the candidate needs work-related support measures. Mentor grants may be provided, which free up an employee so that they can provides practical assistance, supervision and training. Inclusion grants may cover the employer’s additional costs for making adjustments, such as providing assistive devices, software, equipment or short training measures. NAV Assistive Technology Centres may provide advice, guidance and assistive devices in cases of reduced functional ability.

The NAV employment scheme allowance is not a general scheme for training candidates. It may only be applicable if the person is participating in a labour market measure, is over 18 years of age, and is not simultaneously receiving wages as an employee under that measure or receiving other financial support from the NAV.

For candidates from other EEA countries, the main difference is that their right of residence and their entitlement to support from the Norwegian State Educational Loan Fund must be assessed separately.

EU/EEA citizens who plan to live and study in Norway for more than three months must register under EEA rules. They must, among other things, have a place on an approved course of education, be able to support themselves financially, and hold a European Health Insurance Card or private health insurance.

EEA/EFTA citizens may be entitled to support from the Norwegian State Educational Loan Fund if, for example, they have a permanent right of residence in Norway, have employee status in Norway, or have derived rights as a family member of an EEA/EFTA worker. This entitlement is not automatic; training candidates should explore their eligibility with the Norwegian State Educational Loan Fund at an early stage in the process.

The training company or training office should at the same time examine county-level funding schemes, particularly where additional adaptation is required. The training company or training office should also look into country council grants, particularly where additional adjustments are needed for the candidate. If you have a disability or require employment support, you should contact the NAV. For EEA candidates, residence rights and eligibility for the Norwegian State Educational Loan Fund support should be clarified before financial support is included in planning.

Initial accommodation is usually found through Finn.no, estate agents, rental platforms, municipal/student accommodation services, social media or local classified ads. Turning to the rental market is often the fastest way to find somewhere to live, but it can be expensive and competitive in larger cities. A rental market survey by Statistics Norway (SSB) shows that in 2025 the average cost of a two-room apartment was NOK 11 790 per month in Norway, but the cost was NOK 15 260 in Oslo and Bærum, NOK 11 870 in Bergen, NOK 11 850 in Trondheim and NOK 11 400 in Stavanger. This shows clear regional differences, with particularly high prices in the largest cities.

When renting, there should always be a written contract between the tenant and the landlord, tenants should check what is included in the rent and what the notice periods are, and the deposit should never be paid directly into a private account belonging to the landlord. The deposit, which cannot exceed six months’ rent, must be held in a separate deposit account in the tenant’s name.

To buy a property, an agreement in principle from a bank for a mortgage is normally required before making an offer. Buyers should carefully review the sales prospectus, housing inspection report, details of any communal costs / service charges and any shared debts. Eiendom Norge reported that the average housing price in Norway was NOK 4 976 005 at the end of March 2026, but prices vary significantly between regions. The SSB also provides a housing price calculator, which analyses price trends in different regions and for different property types.

When buying your first home, the most important thing is to keep it simple: choose an area you can actually afford, compare several properties, factor in costs such as electricity, insurance, transport and the deposit, and do not sign anything before you fully understand the contract, price and your responsibilities.

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For nursery places, the municipality’s website is the first port of call, as applications are normally handled by the municipality where the child lives. The municipality provides information on application deadlines, application forms, admissions procedures and the nurseries available to choose from. Nurseries can also be compared on Barnehagefakta.no, which provides mapped information based on data reported by nurseries and municipalities and quality-assured by the Norwegian Directorate for Education and Training.

For primary and lower secondary schools, the municipality’s website is the main source of information. Many municipalities provide search tools or maps where an address can be entered to find the school allocated.

For upper secondary education, Vilbli.no should be used. This provides information on programmes, specialisations, schools offering them, deadlines and application procedures. Applications for state-run upper secondary education should be made via Vigo.no.

For universities and university colleges, the Norwegian Universities and Colleges Admission Service (Samordna opptak) and Utdanning.no should be used. The Norwegian Universities and Colleges Admission Service provides an overview of programmes, deadlines and admission requirements and coordinates admission to most undergraduate programmes at Norwegian universities and university colleges. Utdanning.no can be used to carry out a broad search for courses, occupations and study opportunities, and provides consolidated, public quality-assured information.

The most practical approach is therefore to start locally for nursery and primary schools, through the municipal council, and use national portals for upper secondary and higher education. If uncertain, the municipality, the county authority’s admissions office or the educational institution should be contacted directly.

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The implementation of the principle of free movement of people, is one of the cornerstones of our European construction, has meant the introduction a series of practical rules to ensure that citizens can travel freely and easily to any Member State of the European Union. Travelling across the EU with one’s car has become a lot less problematic. The European Commission has set a series of common regulations governing the mutual recognition of driving licences, the validity of car insurance, and the possibility of registering your car in a host country.

Your driving licence in the EU

The EU has introduced a harmonised licence model and further minimum requirements for obtaining a licence. This should help to keep unsafe drivers off Europe's roads - wherever they take their driving test.

Since 19 January 2013, all driving licences issued by EU countries have the same look and feel. The licences are printed on a piece of plastic that has the size and shape of a credit card.

Harmonised administrative validity periods for the driving licence document have been introduced which are between 10 and 15 years for motorcycles and passenger cars. This enables the authorities to regularly update the driving licence document with new security features that will make it harder to forge or tamper ­- so unqualified or banned drivers will find it harder to fool the authorities, in their own country or elsewhere in the EU.

The new European driving licence is also protecting vulnerable road users by introducing progressive access for motorbikes and other powered two-wheelers. The "progressive access" system means that riders will need experience with a less powerful bike before they go on to bigger machines. Mopeds will also constitute a separate category called AM.

You must apply for a licence in the country where you usually or regularly live. As a general rule, it is the country where you live for at least 185 days each calendar year because of personal or work-related ties.

If you have personal/work-related ties in 2 or more EU countries, your place of usual residence is the place where you have personal ties, as long as you go back regularly. You don't need to meet this last condition if you are living in an EU country to carry out a task for a fixed period of time.

If you move to another EU country to go to college or university, your place of usual residence doesn't change. However, you can apply for a driving licence in your host country if you can prove you have been studying there for at least 6 months.

Registering your car in the host country

If you move permanently to another EU country and take your car with you, you should register your car and pay car-related taxes in your new country.

There are no common EU rules on vehicle registration and related taxes. Some countries have tax-exemption rules for vehicle registration when moving with the car from one country to another permanently.

To benefit from a tax exemption, you must check the applicable deadlines and conditions in the country you wish to move to.

Check the exact rules and deadlines with the national authorities: https://europa.eu/youreurope/citizens/vehicles/registration/registration-abroad/index_en.htm 

Car Insurance

EU citizens can insure their car in any EU country, as long as the chosen insurance company is licensed by the host national authority to issue the relevant insurance policies. A company based in another Member State is entitled sell a policy for compulsory civil liability only if certain conditions are met. Insurance will be valid throughout the Union, no matter where the accident takes place.

Taxation

Value Added Tax or VAT on motor vehicles is ordinarily paid in the country where the car is purchased, although under certain conditions, VAT is paid in the country of destination.
More information on the rules which apply when a vehicle is acquired in one EU Member State and is intended to be registered in another EU Member State is available on this link https://europa.eu/youreurope/citizens/vehicles/registration/taxes-abroad/index_en.htm.

For stays in Norway, it must first be clarified whether the person is a citizen of a Nordic country, an EU/EEA citizen, or a citizen of a country outside the EU/EEA. Citizens of other Nordic countries may live in Norway by registering their move with the National Population Register. EU/EEA citizens may live, work and study in Norway, but they must register with the police if they intend to stay for more than three months. For long-term residence, an EU/EEA citizen must be able to provide evidence of a valid reason for their stay, such as employment, self-employment, studies, or sufficient financial resources.

As a general rule, persons from countries outside the EU/EEA require a residence permit if they intend to work, study or reside in Norway for more than 90 days. Applications for residence permits are submitted through UDI.no, and the documents are normally submitted to the police in Norway or to a Norwegian embassy or diplomatic mission abroad, depending on the type of application and where the applicant is located. The UDI is the authority responsible for processing and granting residence permits, while the police handle matters such as appointments, registration, biometric checks and residence cards.

When employing staff in Norway, employers must ensure that employees have the right to work. A tax deduction card does not provide proof of legal residence and is not a work permit. For practical assistance, employers and employees may use the guidance provided by the UDI, the police websites and the Service Centre for Foreign Workers (SUA), where the Norwegian Labour Inspection Authority, the police, the Norwegian Tax Administration and the UDI all work together.

If a person intends to live in Norway for more than six months, the move must be registered with the Norwegian Tax Administration. The person may then receive a national identity number if the conditions are met; for shorter stays, a temporary identification number (D number) may be issued.

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The importance of transparency and mutual recognition of diplomas as a crucial complement to the free movement of workers

The possibility of obtaining recognition of one’s qualifications and competences can play a vital role in the decision to take up work in another EU country. It is therefore necessary to develop a European system that will guarantee the mutual acceptance of professional competences in different Member States. Only such a system will ensure that a lack of recognition of professional qualifications will not become an obstacle to workers’ mobility within the EU.

Main principles for the recognition of professional qualifications in the EU

As a basic principle, any EU citizen should be able to freely practice their profession in any Member State. Unfortunately the practical implementation of this principle is often hindered by national requirements for access to certain professions in the host country.

For the purpose of overcoming these differences, the EU has set up a system for the recognition of professional qualifications. Within the terms of this system, a distinction is made between regulated professions (professions for which certain qualifications are legally required) and professions that are not legally regulated in the host Member State.

Steps towards a transparency of qualifications in Europe

The European Union has taken important steps towards the objective of achieving transparency of qualifications in Europe:

• An increased co-operation in vocational education and training, with the intention to combine all instruments for transparency of certificates and diplomas, in one single, user-friendly tool. This includes, for example, the European CV or Europass Trainings.
• The development of concrete actions in the field of recognition and quality in vocational education and training.

Going beyond the differences in education and training systems throughout the EU

Education and training systems in the EU Member States still show substantial differences. The last enlargements of the EU, with different educational traditions, have further increased this diversity. This calls for a need to set up common rules to guarantee recognition of competences.

In order to overcome this diversity of national qualification standards, educational methods and training structures, the European Commission has put forward a series of instruments, aimed at ensuring better transparency and recognition of qualifications both for academic and professional purposes.

1. The European Qualifications Framework

The European Qualifications Framework is a key priority for the European Commission in the process of recognition of professional competences. The main objective of the framework is to create links between the different national qualification systems and guarantee a smooth transfer and recognition of diplomas.

2. The National Academic Recognition Information Centres (NARICs)

A network of National Academic Recognition Information Centres was established in 1984 at the initiative of the European Commission. The NARICs provide advice on the academic recognition of periods of study abroad. Located in all EU Member States as well as in the countries of the European Economic Area, NARICs play a vital role the process of recognition of qualifications in the EU.

3. The European Credit Transfer System (ECTS)

The European Credit Transfer System aims at facilitating the recognition of periods of study abroad. Introduced in 1989, it functions by describing an education programme and attaching credits to its components. It is a key complement to the highly acclaimed student mobility programme Erasmus.

4. Europass

Europass is an instrument for ensuring the transparency of professional skills. It is composed of five standardised documents

• a CV (Curriculum Vitae),
• a cover letter editor,
• certificate supplements,
• diploma supplements, and
• a Europass-Mobility document.

The Europass system makes skills and qualifications clearly and easily understood in the different parts of Europe. In every country of the European Union and the European Economic Area, national Europass centres have been established as the primary contact points for people seeking for information about the Europass system.

The minimum working age is generally 15, and children under 15 are normally not permitted to work. There are, however, exceptions: from the age of 13, young people may carry out light work, for example newspaper delivery, office or shop work. It is the employer who must assess whether the work is considered light. From the age of 14, work may be integrated into schooling or practical vocational guidance. Children under 13 are generally not allowed to work. Persons under 18 must not be assigned to work that may be dangerous or harmful to their health, safety, development or schooling. In the alcohol sector, special age limits apply: those who sell, serve or dispense alcohol below 22% alcohol by volume must generally be at least 18 years old, while work involving alcoholic beverages above 22% requires a minimum age of 20.

The Norwegian labour market is largely based on permanent employment and written employment contracts. All employees must have a written employment contract, regardless of whether the position is permanent, temporary, part-time, extra work or on-call work. Permanent employment is the general rule, meaning the employment relationship is ongoing and without a fixed end date. Full-time work is also the general rule, but part-time work is common in certain sectors; employers must document the need for part-time employment and discuss it with employee representatives before a decision is made.

Office work, industrial work and other ordinary employment are usually carried out under permanent full-time or part-time contracts. The employment contract must, among other things, state the employer, the place of work, the position, working time, pay and other essential terms and conditions. Temporary employment is only permitted in specific situations, such as cover/substitution work, work experience or traineeships, work of a temporary nature, seasonal fluctuations, time-limited projects or labour market measures. Seasonal work is particularly common in agriculture, tourism, catering and the food industry, but it must still be based on a written contract and a legal basis.

Apprentices have both an employment contract and a training contract. The employment contract is entered into with the employer, while the training contract must be approved by the county authority. Working from home may be agreed on as a permanent arrangement, but in that case the employer and employee must sign a separate written homeworking agreement; regulations apply to work performed in the employee’s own home, not all forms of remote work.

Freelancers, contractors and self-employed persons have less protection than employees under the Working Environment Act. What is decisive is not what the contract is called, but whether the person is in practice working under another party’s management and supervision. If the arrangement in practice resembles an employment relationship, the person may be regarded as an employee, with the corresponding rights. Street performers, artists and others who take on individual assignments may therefore be freelancers or contractors, but if they work regularly, personally and under the direction of one client, the classification should be carefully assessed.

Foreign workers should pay particular attention to three matters: an employment contract must be in writing; a tax card does not constitute proof of a legal entitlement to work; and Norway does not have a general statutory minimum wage, but has generally applicable minimum wages that apply to nine sectors, including construction, cleaning, agriculture, fish processing, electrical work, accommodation/catering/catering services and transport. Norway generally places greater emphasis on job security than on easy access to short-term and informal employment. However, it provides flexibility through legal temporary employment, part-time work, seasonal work, agency work, homeworking and contracting arrangements where the relevant conditions are met.

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A written employment contract is a legal requirement in Norway. All employees must have a written employment contract, regardless of whether the position is permanent, temporary, part-time, casual or on-call work. It is the employer’s responsibility to prepare the contract.

The employment contract should, as a general rule, be ready before work starts. If the employment relationship lasts more than one month, the contract must be available as soon as possible and no later than seven days after the start of employment. If the employment relationship lasts one month or less, or involves agency work, a written contract must be in place no later than the same day work starts.

The contract must set out all the essential terms and conditions of the employment relationship. It must include, among other things, the identity of the parties, the place of work, the position or nature of the work, start date, expected duration in the case of temporary employment, probationary period if agreed, pay, allowances and other benefits, pay date, working time, breaks, holidays, notice periods and procedures for termination. If the employee does not have a fixed place of work, the contract must also state that work is carried out at various locations or that the employee may freely determine the place of work.

If no written contract has been drawn up, this does not necessarily mean that the employment relationship does not exist. In practice, an employment relationship may be established through the employee performing work for the employer, but the employer is then in breach of the obligation to ensure a written contract. For foreign workers this is particularly important: always request a written contract before or at the latest at the start of employment, and do not rely on verbal promises.

Permanent employment is the general rule in Norway. Permanent employment means that the employment relationship is ongoing and does not have an agreed end date, and also that the employee enjoys the protection provided for under the Working Environment Act. Temporary employment may only be used when the legal conditions are met, for example in cases of cover/substitution work, traineeships or work experience, work of a temporary nature or to cover seasonal needs. The basis for temporary employment should be clearly stated in the contract.

Changes to the employment contract may be made if the employer and employee both agree. Minor changes may in some cases be made by the employer within the scope of their managerial authority, such as minor adjustments to duties or working time, as long as the essential nature of the position is not significantly altered. Substantial changes, such as significant changes in workplace, duties, pay or working hours as a percentage of full-time hours, cannot normally be implemented unilaterally. In such cases, the parties must either draw up a new agreement, or the employer must give notice of a termination based on an offer of new employment.

A notice of a termination based on an offer of new employment combines termination of the existing employment contract with an offer of a new contract. In such cases, the same rules apply as for ordinary dismissal, including the requirement for there to be objective grounds and due process. The employer must discuss the matter with the employee before a decision is made.

An employment relationship may be terminated by either the employer or the employee, but dismissal by the employer must be based on objective grounds related to business needs, the employer or the employee. Such grounds might include necessary downsizing, reorganisation or a serious breach of the employment contract. The employer must comply with the statutory formal requirements, and notice of dismissal must be given in writing.

The employee may resign in writing and must observe the agreed or statutory notice period. In the case of fixed-term employment contracts, the employment relationship normally ends at the agreed date or when the specified work is completed, unless otherwise agreed.

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Norway has special protective provisions for young workers, persons with disabilities, pregnant workers and employees who may be exposed to discrimination. Young people under 15 are generally not allowed to work, but from the age of 13 they may perform light work, and from the age of 14 work may be integrated into their schooling or practical vocational training. Persons under 18 must not be employed in work that could jeopardise their safety, health, development or schooling, and dangerous work is prohibited for this group.

Persons with disabilities are protected under the Equality and Anti-Discrimination Act. The Act prohibits discrimination on grounds including disability, ethnicity, religion, belief, gender, pregnancy, parental leave and age. In working life, protection against discrimination applies to recruitment, pay and working conditions, promotion, training, redeployment and termination of employment. Employees and jobseekers with disabilities are generally entitled to appropriate individual adjustments, such as physical adaptation, adjustments to their tasks or working time, assistive devices or additional guidance, provided this does not impose a disproportionate burden on the employer.

If an employee needs practical assistance with reasonable adjustments, the matter should first be raised in writing with the employer and may involve the trade union representative, health and safety representative or occupational health service. The NAV Assistive Technology Centre may provide advice, guidance and assistive devices for employees, jobseekers and self-employed persons with disabilities. The NAV may also provide relevant support schemes, including inclusion grants for employers when accommodation is required. In cases of discrimination, the Equality and Anti-Discrimination Ombudsman can be contacted for guidance, while complaints are submitted to the Equality and Anti-Discrimination Tribunal. It is free to lodge a complaint, and legal representation is not required.

Immigrants have the same protection against discrimination in the workplace as other employees. Ethnicity includes, among other things, national origin, skin colour and language. Employers must also verify that foreign workers have the right to work in Norway; a tax card does not constitute proof of the right to work.

Pregnant workers are entitled to a safe working environment, a risk assessment and necessary adjustments or redeployment if the working conditions could be harmful to the pregnant woman or the foetus. Night work is not specifically regulated for women in Norway; rules are gender-neutral and night work is only permitted when the nature of the work makes it necessary.

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Anyone wishing to start their own business in Norway must first choose a legal form – usually a sole proprietorship or a limited company. A sole proprietorship is the simplest to set up, but the owner has personal financial liability; a limited company is a separate legal entity and requires, among other things, articles of association, a board of directors and share capital.

The business is normally registered electronically via the Coordinated Registration Notification in Altinn, which is used for registration in the Central Coordinating Register for Legal Entities and, where applicable, the Register of Business Enterprises. Sole proprietorships must be registered in the Central Coordinating Register for Legal Entities in order to obtain an company registration number. As a general rule, you must be at least 18 years of age to set up a sole proprietorship, have a Norwegian business address and intend to carry out a business activity. Persons with a D-number must normally have undergone an identity verification with the Norwegian Tax Administration before registration can be completed. Foreign nationals from countries outside the EU/EEA who wish to run a business in Norway must check the residence permit requirements with the Directorate of Immigration (UDI).

After registration, the business must comply with rules on taxation, accounting, invoicing, VAT, deadlines, and possible employer obligations if it has employees. The Norwegian Tax Administration provides dedicated pages and free courses for new business owners.

Support and guidance are available from several sources. Altinn provides official guidance on starting a business, organisational structures, registration and support schemes. Innovation Norway may award start-up funding to innovative start-ups involved in demanding technological development and significant national or international market potential; Start-up Grant 1 may be up to NOK 150 000. To be eligible for Start-up Grant 1, the company must, among other things, generally be newly established, have been set up as a limited company before applying, represent something substantially new in the market and have growth ambitions.

Persons receiving unemployment benefits may apply to NAV to retain their benefits for up to 12 months while planning and establishing a new business. The business must be new, capable of making the applicant self-sufficient, and the applicant must own more than 50% of the business alone or together with others receiving unemployment benefits. Some municipalities also have local business development funds, but conditions and application deadlines vary from place to place. Funds like these may support start-ups, business development, job creation and local development projects.

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Norway does not have a single statutory national minimum wage that applies to all workers. Wages are normally agreed between the employer and the employee in the written employment contract. However, there are statutory minimum wages in certain sectors through universally applicable collective agreements. These sectors include construction, cleaning, accommodation/food service/catering, shipbuilding and shipyards, agriculture and horticulture, fish processing, electrical work, and freight and passenger transport by coach.

Pay is primarily determined by the employment contract, collective agreements, possible company-level agreements, job type, working time, responsibility, qualifications, experience, and whether the work entitles the employee to additional pay for working evenings, nights, weekends, public holidays or overtime. Any such additional pay must be agreed upon or provided for in a collective agreement; overtime must be paid at a rate of at least 40% above the normal rate. In permanent employment, annual or monthly salaries are common, while hourly wages are common in many part-time, seasonal and casual positions.

Tax is normally deducted by the employer before the remuneration is paid. The employer retrieves the employee’s electronic tax card, deducts advance tax from their pay, and pays it to the Norwegian Tax Administration. The employer reports wages, tax deductions, employment details and employer’s national insurance contributions monthly through the A-melding system. Employer’s national insurance contributions are paid by the employer, not deducted from the employee’s wage. Most employers are also required to provide a mandatory occupational pension; employers must generally contribute at least 2% of the salary towards employees’ pensions.

Employees must receive a payslip at the time of payment or immediately afterwards. The payslip must make it possible to verify the pay and show how it has been calculated, including the basis for holiday pay and any deductions made. It should therefore include, at least, the employee’s name and national identity number, the employer’s name and company registration number, the period of pay, gross wage, tax deductions, other deductions, holiday pay basis and net amount paid.

Wages or salaries are normally paid into the employee’s bank account, not disbursed in cash. The payment date must be stated in the employment contract, and in Norway payment on a monthly basis is the most common arrangement. Holiday pay is earned in the year prior to taking leave, and the minimum rate is 10.2% of the holiday pay basis; employees over 60 years of age are entitled to at least 12.5%.

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The statutory standard working time in Norway is a maximum of 9 hours within 24 hours and 40 hours within 7 days. For demanding shift arrangements, lower weekly limits apply: 38 hours for work carried out continuously on weekdays, and 36 hours for work carried out continuously throughout the week. There is no general statutory annual working time, but annual hours may be set by collective agreements or local agreements. Many employees have agreed shorter working time than the legal maximum, and 37.5 hours per week is a common collective and contractual arrangement.

Employees are entitled to a break when their daily working time exceeds 5.5 hours. If the working day is at least eight hours, the total duration of breaks must be at least 30 minutes. Breaks are normally not counted as working time if the employee is free to leave the workplace. Employees are generally entitled to daily and weekly rest periods under Chapter 10 of the Working Environment Act, and the working time rules are intended to ensure that working arrangements are reasonable.

Night work is work performed between 21:00 and 06:00. Night work is not permitted unless the nature of the work makes it necessary, for example working in health and care services, for the police, fire services, hotels, bakeries, emergency services, or for continuous operations that cannot be interrupted. The employer must discuss the need for night work with employee representatives before it is introduced. Work on Sundays and public holidays is also not permitted unless the nature of the work makes it necessary. Employees are generally entitled to every second Sunday off, although in some cases it may be agreed that up to three Sundays in a row are worked, provided that the employee on average over 26 weeks has every second Sunday off.

Overtime is work beyond the statutory limit for normal working time. Overtime must not be a permanent arrangement and may only be used when there is a special and time-limited need, such as unexpected workload, absence, seasonal fluctuations or risk of operational disruption. As a general rule, the employer may require up to 10 hours of overtime within seven days, 25 hours within four consecutive weeks, and 200 hours within 52 weeks. Total working time must generally not exceed 13 hours within 24 hours, and the average total working time over eight weeks must not exceed 48 hours per week. Overtime must be paid at a rate of at least 40% above the normal rate. By written agreement, overtime hours may be taken as time off in lieu, fully or partially, but the overtime supplement must still be paid.

Working time may be further regulated through collective agreements, employment contracts, staff handbooks and company-level agreements. Such agreements may, for example, provide for shorter working hours, higher overtime pay, special allowances for evening, night, weekend and public holiday work, or rules on flexible working time and time off in lieu. Working time may also be calculated as an average where the legal conditions are met, allowing employees to work more in some periods and less in others.

Special protective rules apply to young people under 18. Working time must not compromise a young person’s safety, health or development, and must not interfere with schooling. Young people under 18 must not work overtime. Pregnant employees and workers with reduced work capacity are entitled to the necessary adjustments where possible, including adaptation of their duties, working time or workplace.

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Under the Holidays Act, all employees are entitled to at least 25 working days of annual leave each year, which normally corresponds to four weeks and one day, as Saturdays are counted as working days. However, many employees have five weeks’ holiday through collective agreements, employment contracts or workplace practice. Employees who turn 60 during the holiday year are entitled to one additional week of leave and may decide when this extra leave is taken, but must notify the employer at least two weeks in advance.

The right to holiday days applies regardless of whether the employee has accrued holiday pay, but if the employee has not earned sufficient holiday pay to cover the loss of income, they may, as a general rule, refuse to take their holidays. The employer must discuss the timing of holidays with the employee or employee representative in good time, but it is the employer that decides if no agreement is reached. Employees may request three consecutive weeks of holiday during the main holiday period (1 June-30 September) and may request that the remaining holiday is taken as a single block. Part-time and shift workers have the same holiday rights, but one holiday week is counted as six working days, even if the employee would normally only have worked some of those days.

Statutory public holidays are: ordinary Sundays, 1 January, Maundy Thursday, Good Friday, Easter Sunday, Easter Monday, Ascension Day, Whit Sunday, Whit Monday, 25 December and 26 December. In addition, 1 May and 17 May are public holidays.

Leave means that an employee has the right to be absent from work for a limited period while the employment relationship continues. Some forms of leave are provided for directly under Chapter 12 of the Working Environment Act, while others follow collective agreements, employment contracts or agreements entered into with the employer. As a general rule, the Working Environment Act grants the right to leave, while any payment is often regulated by the National Insurance Act, NAV schemes, collective agreements or internal company rules. 

Common types of leave include:

• Sick leave / absence with a medical certificate: if employees become ill, they may use self-certified sick leave after at least two months of employment; self-certification can normally be used during the period covered by the employer, and the employer may require a medical certificate for absences exceeding three calendar days.
• Parental leave: parents are entitled to leave in connection with pregnancy, birth and adoption, including 12 months’ combined leave and the right to additional unpaid leave; parental benefits are administered by NAV.
• Pre-natal check-ups, maternity leave and birth leave: pregnant employees are entitled to time off for antenatal care, and mothers have specific leave rights before and after childbirth.
• Breastfeeding leave: employees are entitled to breastfeeding breaks; the Working Environment Act provides for paid time off of up to one hour per day during the child’s first year of life.
• Care days for a sick child: parents of children under 12 are entitled to care days, which normally corresponds to 10 days per year for one or two children, 15 days for more than two children, and additional days in certain situations.
• Caring for close relatives: the Working Environment Act provides entitlement to leave in certain situations for care and assistance, while benefits may be regulated through the NAV.
• Educational leave: employees may be entitled to unpaid educational leave when the conditions of the Working Environment Act are met, including requirements for prior employment history and length of service with the employer.
• Welfare leave and religious holidays: welfare leave is often based on agreements, while persons with religious holidays other than public holidays may be entitled to up to two days off under the Religious Communities Act, subject to conditions.

Employees must notify the employer in advance when taking statutory leave; for leave related to pregnancy, birth, care and parental leave, notice periods of one, four or 12 weeks apply depending on the duration of the leave.

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An employment relationship may be terminated in several ways. In the case of dismissal by the employer, the dismissal must be objectively justified by circumstances relating to the business, the employer or the employee, such as necessary downsizing, reorganisation or a serious breach of the employment contract. The employer must normally discuss the matter with the employee before a decision is made, and the dismissal must be in writing and delivered personally or sent by registered post. The employee may resign from the employment relationship, normally without giving a reason, but must comply with the agreed or statutory notice period.

The notice period is generally one month unless otherwise agreed, but it increases with length of service and age. After at least five years of continuous employment, the notice period is at least two months, and after at least 10 years at least three months. With at least 10 years of service and an age over 50, 55 or 60, the notice period in the case of employer dismissal is at least four, five and six months respectively.

During the probationary period, the employment relationship may be terminated with a shorter notice period, normally 14 days, if a probationary period has been agreed in writing. The probationary period may generally last up to six months, and in fixed-term employment it may not exceed half the duration of the employment relationship. Termination during the probationary period must be justified by the employee not having adapted to the work, not having the professional competence or not being reliable.

Summary dismissal is a stricter measure than ordinary dismissal and means that the employment relationship ends immediately. Summary dismissal may only be used in cases of gross misconduct or other serious breach of contract, such as theft, serious disloyalty, violence, intoxication at work or serious refusal to comply with instructions. The employer must also follow strict procedural and formal requirements.

Fixed-term employment contracts normally end when the agreed period expires or the specified work is completed, unless otherwise agreed in writing or provided for in a collective agreement. If the employee has been employed for more than one year on a fixed-term basis, the employer must give written notice of termination at least one month before the end date. An employment relationship may also end by mutual agreement between the parties, but this is based on a voluntary agreement and not a unilateral termination.

The pension system mainly consists of the state old-age pension, occupational pension provided by the employer, and any private pension savings. The state old-age pension can generally be taken from the month after reaching 67 years of age, but may be taken from 62 if the person’s earnings are sufficient. The pension is calculated based on income and years of residence in Norway. For persons born in 1963 or later, pension accrues at 18.1% of pensionable income up to 7.1 G (where 1 G = the National Insurance basic amount, as of 1 May 2025 NOK 130,160). Under earlier rules, full entitlement was typically based on 40 years of pensionable accrual or pension points.

Most employers must provide a mandatory occupational pension (OTP). Employers must generally contribute at least 2% of employees’ wage to the pension scheme. Employees are entitled to OTP provided they are mandatory members of the National Insurance Scheme, are at least 13 years old, the employer is required to have a scheme, and income exceeds the statutory thresholds.

Early retirement may be taken through flexible withdrawal of the state pension from age 62, or through AFP if eligibility requirements are met. Private AFP is a lifelong benefit from age 62, in addition to state pension and occupational pension, but requires, among other things, employment in an AFP-covered company and fulfilment of seniority and employment requirements. Public AFP is either early retirement between 62 and 67 for older cohorts or a lifelong supplement for persons born in 1963 or later.

Retirement due to illness or injury is normally provided through disability benefit rather than standard old-age pension. At 100% disability benefit, the benefit is automatically converted into old-age pension at age 67. In cases of occupational injury, employees may be entitled to special benefits under the National Insurance Act and compensation through the employer’s mandatory occupational injury insurance.

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Norway has a strong but voluntary trade union system. Unionisation rates have in recent years been around half of all employees. Unionisation is significantly higher in the public sector than in the private sector; the Confederation of Norwegian Enterprise (NHO) reports around 80% unionisation in the public sector and just under 40% in the private sector.

Trade unions are mainly organised through federations covering occupations, professions, industries or sectors. These federations are often grouped into larger national confederations. The four main confederations on the employee side are LO, YS, Unio and Akademikerne. LO organises a broad range of occupational and sectoral unions, Unio and Akademikerne mainly organise employees with higher education, while YS is a politically independent confederation covering various parts of working life.

Membership is usually obtained by joining the relevant union directly, typically via an online form. Membership normally involves paying a fee and may provide access to advice, legal assistance, support in disputes with employers, assistance in dismissal cases, support in wage negotiations and access to collective agreements. Trade unions also support employees collectively by negotiating wages, working time, holidays, pensions and other employment conditions through collective bargaining agreements.

A central feature of the Norwegian model is the tripartite cooperation between employee organisations, employer organisations and the state. High unionisation and collective bargaining coverage contribute to the ‘frontfag model’ and coordinated wage formation. This makes trade unions important both for individual members and for wages and working conditions in the labour market as a whole.

Other forms of employee representation also exist. At workplaces with unionised employees, employee representatives are often elected to represent members in dealings with the employer and may assist in matters concerning pay, working time, recruitment, dismissal and disputes. Safety representatives are a statutory health and safety role and represent all employees, not only union members. Workplaces with five or more employees are generally required to have a safety representative, who may stop work in the event of immediate danger to life or health.

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Norwegian labour disputes are primarily regulated by the Labour Disputes Act, which sets out rules on collective agreements, mediation by the National Mediator, illegal strikes and lockouts, and cases before the Labour Court. The Labour Disputes Act defines a strike as a complete or partial work stoppage initiated collectively by employees in order to force a resolution of a dispute, while a lockout is the corresponding work stoppage initiated by the employer.

Strikes and lockouts are legal industrial action in collective bargaining disputes of interest, particularly when establishing or revising collective agreements, but not in legal disputes concerning the interpretation of an existing collective agreement. A duty of industrial peace applies while a collective agreement is in force, meaning that industrial action can normally only take place once the collective agreement has been terminated and a new agreement has not been reached. Before any strike or lockout, the parties must normally have negotiated, issued notice of collective termination of employment relationships, and undergone mediation; industrial action cannot be taken without prior mediation.

The National Mediator is an independent institution that mediates in collective interest disputes between the parties in working life, with the aim of maintaining industrial peace and facilitating agreement. If a conflict threatens life, health or essential public interests, the authorities may intervene with compulsory arbitration, which ends the strike or lockout and transfers the decision to an arbitration board.

For employees, a legal strike means that the obligation to work is suspended for the part of the employment relationship involved in the strike, but the employer’s obligation to pay wages is also suspended for the duration of the work stoppage. Striking employees normally receive no wages or unemployment benefits from NAV during the strike, but unionised workers may receive strike pay from their trade union according to internal rules. Employees involved in a strike must not perform work for the employer during the dispute, and strikebreaking refers to work carried out in place of striking employees.

The Norwegian tradition is characterised by a regulated and institutionalised system of conflict resolution, where negotiation, collective agreements and mediation are used before industrial action. Strikes occur regularly in connection with collective bargaining rounds, while lockouts are used less frequently. However, the level of conflict is relatively limited compared to the early industrial period; Statistics Norway recorded 10 labour disputes in 2024 and three disputes in 2025, with a respective 31 200 and 360 working days lost.

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Types of adult continuing and further education, with sources of further information:

Further education and courses: Utdanning.no provides a comprehensive overview of short courses, longer further education programmes with credits, individual modules, sector programmes and flexible master’s degrees. Further information is available on Utdanning.no: “Further education and courses”.

Adult education / upper secondary education for adults: Adults can complete upper secondary education adapted to adults, often organised flexibly as full-time, part-time, daytime, evening or online learning. Further information is available on Utdanning.no and the websites of county authorities.

Preparatory education for adults: This includes education below upper secondary level, including full or partial subjects and basic skills such as reading, writing, oral Norwegian, numeracy and digital skills. Further information is available from regjeringen.no, HK-dir and NAV.

Vocational college and higher vocational education: Many vocational colleges offer short further education programmes and specialised competence in addition to regular vocational college education. Further information is available on Utdanning.no, vocational colleges’ own websites and the ‘Fagskolevelgeren’ [Vocational college selector] tab on Utdanning.no.

University and university college education, including single courses, part-time studies and flexible programmes: Many universities and university colleges offer continuing and further education that can be combined with work, ranging from short courses and single modules to full master’s programmes. Further information is available on Utdanning.no and the institutions’ own continuing education pages.

Industry programmes and flexible education schemes: There are free, short and flexible training programmes adapted to working life, unemployed persons and those who are temporarily laid off. Further information is available in the overviews on Utdanning.no.

Labour market training and NAV training schemes: the NAV may provide training measures for people who need qualifications to enter employment, including labour market training, Norwegian language training, basic skills, vocational education and training, vocational college education and in some cases higher education. Further information is available on the NAV’s ‘Training’ [Opplæring] page.

Career guidance for adults: adults considering further education can receive free guidance on education and employment via Karriereveiledning.no or regional career centres.

Funding for continuing and further education: the Norwegian State Educational Loan Fund (Lånekassen), employers, trade unions, education funds and NAV may be potential sources of funding, depending on the type of education and the circumstances. Further information is available from the Norwegian State Educational Loan Fund, Utdanning.no, the NAV and the relevant educational institution.

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