This is a preview. Log in to read the full article. Don't have a log-in?

Learn More Request a Demo

Norway: Employee rights

Original author: Kjerstin Falkum Løvik, Arntzen de Besche
Updating author: Kristine Fremstad Moen, Advokatfirmaet Haavind

Summary

  • There are various rules for employees' hours of work, including overtime, and particular restrictions for night workers. (See Hours of work)
  • Employees are entitled to minimum rest breaks, and daily and weekly rest periods. (See Rest breaks and rest periods)
  • Subject to certain exceptions, work on Sundays is not permitted unless necessitated by the nature of the work. (See Sunday work)
  • There are various rules regarding minimum paid annual leave for employees and when it may be taken. (See Holiday and holiday pay)
  • Pregnant employees are entitled, if they choose, to take up to 12 weeks of "pregnancy leave" during pregnancy. (See Maternity and pregnancy rights)
  • Working parents are entitled, between them, to take 12 months' parental leave per child, followed up by to 12 months of additional parental leave. (See Parental leave)
  • Employees who have children in their care are entitled to leave in certain circumstances. (See Care leave)
  • Employees who have been in employment for at least three years and have at least two years' service with their current employer are entitled to take educational leave. (See Other leave)
  • Direct and indirect discrimination against part-time employees is prohibited. (See Part-time workers)
  • Fixed-term contracts are permitted only in certain circumstances. (See Fixed-term workers)
  • Temporary agency workers may be used in the same circumstances as employees on fixed-term contracts. (See Temporary agency workers)
  • Workers posted to work in Norway from other countries are covered by various Norwegian employment laws and legislation. (See Posted workers)
  • Where a transfer of undertakings occurs (TUPE transfer), the employees affected automatically become employees of the transferee, and retain all of their existing employment rights and liabilities. (See Transfers of undertakings)
  • In the event of an employer's bankruptcy, employees' pay-related claims are given priority in the distribution of its assets. (See Insolvency of employer)
  • There is no statutory requirement for employers to issue a formal warning before proceeding with a dismissal or summary dismissal. (See Disciplinary procedures)
  • Employers are obliged under health and safety legislation to provide various protection for employees. (See Bullying)
  • There are various rules regarding the processing and use of employees' personal data. (See Data protection and privacy)