Norway Employer of Record Services

Norway Statutory Leave

Employer of Record Services Norway

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Norway Annual Leave

Full time employees are entitled to a minimum of 21 days paid leave per year, with most workers under collective agreements being given 25 days. Holiday pay is not the standard wage, (which is not paid for days taken as leave), but is instead calculated as a percentage of the previous years salary, bonuses and overtime payments. This percentage varies from 10.2% to 14.3% depending on amount of paid leave the employee is entitled to, as well as the age of the employee. This payment is typically made in June, and is untaxed.

In addition to this, Norway celebrates 10 public holidays. While Christmas Eve is not technically a public holiday, most banks and shops will be closed, and many people will not be at will be at work.

Shared Parental Leave in Norway

Norway operates on a system of shared parental leave. Parents expecting a new child, either through birth or adoption, are entitled to a combined total of either 49 or 59 weeks paid leave. Pay is calculated based on the average earning over the past 3 months and is capped at 6 times the National Insurance basic amount (G). 

If 49 weeks is taken, each parent will be entitled to 15 weeks of non-transferable reserved leave, and will be paid at a rate of 100% their average salary.

If 59 weeks is chosen, each parent will be entitled to 19 weeks of non-transferable reserved leave, and will be paid at a rate of 80% their average salary.

In addition to their reserved quota, three weeks leave before the expected delivery date are reserved for the pregnant employee. Adoptions do not benefit from these 3 weeks, so the total benefit in the case of adoption is 46 or 56 weeks of paid leave.

To qualify for parental benefits a person must have been employed for 6 of the last 10 months. If this is not the case, pregnant employees may be entitled to a lump sum payment instead of paid leave.

Sick Leave in Norway

Employee’s who are unable to work due to illness or injury are entitled to 52 weeks of paid sick leave, provided they have been in employment for 4 consecutive weeks, are part of the National Insurance Scheme.

Employers pay for the first 16 days of sick leave, at a rate of 100% of the employee’s average salary. Thereafter, leave is paid by the Norwegian Labour and Welfare Administration (NAV), based on a calculation of the employee’s wage over the previous 3 months. Payments from the NAV are capped at 6 times the National Insurance basic amount (G).

Employees must provide a medical certificate after the third day of leave.

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We are Norway EOR experts

We have extensive experience helping businesses expand their workforce in Norway. Take a look at our areas of expertise to find out more:

Find out how payroll works in Norway and what you can expect when it comes to salaries, bonuses and rates of pay

We will take care of all Payroll, HR and Legal processing with a  fully-manged EOR service in Norway. 

Unsure what’s required when employing staff in Norway? Find out about Norway Work Permits and Visas here

Wondering what it’s like to work in Norway? We’ve got you covered in our extensive guide


Learn more about how you can attract and retain staff in Norway with both statutory and enhanced employee benefits

Without Agility EOR, our ability to move quickly and scale would be extremely limited. Superb work from A to Z.

Carol Oliveira
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Frequently Asked Questions

Payrolling the employees is a key part of the service offered by an employer of record company. The EOR will calculate and remit all taxes, social securities and similar payments, on behalf of both employer and employee. The client will be invoiced in advance by the EOR company, for the total cost of the payroll.

Yes. Our clients are free to dictate the structure of the employees’ remuneration including any bonuses or commissions they wish to offer. In some countries, there is a statutory requirement to provide “bonuses”, for example in the form of Christmas or holiday allowances.

Yes. Agility EOR will calculate what pay is due upon termination of an employee, factoring in such things as any untaken leave entitlements.

We find that most of our clients are in the Tech, IT, Finance and Professional Services industries. However, we have acquired the skills, knowledge and experience to help all industries across the globe.

As a private company, we’re not beholden to shareholders or asset-shredding Private Equity targets. We aim to build long-term relationships with our clients. At Agility EOR, our approach is that we never forget that our business is all about people. Our Employer of Record solutions are tailored to each requirement, not a one-size-fits-all tech platform. We do the right thing by our clients and by the laws of each country we operate in. And we believe in openness; if we don’t feel we can offer you the best solution for a specific territory, we’ll say so. 

We pride ourselves on our personable-approach so once you enter your new employees details into our dedicated platform, we’ll arrange a call with you to go through the details of the employment contract where together we can review and amend to your requirements. We liaise directly with your employee to build a rapport and obtain the necessary information to hire them compliantly, and set them up ready for their first payroll.

We never stop delivering! Even if you’re employee has been onboarded and is happily working for you and being paid each month, we’re here to partner with you whenever you or your employees need us. Even your ex-employees may need our assistance for tax documents, proof of employment requests etc… Our service never stops!