Working hours in Norway

Expanding your business and hiring employees in Norway? Understanding Norway’s working hours regulations and labor laws is essential for employers, especially when recruiting local or international talent.

Norwegian labor laws safeguard employee rights, encourage a healthy work-life balance, and ensure compliance with legal standards. To help you navigate this critical aspect of employment law, let’s delve into the specifics of working hours in Norway.

Standard working hours in Norway

Working hours in Norway are governed by the Working Environment Act. The standard full-time working week is 37.5 hours, typically organized over five days from Monday to Friday. However, actual working hours can vary depending on the industry and specific company policies.

For most office jobs, the workday generally begins between 8 AM and 9 AM and concludes between 4 PM and 5 PM, usually including a 30-minute to 1-hour lunch break. In sectors like manufacturing and healthcare, work hours may differ, with some roles requiring shift work or longer hours.

Part-time employees work fewer than 37.5 hours per week, often with consistent schedules that provide clarity and predictability.

Overtime regulations

Typically, any hours worked beyond the standard 37.5-hour workweek are considered overtime. Overtime pay is usually calculated at a minimum rate of 40% more than the employee’s regular hourly wage.

Employers can request overtime, but employees have the right to decline such requests unless their employment contract specifies otherwise. If employees work beyond their standard hours, they must receive compensation in the form of overtime pay or time off in lieu.

Employers must keep accurate records of overtime hours and ensure compliance with legal requirements to avoid penalties.

Flexible working arrangements

The Working Environment Act and other relevant regulations support flexible working arrangements in Norway. Employees with at least six months of continuous service with the same employer can request flexible work options.

These arrangements may involve changes to working hours, work schedules, or locations, accommodating various personal circumstances. Common reasons for seeking flexible work include childcare responsibilities, caring for family members, or managing health issues.

Breaks and rest periods

Employees in Norway are entitled to breaks that can vary based on industry practices and collective agreements. For full-time employees working more than 6 hours a day, the law stipulates at least one 30-minute unpaid meal break. Employees working shifts longer than 8 hours may receive additional breaks.

Employees must also have a minimum of 11 consecutive hours of rest between shifts. This rest period is crucial for maintaining employee well-being and productivity. However, in certain circumstances, employers and employees can agree to shorter rest periods.

Ensuring compliance with these regulations helps foster a supportive work environment and contributes to overall employee satisfaction.

Night work and shift work

Night work in Norway is typically defined as any work performed between 10 PM and 6 AM. Employees who work night shifts may receive additional compensation, often referred to as a night shift allowance. This premium is usually based on collective agreements and employer policies.

Employers are required to provide clear communication regarding work schedules, including shift rosters, applicable pay rates, and conditions surrounding night shifts. It’s essential for employees to understand their rights and entitlements related to shift work.

Some collective agreements may impose limits on the frequency of night shifts or mandate advance notice for schedule changes. If your business operates during weekends, different pay rates may apply for weekend shifts compared to regular working hours, so it’s important to ensure compliance with these regulations.

Part-time and minor employment

Part-time employment typically involves working fewer than 37.5 hours per week. Part-time employees have similar rights to full-time employees, including access to minimum wage, overtime pay, and paid holidays. Specific conditions for part-time work can vary by industry and any relevant collective agreements.

Minor employment in Norway is regulated to protect young workers. The minimum age for employment is generally 13 years old, but restrictions apply to the types of work and hours that minors can engage in. Minors aged 13 to 15 can work limited hours and are prohibited from working in hazardous environments.

For minors aged 16 to 17, they may work more hours but still face restrictions on night work and the types of jobs they can perform. Employers must ensure a safe working environment and comply with regulations designed to safeguard the health and well-being of young employees.

Compliance and penalties

In Norway, employers are required to maintain accurate and thorough records of employee working hours, including overtime and breaks. These records must be readily available for inspection by labor authorities. Failure to comply with record-keeping requirements can lead to significant fines and other penalties.

Additionally, the Working Environment Act offers protections to ensure that employers do not impose excessive work demands outside of regular hours. Employers must respect the stipulated working hours and provide a safe and fair work environment. 

Non-compliance with these regulations can result in serious legal consequences, emphasizing the importance of adherence to labor laws.

Cultural considerations

Norwegians value work–life balance highly, often prioritizing personal time alongside professional responsibilities. This cultural emphasis shapes employee expectations regarding working hours, flexibility, and time off.

Norwegians appreciate direct communication and transparency in the workplace. Respect for personal boundaries and the right to disconnect after working hours are considered important. Employers can enhance workplace morale by acknowledging these cultural values and providing additional leave benefits beyond statutory entitlements, such as parental leave and vacation time.

Additionally, Norway’s diverse workforce includes individuals from various backgrounds, each bringing unique perspectives on work dynamics. Being aware of and accommodating these cultural differences can lead to a more inclusive and productive environment.

Get started with Multiplier’s Employer of Record (EOR) services

If you’re a company expanding into Norway and looking to hire in-country talent, Multiplier can streamline the process of managing your workforce. 

With a robust Employer of Record (EOR) platform, you can hire employees in Norway without the need to establish a local entity. We take care of all HR responsibilities such as compliant contracts, payroll processing, adherence to working hours regulations, and various other administrative tasks.

By partnering with Multiplier, you can concentrate on expanding your business and leading your team in Norway while we ensure compliance with local laws and regulations.

Schedule a demo with our experts today to discover how we can support your growth and success in Norway.