Hiring in Norway

Norway’s highly skilled workforce and strong economy are ideal, but its labor laws require careful attention. Omnipresent, as your Employer of Record (EOR), ensures compliance with Skatteetaten rules, no entity required.

Our EOR services manage payroll, taxes, and benefits like 25 days of leave, letting you lead teams in Oslo or Bergen effortlessly. We deliver a tech-driven solution tailored to Norway’s high standards.

• Quick, compliant hiring.
• Payroll in NOK, fully aligned.
• Local wage and benefit guidance.
• Seamless scaling made easy.

Employer costs include Social Security. Use the OmniCalculator to estimate costs, or contact us for further information.

The income tax rate is at 22% (national and municipal income tax). For employees earning more than a certain amount, a progressive bracket tax is levied on top of this base income tax.

Employee contributions include Social Security.

Employees in Norway work 9 hours per day - or 40 hours per week over 7 days. Overtime is capped and compensated. Employees in some positions are exempt from these provisions.

In Norway, employers are responsible for payment of sick leave for the first 16 days of an employee’s absence provided the employee has been employed for a minimum of 4 weeks. National Insurance Scheme pays thereafter.

Norway has very generous parental leave rights that are quite complex. Maternity, parental, and paternity leave - and benefits - are split between both mother and father.

Annual leave is 25 days including Saturdays, i.e. 4 weeks and 1 day. Employees over 60 are entitled to an additional 6 days of annual leave. Employees are also entitled to holiday pay equal to 10.2% of their salary per annum or 12% if the employee is entitled to 5 weeks' holiday in an individual or collective agreement.

There is no statutory right to severance pay. It is usually stipulated in Collective Bargaining Agreements (CBAs) or in the employment contract.

Employees in Norway have significant employment protections. Dismissal for poor performance is allowed, but will normally require warnings, training, monitoring, and follow up. There are mandatory procedural requirements required by law.