Employment contract in Norway: what to check before you sign

An employment contract is not just a formality you sign to get started. It is the rules for the whole employment: what you are going to do, what you are paid, how long your notice period is, and what happens if something goes wrong. Spend ten minutes reading it properly before you sign, and you avoid most of the unpleasant surprises later.

First the most important thing: this is general information, not legal advice. What is binding is the Working Environment Act (arbeidsmiljøloven), your own contract, and any collective agreement (tariffavtale). If you are unsure about something specific, check Arbeidstilsynet (the Norwegian Labour Inspection Authority) or ask your union representative (tillitsvalgt) or your union.

You always have the right to a written contract

Let's start with a misunderstanding that is alive and well: that a written contract is only for permanent, big jobs. It isn't true.

Under section 14-5 of the Working Environment Act, a written employment contract must be made in every employment relationship. That applies to a two-week summer job just as much as to a permanent full-time position. The employer is obliged to draw up a draft of the contract, so you should not have to write it yourself.

There are also deadlines for when the contract must be in place:

• If the job lasts more than a month, the written contract must be available as soon as possible and no later than seven days after the employment began.
• If it lasts less than a month, or you are hired through a staffing agency, the contract must be made immediately.

If you have been working for a while without anything on paper, you are fully within your rights to ask for it. You also have the right to be assisted by a union representative or another representative both when the contract is drawn up and when it is changed.

What the contract must contain at a minimum

Section 14-6 of the Working Environment Act sets out a list of what an employment contract must state as a minimum. You don't need to know it by heart, but it helps to know what should be there, so you spot straight away if something is missing.

The contract must, among other things, contain:

• The parties. Who you are, and who the employer is.
• The place of work. Where you will work. If you have no fixed place, it must say that the work is carried out in several places.
• The job title or a description of the work. What the job actually involves.
• The date the employment begins. Your start date.
• Expected duration and the grounds, if you are temporarily employed. If the job is a cover for someone (vikariat) or a fixed-term assignment, it must say why it is temporary.
• Any probation period. Whether a probation period has been agreed, and how long it is.
• Holiday and holiday pay. The right to holiday and holiday pay (feriepenger), and the rules for how the holiday is set.
• Notice periods. The deadlines that apply in both directions.
• Pay at the start, supplements and other payments. What you earn, and what comes on top.
• Working hours. The length of the daily and weekly working hours, and breaks.

In addition, the contract must, among other things, refer to any collective agreements that apply, and state certain other matters. Some of the points, for example holiday, notice periods and certain working-time rules, can be given by referring to the law or a collective agreement instead of repeating everything in the contract text.

The rules on what the contract must contain were extended from 1 July 2024. If you have an older contract, you can ask the employer to update it with the new points.

The points to read extra carefully

The list above is what must be there. But some points are worth stopping at, because that is where disagreements and misunderstandings most often arise.

Pay: how is it actually defined?

Look closely at how the pay is described. Is it a fixed annual salary, an hourly wage or a monthly salary? What is included, and what comes on top? Does it say anything about overtime, evening and weekend supplements, or a bonus?

The most common trap is pay that sounds fine when spoken but is vaguely worded in the contract. "Competitive salary" is not a number. Make sure that what was promised in the interview is actually in black and white. If you are going to negotiate, do it before you sign, not after. You will find how in the guide on salary negotiation.

Working hours: what is the actual percentage of a full position?

Check the daily and weekly working hours, and what kind of arrangement applies. Is it 100 percent, or a part-time position? Is it fixed daytime hours, rotating shifts (turnus) or shift work? If you have a part-time position but in practice are asked to work more, you have certain rights connected to that, but the starting point is what the contract says.

Probation: how long, and what does it mean?

A probation period (prøvetid) can be agreed for up to six months. For temporary employment it cannot be longer than half the duration of the employment. The most important thing to know is that the notice period during probation is shorter: the mutual period is 14 days unless something else is agreed in writing or set in a collective agreement. It applies in both directions. See the guide on probation periods for more.

Probation is normal, and nothing to be frightened of. But know that it is there, and know how long it lasts.

Notice period: read the number, don't guess

The notice period (oppsigelsesfrist) decides how quickly you can end the employment, and how quickly the employer can. The main rule in the law is one month unless something else is agreed, but your contract or a collective agreement may have a longer period. Note the number now, so you don't have to hunt for it the day you actually want to leave. You will find the whole procedure for resigning cleanly in the guide on resigning.

Position and duties: does it match what you applied for?

Read the description of the work or the job title. Does it match what you will actually be doing? A vague or far too broad description can be used to give you duties you did not expect. That doesn't mean you have to argue over every word, but it is good to know what you are agreeing to.

When you sign

Once you have read through and understand the points above, one question is left: is anything missing or unclear?

If one of the minimum points from section 14-6 is missing, ask for it to be added. If something is written that you don't understand, ask. A serious employer expects you to read the contract and have questions. There is no reason to hurry to sign on the same day you get the offer, unless you want to. Ask for a little time to read it if you need it.

When you sign, keep your own copy of the signed contract. If a disagreement later arises about what was agreed, that document is your starting point.

If the employer wants to change the contract later

An employment contract is not set in stone, but it cannot be changed freely by the employer alone either. Significant changes, for example to pay, position or place of work, must be agreed in writing in the same way as the original contract. The employer has a certain right to direct how the work is organised (styringsrett), but it has limits.

If you find that your contract is being changed unilaterally in a way you disagree with, don't just accept it silently. Raise it, and check with Arbeidstilsynet or talk to your union representative or union before you go further.

A lay-off (permittering) is something else. You keep the contract but are temporarily relieved of work. It has its own rules, which we go through in the guide on lay-offs.

In short

You always have the right to a written employment contract, and the employer is obliged to draw up the draft. The law sets a minimum list of what it must contain, from pay and working hours to probation and notice period. Read that list before you sign, and read pay, working hours, probation and notice period extra carefully. If something is missing or unclear, ask before you sign. It takes a few minutes, and it makes the whole employment safer.

If you know what to look for in a contract, you are better prepared the next time an offer arrives. See vacancies from all over Norway and find the job you want to sign for.