Probation period in Norway (prøvetid): what it means for new employees

Most permanent hires in Norway start with a probation period (prøvetid). For you as a new employee the word often sounds more threatening than it is. A probation period doesn't mean you are on shaky ground for half a year, it means the first months have slightly different rules from the rest of the employment. This guide explains what those rules actually mean for you, so you know where you stand.

First the most important thing: this is general information, not legal advice. What is binding is the Working Environment Act (arbeidsmiljøloven), your own employment 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 or your union.

What a probation period actually is

A probation period is an agreed period at the start of a permanent employment where both parties get to assess whether it fits. You assess the employer as much as they assess you. It is not a separate form of employment, you are permanently employed from day one, but for the first months somewhat more lenient rules apply to dismissal.

Two things are worth noting straight away. A probation period must be agreed in writing to apply. If your contract says nothing about a probation period, you don't have one, and the usual rules apply from the start. And a probation period concerns only the first months, not the whole job. When the period is over, you automatically move onto ordinary terms.

How long a probation period can be

Under section 15-6 of the Working Environment Act, a probation period can be agreed for up to six months. That is a maximum, many contracts have shorter ones, often three or four months. An employer can't set a probation period longer than six months even if you were to agree on it.

If you are temporarily employed, a separate limit applies: the probation period can't be longer than half the duration of the employment. If you have, for example, a four-month cover post (vikariat), the probation period can be two months at most.

Check your employment contract and find the specific number. Then you know exactly when the period with more lenient rules is over.

Can the probation period be extended?

Yes, but only under certain conditions. If you have been absent during the probation period, the employer can extend it by a period corresponding to the absence. It is not something the employer can do freely. Two requirements must be met: you must have been informed in writing of the possibility of an extension already at hiring, and the employer must notify you of the extension before the probation period runs out.

There is one more important limitation. An extension is not allowed if the absence is due to the employer. If you were away because they had no tasks for you, or because of circumstances on the employer's side, the probation period can't be stretched for that.

The notice period during probation is shorter

Here is the practical difference you notice most. During probation the mutual notice period is 14 days, compared with the main rule of one month after probation. "Mutual" means it applies both ways, both when you yourself want to leave and when the employer dismisses you.

As always, your contract or a collective agreement may have a different period. If something else is stated in writing, that applies. So check the contract rather than assuming it is 14 days. If you are in a union, also look at the collective agreement that applies to your workplace.

When the period starts to run

This is the detail many get wrong, because it is the opposite of the main rule. After probation the notice period runs from the first day of the month after the notice was given.

An example makes it clear. If you resign on 10 March while on probation, with a 14-day period, your last working day is around 24 March. So you don't wait until next month. That makes probation quicker to get out of than an ordinary employment, both for you and for the employer.

If you want to read more about how to resign cleanly when you choose to leave, we go through the whole procedure in the guide on resigning.

Protection against dismissal: what it takes to dismiss you

It is a widespread misunderstanding that the employer can dismiss you freely during probation. That isn't true. You have protection against dismissal during probation too, but the threshold is somewhat lower than otherwise.

Under section 15-6 of the Working Environment Act, a dismissal during probation must be based on one of three grounds: your suitability for the work, your professional skills or your reliability. That is the whole framework. A dismissal that is about something else, or that isn't objectively justified, does not stand any better during probation than after.

In practice this means the employer must be able to point to something concrete about how you do the job, not just change their mind. If you believe a dismissal is unfair, you have the same opportunities to challenge it as otherwise. Then you should contact your union representative, your union or Arbeidstilsynet.

One last point about timing: the more lenient probation basis applies only if the dismissal is given before the probation period is over. If the notice comes after the period has expired, it is assessed under the usual, stricter rules.

What probation means in practice for you

The rules are one thing, everyday life another. Here is what is worth doing while you are on probation:

• Read your employment contract carefully. Find the length of the probation period, the notice period and from which date the period runs. All of this should be there.
• Ask for feedback halfway through. A probation period is a two-way assessment. A short conversation with your manager halfway tells you where you stand, and gives you the chance to adjust before the period is over.
• Ask if something is unclear. Asking questions in the first weeks is expected, not a sign of weakness. It is how you get up to speed in a new role.
• Remember that you are assessing them too. If the job doesn't suit you, you have a 14-day period yourself. A probation period makes it easier for both parties to end things early if it isn't right.

When the probation period runs out and nobody has resigned, nothing dramatic happens. You continue in the job on ordinary terms, with the full notice period and the usual protection against dismissal. You don't have to do anything active for the transition to happen.

If the probation period doesn't go as planned

Sometimes a probation period ends with one party wanting out. If it comes from your side, because the job isn't what you thought, it is perfectly legitimate to use the short period and move on. If it comes from the employer's side, you are entitled to an objective justification within the three grounds above.

Whichever way it goes, moving on is what matters most. If you are going back into job searching, it pays to make a plan rather than apply aimlessly. The job search plan helps you keep up with several applications at once, and the guide on how to search for a job takes you through the whole process from ad to interview. If you are considering a complete change of direction, not just a new employer, the guide on changing careers is written for that.

In short

A probation period is an agreed starting period with slightly different rules, not an insecure existence. It can be up to six months and must be in writing in the contract. The notice period is 14 days in both directions and runs from the day the notice is given, not from the turn of the month. You have protection against dismissal here too, but on a somewhat lower basis tied to suitability, professional skills or reliability. Read your contract, ask for feedback along the way, and remember that you are assessing the employer as much as they are assessing you.

If you are ready for the next step, see vacancies from all over Norway and find the role that suits you.