Legal Facts about the Norwegian Labour Market

Employees, employers, trade unions, and employers’ associations are parts of the Norwegian labour market. Developed labour unions have a favoured position within the industrial relations sector and have greater rights than private employers under some conditions. Around 50{d8a7e2a21a6dcd80c5fca3d913d0e3f45d7ecfe0671fdddb29523c1b67a1e351} of the workers in Norway are unionised.

Norwegian labour regulation is primarily governed by legislation and contractual arrangements with well-established trade unions in the world. Until the early 1970s, the labour market was distinguished by the absence of rules and the propensity of collective agreements to control employee relations. For decades, just like people’s online anmeldelser in Norway shows, the Labour market has had a common viewpoint to escape political interference. Several other facets of the employer-employee relationship, which in general are extensive, broad and in many cases very nuanced, have nevertheless been governed by legislation since the 1970s. Norway is part of an EU-EEA Deal and thus transposes into Norwegian legislation the bulk of EU regulations and directives, including labour law regulations and orders.


Employers are allowed to recruit anyone whether on account of political beliefs, trade union affiliation, sexual identity, age, sex, incapacity, race, national heritage, ancestry, colour, accent, faith or ideology; they do not discriminate against them. It is further illegal for employers to inquire or obtain information about the applicant’s stance on political, social or cultural matters, the sexual identity of the applicant and whether they are members of the syndicate.


Several acts establish a ban on discrimination in jobs, including discrimination in the workplace and the day-to-day environment. In compliance with these rules, prejudice may take place in working life for multiple factors. The Working Environment Act enforces a general ban on discrimination based on political opinion, membership in a labour union or age as well as part-time or temporary positions. The Gender Equality Act, the Race Anti-Discrimination Act, Anti-discrimination and Accessibility Act, and the Sexual Orientation Anti-Discrimination Act were joined together to expand defence against discrimination by making statutes more accessible to those protected by the legislation as of 1 January 2018.

Minimum Wage

There is no statutory minimum wage requirement in Norway. Collaborative arrangements usually, though, allow for an average and minimum wage. Moreover, in some industries minimum wage was implemented based on general collective contracts available. The labour agreements commonly available are salary agreements and employment practices applicable to all those working in the same industry regardless of whether they are parties to the arrangement. Generally speaking, there are industrial arrangements in the following sectors: construction, marine construction, agriculture and gardening, cleaning workforces, businesses engaged in fish processing, power and on-road cargo, tourist travel by tour bus, hotel and dining services and catering. Suppose a collective agreement sets payment or the job done falls under the meaning of a cooperative agreement commonly applicable. In that case, the employer and employee can settle on compensation without the minimum contractual requirements.

Paid holidays

According to the Annual Holiday Act, the employee is charged 25 days a year or four whole weeks one day each. The Annual Holidays Legislation requires holiday bonuses to the employee, which are 10.2{d8a7e2a21a6dcd80c5fca3d913d0e3f45d7ecfe0671fdddb29523c1b67a1e351} of the previous year annual earnings. Via private or joint arrangement, workers may be given longer holidays. The key contracts in Norway offer workers a statutory right to five weeks’ vacations, which is the standard arrangement in Norway. Charge on holidays (i.e. monthly compensation percentage) has been increased to 12{d8a7e2a21a6dcd80c5fca3d913d0e3f45d7ecfe0671fdddb29523c1b67a1e351}.

Discrimination Claims

Special protections on harm due to prejudice by a worker are contained under the Equity and anti-discrimination Act. When an employee is found guilty by an employer of harassment, the employer will be compensated for damages, including financial and non-economic harm to the employee. Collaborative arrangements, work contracts, legislation, laws, etc., are not unfair provisions. The Discrimination Request may be taken to the Ombudsman for Equity and Anti-Discrimination and the Equality and Anti-discrimination Tribunal for their verdict.

Aside from the following laws guiding the Norway labour market, there are other ones as well. You can check for more on CVGuru.