Rules of Employment for EU Nationals

Everybody is qualified for a written employment contract, independent of the length of work. The job contract illustrates the representatives and employers rights and obligations, and it should contain the following information. Who has entered into the agreement, the work environment, job description, the date on which the employment starts, the normal term of the job in the event that it is temporary, the right to holidays and holidays pay, the trial period if it has concurred, time of notice, pay, length and particulars of working hours, breaks and total assertions governing the employment relationship.

Working Hours

The normal working hours are a maximum of forty hours per seven days or nine hours per day. An alternate plan of working hours is also allowed. It is called an average calculation of working hours. This requires a mutual agreement which implies that the employee can work all the more throughout a few periods and less in others, however, the average working hours must stay within the limits of conventional working hours.

The rule is that the rest period must be 11 hours for 24 hours and 35 hours within a week and as a guideline time off should be taken on Sundays and public holidays. Workers are qualified for a break if their daily working hours surpass 5.5 hours, and breaks might add up to 30 minutes if the daily working hours surpass 8 hours. Overtime should only be allowed if it is particularly required and is of limited duration. Overtime should be compensated with at least a 40% increase over the normal hourly pay. Working on Sundays and night work is only permissible if the nature of work requires it, otherwise not.


The pay is not regulated by Norwegian law and hence there are no minimum wage laws. Therefore one should have an explicit agreement with the employer regarding pay. Collective agreements regarding pay and rights are also made with trade unions but to be entitled to these rights one has to join a trade union. If you are not paid the salary you are entitled to, you must intimate the matter with your employer in written form for documentation purposes and specify a deadline for payment.


Dismissal from employment can only be made on reasonable grounds. These must be based on circumstances relating to either the employee or employer. The notice of dismissal must be provided in writing and that also before a period of one month. Dismissal based on any kind of illness is considered unlawful.  Dismissal can be made without notice if an employee is found to be in breach of their obligations and in material breach of employment contract.

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