Without doubt, one of the most common questions we get in the 51łÔšĎÍř inbox is about money. Everyone wants to know what is “normal” for a job, and whether that is enough to live on.

It is an understandable question. Norway has a reputation for high salaries, but also for high prices. Groceries, eating out, accommodation, transport and everyday services can all feel expensive, especially to newcomers.

Of course, it is extremely difficult to generalise when it comes to wages. Salaries vary by industry, occupation, experience, education level, location, working hours, collective agreements and many other factors.

Even so, there are several official sources we can use to build a useful picture of salary levels in Norway. The numbers below should not be treated as a guarantee of what you will earn, but they do give a realistic overview of the Norwegian labour market.

Where Salary Information in Norway Comes From

The most useful source for salary data in Norway is , usually known by its Norwegian abbreviation SSB.

SSB is ąˇ´Ç°ůˇÉ˛š˛â’s official statistics agency and publishes detailed information on earnings, employment, population, the economy and many other areas of Norwegian society.

SSB’s earnings statistics are based on a-ordningen, the coordinated reporting system used by employers to report income and employment information to the Norwegian Tax Administration, NAV and Statistics Norway. The statistics cover both resident and non-resident employees in Norway.

It is important to understand exactly what these numbers mean. SSB’s salary figures are based on jobs, or employment relationships, rather than individual people. One person may have more than one job, and the statistics are built from reported employment relationships.

Many industries in Norway are also shaped by collective agreements negotiated between trade unions and employer organisations.

In some industries, these agreements help determine salary bands or working conditions. In others, they may set minimum rates of pay that have been made legally binding across the sector.

ąˇ´Ç°ůˇÉ˛š˛â’s public tax lists are another source of information, but they should be used with caution. The tax lists show taxable income and wealth, not salary alone. A person’s taxable income may include income from multiple jobs, investments, benefits or other sources. It may also differ from their agreed annual salary.

Average Salary in Norway

According to the latest SSB figures, the average monthly earnings in Norway in 2025 were NOK 62,070 before tax. That is up from NOK 59,370 in 2024, an increase of 4.5%.

On an annual basis, multiplying the monthly figure by 12 gives NOK 744,840. However, it is best to use the monthly figure when comparing SSB salary data, as that is how the headline statistics are presented.

The average salary differs significantly between men and women. In 2025, average monthly earnings were NOK 65,610 for men and NOK 57,690 for women. This means women’s average monthly earnings were 87.9% of men’s.

It does not mean that every woman earns 87.9% of a man doing the same job. The overall gap is influenced by occupation, industry, seniority, working hours, public versus private sector employment, and the distribution of men and women among the highest-paid jobs.

Even so, it remains an important indicator of inequality in the labour market.

Average Salary vs Median Salary

When people ask about a “normal” salary in Norway, the average is not always the most helpful number.

The average salary is pulled upwards by high earners. A relatively small number of people with very high salaries can lift the average above what many people actually earn.

That is why the median salary is useful. The median is the middle point: half of employees earn more, and half earn less.

In 2025, the median monthly salary in Norway was NOK 55,800, compared with the average of NOK 62,070. For many readers, the median gives a better sense of what is typical.

So, if you are comparing a job offer with Norwegian salary data, look at both. The average tells you something about the overall wage level. The median gives a better indication of the centre of the labour market.

What Is Included in the Salary Figures?

SSB’s monthly earnings figure includes basic monthly salary, variable additional allowances and bonuses. These are gross figures, meaning they are quoted before tax.

Variable additional allowances can include payments for unsocial working hours, shift work, call-outs, dirty work, offshore work and similar compensation. Bonuses are also included in the monthly earnings figure.

Overtime pay is not included in SSB’s monthly earnings figure. This matters, because overtime can be significant in some industries and almost irrelevant in others.

Tax is also not deducted from these figures. How much income tax you pay in Norway depends on several factors, including your total income, deductions, municipality, pension contributions and personal situation.

Average Salary by Sector

There are differences between the private sector, local government and central government.

In 2025, average monthly earnings in the private sector and public enterprises were NOK 63,310. In local government, the figure was NOK 55,080. In central government, it was NOK 66,530.

These figures should not be read as a simple public versus private comparison. The mix of jobs differs greatly between sectors.

Local government, for example, includes many education, health, care and municipal service roles, while central government includes a different mix of professional, administrative and specialist positions.

Average Salary by Industry

The differences become clearer when we look at industries.

In 2025, the highest average monthly earnings were found in mining and quarrying, financial and insurance activities, electricity and energy supply, information and communication, and professional, scientific and technical activities.

At the other end of the scale, accommodation and food service activities had the lowest average monthly earnings among the main industry groups.

These are monthly figures before tax. They also cover a wide range of jobs within each industry. For example, the information and communication category includes everything from highly paid technology specialists and managers to support roles.

Average Salary by Occupation

Industry is only part of the picture. Occupation can be just as important, and sometimes more useful.

A manager in a lower-paid industry may earn more than a junior employee in a higher-paid one. Likewise, a skilled technical role in the public sector may pay more than a service role in the private sector.

SSB’s occupation data gives another way to understand the Norwegian salary landscape.

This is one reason why asking “what is the average salary in Norway?” only gets you so far. A more useful question is often: what is normal for this occupation, in this industry, in this part of Norway, with this level of experience?

Salaries of Immigrants in Norway

SSB figures show that immigrants in Norway earn less on average than the rest of the population.

In 2025, average monthly earnings were NOK 55,180 for immigrants, compared with NOK 64,150 for other residents. The average for non-residents was NOK 52,970.

This does not mean every immigrant earns less than every Norwegian-born worker. Many immigrants in Norway are in highly paid professional roles, while many Norwegian-born workers are in lower-paid occupations.

However, the overall gap is significant. It reflects many factors, including occupation, industry, Norwegian language skills, length of residence, recognition of foreign qualifications, employment networks and the route into the Norwegian labour market.

Overqualification is also a known issue. Many immigrants in Norway work in jobs that do not fully use their education or professional experience. This is one reason why a person’s first job in Norway may not reflect their long-term earning potential.

Salaries by Education Level

Education level is another factor linked to salary, although it is not the whole story.

According to SSB’s 2025 figures, people with tertiary education generally earn more than people with upper secondary or lower levels of education.

The picture becomes more complex when looking at field of study, years since education was completed, and type of occupation. A short professional education in a high-demand field may lead to strong earnings, while a longer academic education in another field may not.

For immigrants, the picture can be even more complicated. A degree or professional qualification from another country may not be automatically recognised in Norway.

Some professions require authorisation, Norwegian language skills, additional training, or documentation before a person can work at the same level as they did before moving.

Is There a Minimum Wage in Norway?

One of the most common misunderstandings about Norway is that it has a high national minimum wage.

In fact, Norway has no general statutory minimum wage. Pay is normally agreed between employer and employee as part of the written employment contract.

However, that does not mean employers can pay whatever they like. In some sectors, minimum wage rates have been introduced through the general application of collective agreements. These rates are legally binding for the sectors concerned.

According to the Norwegian Labour Inspection Authority, sectors with minimum wage rules include construction, cleaning, hotel, restaurant and catering, maritime construction, agriculture and horticulture, fish processing, electricians, freight transport by road, and passenger transport by tour bus.

The rates vary by sector, age, skill level and experience, and they are updated regularly. Anyone working in one of these sectors should check the current rates with Arbeidstilsynet.

For everyone else, salary is still governed by the employment contract, market conditions, collective agreements where applicable, and the broader requirement that working conditions must be acceptable under Norwegian law.

Salary Requirements for Work Permits

Salary is especially important for people who need a residence permit to work in Norway.

For skilled worker residence permits, UDI requires salary and working conditions to be in line with what is normal in Norway. If the role is covered by a collective agreement, the employee must be paid the collective wage rate.

For sectors without a collective agreement, the salary must not be lower than what is considered normal for the occupation and location. From 1 September 2025, UDI set updated salary levels for positions requiring higher education.

If the position requires a master’s degree, the salary must normally be at least NOK 599,200 per year before tax. If the position requires a bachelor’s degree, the salary must normally be at least NOK 522,600 per year before tax.

UDI may accept a lower salary if it can be documented that this is normal for the occupation in the place where the person will work. However, UDI states that substantial evidence is required.

These figures are immigration thresholds, not a general guide to what everyone in Norway earns. Still, they are important for anyone considering a move to Norway for work.

Understanding a Norwegian Salary Offer

If you receive a job offer in Norway, the headline salary is only the starting point. In Norway, salaries are usually discussed as gross salary, meaning before tax.

Second, check whether holiday pay is included in the stated amount. Norway has a specific holiday pay system, known as feriepenger. In many jobs, you do not receive ordinary salary during your main holiday month. Instead, you receive holiday pay earned during the previous year.

Third, ask about pension. Employers in Norway must normally provide an occupational pension scheme. The minimum contribution is modest, but many employers offer better schemes.

Fourth, consider working hours, overtime rules, shift allowances and travel requirements. A salary that looks generous may feel less so if it involves unsocial hours or high living costs in an expensive location.

Finally, remember that Norway is a high-cost country. A salary that looks high when converted into another currency may not stretch as far as expected once Norwegian rent, food, transport and services are taken into account.

Can You Negotiate Salary in Norway?

Yes, salary negotiation is possible in Norway, but it may work differently from what you are used to.

In some workplaces, especially in the public sector or unionised industries, salaries are shaped by collective agreements, salary bands, seniority and annual wage settlements. This can limit individual negotiation, particularly for entry-level or standardised roles.

In other workplaces, especially in parts of the private sector, there may be more room to negotiate. Specialist skills, management responsibility, industry experience and scarcity of candidates can all strengthen your position.

The post Salaries in Norway: The Facts & Figures appeared first on 51łÔšĎÍř.

Foreign workers are among the most vulnerable groups in ąˇ´Ç°ůˇÉ˛š˛â’s labour market. Without a clear understanding of local rules, even well-intentioned employers and employees can end up on the wrong side of the system.

Language barriers and complex regulations only increase that risk. To help bridge this gap, Norway has now launched a new AI-powered chatbot designed specifically to make workers’ rights easier to understand.

Many international residents in Norway will already be familiar with , the Norwegian Labour Inspection Authority. The agency is responsible for enforcing labour regulations and overseeing everything from employment contracts and working hours to minimum wages and workplace safety.

Over the years, ‘51łÔšĎÍř' has published extensive guides explaining these rules and how ąˇ´Ç°ůˇÉ˛š˛â’s working life functions in practice. From guides on working hours to what to expect in terms of sick pay when you fall ill, we try to cover the basics.

However, while general information is essential, it has never been realistic to answer individual questions or provide personal advice on specific employment situations.

That kind of tailored guidance requires official, up-to-date interpretation of the law. This is where a newly launched AI chatbot could make a real difference.

A New AI Chatbot for Foreign Workers

This week, Arbeidstilsynet launched a multilingual AI chatbot called Leon, designed to help foreign workers understand their rights quickly and in their own language.

In a announcing the launch, Director of the Labour Inspection Authority Ingvill Kvernmo said language barriers are often the main reason foreign employees are at risk.

“Foreign workers are among the most vulnerable in the labour market. When you know neither the regulations nor the language, the risk of being exploited increases. Guidance in one’s own language is key to reaching this group,” Kvernmo said.

Leon is available in Norwegian and eleven other languages commonly spoken by international workers in Norway: English, Bulgarian, Estonian, French, Latvian, Lithuanian, Polish, Portuguese, Romanian, Russian, Spanish, and Ukrainian.

More Than ‘Just a Translation'

According to Arbeidstilsynet, the new chatbot is not simply a translation tool. It uses AI to provide verified, up-to-date information based on the official content published on arbeidstilsynet.no, delivering answers in the user’s chosen language.

Arbeidstilsynet says this ensures users receive reliable guidance rather than the mixed quality advice often found through global AI chat services or online forums.

The chatbot can handle both simple and more complex questions across the authority’s full area of responsibility. In theory, at least.

In my own testing, I found the tool constantly asking for more information before it would provide any useful answers, and it was very vague about what information it needed. Perhaps this will improve in time.

The initiative will also allos Arbeidstilsynet to identify which topics foreign workers most frequently need help with, which should improve future guidance and outreach.

Part of a Wider Government Effort

The chatbot launch is part of the Norwegian government’s broader strategy to combat “” and workplace crime.

Minister of Labour and Social Inclusion Kjersti Stenseng attended the launch at the Service Centre for Foreign Workers in Trondheim. She emphasised that access to understandable information is the first step in protecting workers from exploitation.

“Many foreign workers do not know the Norwegian rules and are therefore more easily exploited,” Stenseng said. “When they receive information in a language they understand, they can take care of their own rights, making it harder for unscrupulous actors to exploit them.”

A Practical Next Step for Foreign Workers

For international residents navigating ąˇ´Ç°ůˇÉ˛š˛â’s working life, the new chatbot fills a gap between general information and personalised legal advice.

While websites like 51łÔšĎÍř can explain how the system works, official tools like this one are better placed to handle individual, situation-specific questions.

Leon is now live on the , with further improvements and deeper website integration planned in the coming months.

What Should We Cover Next?

Working life in Norway can be confusing, especially for newcomers. Contracts, pay, working hours, holidays, sick leave, unions, and workplace culture all raise questions.

What aspects of working life in Norway would you like 51łÔšĎÍř to cover in more depth next?

And would you prefer a video format? continues to go from strength to strength, and I'm always looking out for new types of content to cover on there. Let me know!

The post Norway Launches AI Tool to Help Foreign Workers Know Their Rights appeared first on 51łÔšĎÍř.

Are you a foreigner thinking about moving to Norway and looking to land a job? Perhaps your partner is Norwegian, or you’re looking for a cleaner, safer country to live in.

Well, this article should help give you a little more colour on what you can expect in terms of the local labour market. Disclaimer: it is infinitely harder to land a job here than you probably think possible.

Firstly, I should explain what this article is and what it isn’t. It is not a rant against Norway or Norwegian companies. I understand that I am a guest in Norway, and that things – including the job market – are going to work differently.

It is also not a pity party where I am searching for sympathy in respect of my ongoing frustrations to land white-collar work here. Whilst it may come across as being exactly that, it is more of an honest outline of my experiences being a foreigner looking for work in Norway.

If I had read an honest assessment of the local labour market like this, it’s likely I would have reconsidered a move here. In that respect I hope it gives prospective new arrivals a bit more information about moving here than I had.

Who am I?

Before we begin, it’s perhaps helpful to have a little bit of background knowledge. I’m British, hold a degree in business entrepreneurship, along with a range of professional qualifications within the financial services industry.

Before I moved to Norway I worked at two billion-dollar financial services companies in London, one of which was acquired by America’s largest investment bank, JP Morgan.

I’m also at a B1/B2 level of Norwegian, certified by Kompetanse Norge, the government body for adult learning here in Norway. I hope that this shows that I do have some experience, skills and qualifications to add to the country, even if I am apparently unemployable here.

I am also working moving offices on a ‘gig economy’ basis in Norway at this moment whilst I search for the ever-illusive office-based role (everyone needs to earn money somehow).

To date, this search has spanned three years and constitutes over one thousand unsuccessful applications. I think at this point you’d probably call me mad to keep living here.

To be clear, I never expected everything to fall into my lap. I knew it would take effort, sacrifice and patience to build a life here. I never expected it to be quite such a depressing experience, however.

The below is based on my own experience over several years as a jobseeker. So, here we go. I hope you’ll find this useful.

If you’re going to learn Norwegian, fluency must be the target

When I came to Norway as a jobseeker, I intended to be a ‘good immigrant’. I didn’t expect Norwegians to pander to my English and set about learning Norwegian at in Nydalen. For those of you unfamiliar, Folksuniversitet offers adult learning classes in a variety of subjects.

Luckily, I have a Norwegian partner, so I already had a good grounding in the language to build on. The teachers at Folksuniversitet suggested a B1/B2 level of Norwegian is enough to take an initial step into the workforce and is highly valued by domestic companies. Sadly, this hasn’t proved accurate.

Following my studies I took the aforementioned examination to certify my language competency. Armed with a new piece of paper from a reputable awarding body, I hoped that it would complement my native-English, improve my CV and increase my chances of landing an office-based role here.

Except it didn’t. It hasn’t helped one bit. I’ll explain why.

If you’re a foreigner looking for work here, there is a view that your Norwegian will either be fluent or not. You only have to look at a handful of job descriptions to understand that you need fluency in English and Norwegian to be considered.

Often, this is explicitly stated as C1 level. Unless you’re using Norwegian day-in-day-out, C1 level is far advanced. This fact will result in the narrowing of your application opportunity universe.

For the roles I picked up interest in, I was selected based on my English. At no point was my Norwegian mentioned.  

Key Takeaway: If you’re going to learn Norwegian to find a job, total fluency must be your target. Sure, having a nice conversation in the supermarket might make you feel good for five minutes, but it’s not going to change your life.

Understand that everything takes an eternity

There is an often-used phrase within the public sector here: Ting tar tid. I’m sure you don’t need a nice shiny B-level certificate in Norwegian to understand what that means. My point is that companies here are in no rush to respond to your endless applications, if at all.

In my own experience, two unsuccessful recruitment processes lasted over 8 months apiece; one I was ghosted on at the eleventh hour; the other the company said that they no longer had the budget to move forward.

I’ve also received polite ‘thanks but no thanks’ emails months and months following face-to-face interviews.

Whilst this is by no means a Norwegian-only problem, it is frustrating to invest so much time and effort into a process, only to be left out in the cold in your underpants.

Key Takeaway: Do not expect recruitment processes to be swift and decisive, or in any way similar to your experience in your own country. Things will take as long as they take.

There is a lack of roles to apply for

It’s common these days to read that most jobs aren’t advertised online. That, in order to be successful, you’ll need to apply directly, or find a decision-maker in your chosen company and embark on a campaign of flattery.  

Whilst this is accepted as a fact of life in Norway in comparison to the UK, it reinforces the fact that there are slim pickings of roles actually advertised. Of course, Norway is smaller than the UK, but it is a constant source of bemusement how few roles are available here.

Daily searches on sites such as LinkedIn, Finn.no and Indeed, among others, often return zero application opportunities. Imagine spending hours upon hours searching every week and having zero applications to show for it. You end up losing your mind.

Clearly, if companies are not hiring, there is little we can do as candidates to improve the country’s economic prospects. The issue is for the government to create a pro-business environment that creates jobs and investment.

Of course, there are a plethora of available roles in areas such as software development, consulting and personal care. These are areas that are always in demand in Norway. If you have skills and experience in those areas, chances are your searches will be more successful.  

For us foreigners based in Norway, searching for remote-only, global roles, will often return a better success rate than applying domestically.

Key Takeaway: Don’t rely on job sites as your main search tools. Visit company websites and/or drop key decision makers messages, or apply speculatively. Applying for remote-only global roles is also an option.

The jobs that are advertised will be advertised again and again, and again… and again

So, you’ve received a rejection email from an application, only you see the exact same role advertised a couple of weeks later.

You’re confused, but assume that the company may have been ghosted by a candidate or something similar. Then it disappears again. Then it reappears. The same thing happens for months on end.  

I’m not even sure if the Good Lord Above Us can work out what is going on in the recruitment industry at this moment in time, but for argument’s sake, let’s assume the company can’t find who they’re looking for.

Key Takeaway: Companies are in no rush to hire. Unless you’re exactly what they’re looking for, they will continue to look for another candidate, for months – if not years – if they have to.

Norwegian government bureaucracy is the 8^th wonder of the world

Every immigrant likely has their own tales to tell about obtaining their tax cards and tax numbers. The process is so long-winded and laborious it could have its own article. Let’s just say, it’s not easy.

Again, you just have to accept this for what it is. However frustrating the rules are, they are completely out of your control.

For me, my situation has been clouded by Brexit. Yes, I know it’s our own damn fault. As my working hours become less certain, I wanted to register as a jobseeker with NAV.

Unlike private job boards, NAV has thousands and thousands of listed jobs to apply for. You’d think that matching a job seeker with advertised jobs would be simple, wouldn’t you? Well, it’s not.

What you’ll need here is something called ‘bankID’. Now, no-one wants to you give you bankID: not your bank, not NAV, not the tax office, or the police.  

I’ve lost count how many times visits to individual government offices has resulted in a mindless chase of bureaucracy – they all point at each other as a way of pointing you out of the door and becoming someone else’s problem.

If I want to obtain bankID and register as a jobseeker on NAV I will first need to declare a permanent move to Norway. I was recently informed that this process could take up to a year.

I don’t need to register a permanent move, and I don’t have another year to waste – what I need is the ability to expand my employment prospects. This particular piece of bureaucracy seems illogical for someone who already lives and works in Norway.

If you have an EU passport, you should be able to obtain bankID easier than me.  

Key Takeaway: Until the government makes it easier to match job seekers with jobs they’re actually looking to fill in the economy, do not expect an easy process. If you do find yourself in a government office for work-related or administrative issues, my strongest advice is to take a native Norwegian speaker with you.

Networks Matter

If you read any article on how to take an initial step into the employment market in Norway, you’ll undoubtedly uncover the same repeated theme: networks matter.  

I’ve found that this isn’t so much applicable to your own personal networks of friends and family who are constantly looking for roles on your behalf, but is applicable to university networks.  

One company I interviewed with appeared to only hire graduates from fee-paying university, BI () which, if you believe local folklore, is the most revered educational establishment in Norway.

Think of it as the Norwegian equivalent of Oxford or Cambridge. If you’re looking for a job in finance in Norway, if you haven’t been to BI then your chances of success are significantly reduced.

Clearly, this aspect of the local employment market doesn’t contribute much to social mobility. Not everyone can spend thousands of pounds and crowns on education from what is accepted as the best domestic institution for business and finance. That, however, is beyond the scope of the article.

Key Takeaway: Just because you’ve been to a reputable university in your own country, doesn’t mean it will count for anything in Norway. Old university networks and your alma mater only matters if you’ve been to a Norwegian educational institution.

Be honest about your foreign experience and qualifications

An area which I’ve come to terms with in my ongoing fruitless job search in Norway is my previous experience. Just because I have experience at two world-leading financial services companies in London, doesn’t mean that this experience is applicable to the local labour market.

I spent almost five years at an asset management firm that specialised in UK-focused investment products such as Individual Savings Accounts (ISAs) and UK Personal Pensions.

Working for a company that was subsequently acquired by America’s largest investment bank looks great on paper, but the actual experience I gained working with the company’s products does not translate here.

Ultimately, you don’t have UK pensions or UK tax-efficient investment products in Norway.

Key Takeaway: Conduct an honest assessment of your skills and experience and how they will translate into company culture here. If your previous education and work experience relates to the flora and fauna of Australia, chances are your employment prospects will be limited.  

Analyse the key industry sectors by employment before you make the move

It’s no secret that Norway is famed for oil and gas. If you have experience, education and skills within that industry your employment opportunities are going to be increased exponentially.

In terms of my background, ‘Financial and insurance activities’ is one of the lowest industry employers, according to data fro Not conducting my own research into the Norwegian employment market by industry sector is no-one’s fault but my own.  

Another thing to mention is that Norway is one of the world’s largest public sector employers by percentage. In 2020, the reported that public sector employment in Norway was an astonishing 37.8%.

Above all else, these public sector jobs are likely to demand native-level Norwegian language skills; if you don’t have that, your chances of employment, percentage wise, are not simply reduced, but sliced away by almost 40%.

Key Takeaway: Assess your own skills and experience by the industry you work in. In my own conversations with office-based immigrant workers in Norway, almost all of them obtained their roles via company sponsorship/transfer, or by being headhunted for their existing industry skills. In my opinion, those two avenues offer you the best chance of landing white-collar work here.

There is no real recruitment industry in Norway

Back in Blighty, I often hear from friends and family that they have been contacted by recruiters with exciting employment opportunities.

Whilst my headhunter comment above indicates a buzz of recruitment excitement in terms of bringing foreign talent over to these shores, in the domestic market the recruitment industry is almost non-existent.

Sure, there are a lot of websites that specialise in recruitment here, just like anywhere else. You can spend hours registering your CV, writing nice Norwegian cover letters and uploading your fancy documents, but do you ever hear back? In my experience it’s a waste of time.

The industry simply doesn’t work where you upload a CV and you’re called back within a day or two like the UK.

Again, I am not looking to change the culture here and the sheer volume of applicants means that I do have some sympathy for recruiters who are doing their best in a swamp of endless CVs.

I’m also not an experienced CEO/COO/CTO with international experience, which is where the larger recruiter commissions come from. In my experience white-collar recruitment is largely focused on baby boomer professionals, rather than millennials or Gen X.

Key Takeaway: Do not expect people to contact you on LinkedIn with possible white-collar roles for consideration, or to be contacted by recruiters when you register to their sites. By and large, you’re on your own.

If you do land a role, chances are it will be a means to an end

Everyone needs to make a living. It’s so obvious I shouldn’t have to write it. As you start or continue your job search here, chances are you will need to take any role available to put food on the table and keep a roof over your head.

No one is above a hard day’s work, least of all immigrants trying to create a better future for themselves and their families in a foreign land.

For my own part, I work with Norwegians and immigrants almost every day moving offices for an employment agency. The work is physically demanding, inconsistent and offers zero opportunities for development.

As I stated, I am not looking for sympathy and, if anything, I’m grateful to my current employer for being the only one that has given me any kind of employment opportunity in Norway.

Ultimately, as immigrants you’ll need – and should want – to contribute to Norwegian society via tax contributions and economic activity.  

Key Takeaway: Swallow your pride, take anything you can get and get on with it.  

You’re not special

I won’t be the first white-collar worker to move to Norway and end up in a blue-collar job.

The world is facing a plethora of headwinds which are negatively affecting investment, job creation and economic growth. The dreaded news on how AI is going to make us all redundant seems to be a daily occurrence.

My point is that as businesses scale back, introduce new technology and make cost savings, chances are there are going to be more and more people competing for less and less jobs.

Indeed, it is already happening. I often receive rejection emails where the company in question confirms that there has been well over 200 applicants.

Key Takeaway: There are forces at work beyond your control. Don’t overthink it.

Use your time wisely and keep your skillset up to date

If there is one benefit from working in the gig economy and receiving a stream of job rejections each week, it is this: I have more free time.

It would be easy to sink into a depressive slumber and consider how my career has careened off a cliff since I left London, but us Brits are made of sterner stuff.

Whilst I do think my immigrant background is the biggest hurdle to landing a role here, if my existing skills and experience are not what employers are looking for, then I must take responsibility for that and ensure I continue to grow personally and professionally.

In this respect, last year I decided to take up the first level of the CFA program and with it, learn the basics of Python programming.

Whilst this month I found out I failed the exam by a slim margin (damn you, Quantitative Methods), I am at least trying to invest my time wisely and improve my skills.

I’ve learnt a lot over the past year and hopefully I can pass the exam later this year. Ultimately, if you’re not failing, you’re not even trying. Not trying is not an excuse.

Key Takeaway: If you’re not working to improve your employability, someone else is.

Oslo is not an international city

Another of my own admissions is that I failed to recognise that Oslo, even though it is a capital city, is not an international city.

This stems from my own closeted experience of living in London for seven years. Subconsciously, you begin to assume that every major European city is a hive of people from all over the world working in the same vicinity.

My finance background likely contributed to this tunnel vision: you’re often looking at other major finance hubs for economic news and market moving information, be it New York, Frankfurt or Tokyo.

Oslo is not a leading financial hub, and it is not an international city, full of foreign office workers like other cities in Europe. It is important to grasp this fact, as immigrants I meet are often surprised at the lack of diversity in the workplace.  

I’ve seen this first-hand through my current role; I am often in several different offices each week. I’d estimate over 95% of the workers in each office are Norwegian nationals. If you think about this logically, it’s not hard to understand the reasons why.

Norwegian labour laws make it almost impossible to let someone go if you’ve hired them; this, added to the low number of average hours worked each week, along with the high salary costs, means that Norway as a country is not exactly appealing for international companies to operate in and indeed out of. This is why Oslo is a domestically-focused city.  

Key Takeaway: Understand where you’re moving to.

Norwegian working benefits aren’t as good as everyone thinks

There is an awful lot to be thankful for about living in Norway. It is safe, stable, child-friendly and wealthy. It could be a lot worse. Regardless of my ongoing employment miseries, I am both thankful and grateful to live here.

There are aspects of the employment market that have surprised me, though.

The first is the nature of the employment contracts themselves. Having a 100%, ‘full-time’ contract here is often only reserved for white-collar workers. Most employees in the blue-collar sector are often handed part-time contracts only; these will be labelled 20% or 40% contracts.

I am sympathetic to firms who need to make use of flexible labour and who may not have the work necessary to offer 100% contracts, but this doesn’t help people – least of all migrants – who don’t know how much money they will earn each month. It’s why many of us are working two or three jobs at a time.

The corresponding tax rate is also higher if you have more than one employer, making those who are at the bottom of the employment market temporarily poorer until their tax return comes through the following year.

My employer also contributes 2% to an employer’s pension. It is some way off the 5% employer contribution I used to receive in London. You don’t have to take my word for the fragile finances of immigrants in Norway. have covered it.

A side point is the lack of opportunities for training and development. In almost four years of working in Norway I have never been offered the slightest chance of developing my skills or the opportunity to take a course. This is evidently dependent on the employer, however. Christmas Party? Forget about it.

Key Takeaway: Have low expectations of what workplace benefits you’ll receive as an immigrant worker. If you want to level-up your skills and qualifications you’ll likely have to pay for it yourself.

You’ll gain a new understanding of your own country

Ultimately, I came to Norway in search of a better life. Yet, if I am honest, most aspects of it are worse.

Your job often takes up most of your working week, yet if you’re just working to exist and not to move on professionally, socially or spiritually it can really weigh you down.  

I would therefore urge all prospective arrivals to really understand why you’re making the move to Norway. Is giving up your job, income and prospects worth it for the nature, or the low crime rate?

Key Takeaway: Unless you’re coming for family reasons, if you have a stable income and prospects in your home country, you may be better off staying where you are.

Know your worth: ‘Overqualified' is not something to be ashamed of

I often receive rejections saying that I am overqualified for the role I am applying for. Whilst this may be true, if you place it in the context of my current position then the argument does not hold.

I also read these rejections as if they’re saying that I should be a little less motivated and/or stupid for them to consider me; like I should stop learning, moving forward and improving. Of course, this rejection reason could also be a way of delivering bad news in a softer fashion.

Key Takeaway: Do not hide who you are on your CV just to play the game. Be yourself, be honest, even if that doesn’t resonate with a prospective employer.  

Have an exit plan

For those of us with children, packing up and leaving is not really a practical option. For those of you without children, I’d recommend that you have an exit plan if you face ongoing employment struggles.

As the years trickle by and you get further and further away from your previous experience, you need to assess whether staying in Norway is conducive to your long-term career goals and aspirations. This is again dependent on your own industry and skillset, but it is good practice to have a long-term vision and plan for your future.  

Many of the younger immigrants I come in to contact with have a view that they will work here for a year, then look to move to another country.

Unfortunately, the lack of social mobility and opportunity is well-known amongst the immigrant community; migrants often quickly reassess their plans after hearing stories of poor long-term employment prospects.

If you look at the latest economic reports fro Switzerland, Spain, Sweden and Ireland are all seeing their services industry grow. They’re also likely to have a better climate and better food and, dare I say it, be a little more immigrant friendly.

My point is that if you have an EU passport, no ties and a sense of wanderlust, moving forward instead of backward is a better solution to avoid application frustrations.

Key Takeaway: If you’re able to, move forward with your life and try a different country if things do not work out.

If all else fails, chalk it up as life experience

I know there are those out there who will say ‘don’t give up’ and other such motivational phrases, but I am not Rocky Balboa and this is real life.

Going so long without stable income in a country where your previous results point to even more rejections, you may indeed decide to leave Norway and resurrect your career in a different country. I don’t think there is anything wrong with this.  

Most people I know have never left the towns and cities they grew up in, much less tried to carve out a new life for themselves in a different country. So, if you do have to leave, well, hey, at least you tried.

There is only so much you can do to contribute to a country where there is little space or opportunity for you to do it.

When we’re old and grey we’ll be glad we had the opportunity to live and work in a country that was not our own. As the world becomes increasingly more insular and polarised, that in itself is quite an achievement.  

Key Takeaway: If Norway is not conducive to your overall life goals, then move on and move on quickly. Just try to enjoy the experience for what it is and live in the moment.

Look after yourself

At this juncture I want to reiterate that this article is not a search for sympathy. The last few years of being a jobseeker in Norway has been a struggle I don’t wish to repeat.

I’m sure many of you can speak a little Norwegian, have been to university, have impeccable employment records, and have the motivation to always keep pushing forward, but what to do when you’re constantly facing brick walls everywhere you turn?

Collecting hundreds and hundreds of rejection emails is clearly not conducive to good mental health; it can point to a pit of despair.

I do hope, however, that this article has given you an honest assessment of the real reality of what it is like to be a foreigner looking for work in Norway.

I hope that there are other immigrants out there who have better stories than my own; after all there are two sides to every coin. As I’ve highlighted, I am by no means alone in facing a frustrating job market. I wish you all the very best.

The post No Way in Norway: The Ongoing Frustrations of a Foreign Job-Seeker appeared first on 51łÔšĎÍř.

Norway is often celebrated for its egalitarian ideals, but a recent study reveals challenges in realising these values. Discrimination in the Norwegian labour market remains a pressing issue, particularly for individuals with ethnic minority backgrounds.

A new study published in the Norwegian Journal of Social Research highlights the extent to which job seekers with foreign names face bias when applying for jobs.

The findings are both striking and disheartening, offering an important perspective on how systemic inequality operates within a society that prides itself on fairness. If you're looking for job vacancies in Norway, this is a must-read.

Discrimination by Name and Region

The study employed an experimental method, sending 2,779 fictitious job applications to real job openings in Norway between 2016 and 2018.

While all applicants had similar qualifications, their names were selected to reflect different ethnic backgrounds, and a sentence in the cover letter indicated their country of origin. The results were revealing:

Job seekers with names associated with the Middle East, Africa, and South Asia face the highest levels of discrimination. This includes applicants from countries such as Pakistan, Somalia, India, and Iraq.

Applicants from Europe, the USA, and Russia experience less discrimination, although still more than those with traditional Norwegian names.

Southeast and East Asian applicants, such as those from China, Japan, and Vietnam, face similar levels of discrimination to Europeans and Americans.

On the whole, candidates with foreign-sounding names were 32% less likely to be invited to an interview than those with Norwegian names.

A Reflection of Broader Social Hierarchies

The research suggests that these disparities reveal an “ethnic hierarchy” in Norwegian society, where individuals are ranked based on factors such as their country of origin, religion, and gender.

According to the lead researcher, Arnfinn Midtbøen of the University of Oslo, these findings align with global trends but also point to uniquely Norwegian dynamics.

The study also found no significant difference in the level of discrimination faced by first-generation immigrants compared to those born in Norway to immigrant parents.

This suggests that bias is not solely directed at newcomers but extends to their descendants, challenging notions of integration and inclusion.

Why This Matters

ąˇ´Ç°ůˇÉ˛š˛â’s commitment to equality is central to its national identity, but these findings expose a gap between ideals and reality. As Jon Rogstad, a researcher at OsloMet, said in , “there is still a kind of innocent perception of Norway.”

Rogstad went on to explain that while the country prides itself on fairness, systemic barriers persist, limiting opportunities for minority groups to demonstrate their skills and abilities.

Despite decades of anti-discrimination policies and laws, the level of bias in the labour market has remained largely unchanged. Researchers argue that current strategies may need a complete overhaul.

While immigrant employment rates have risen, this may be driven more by labour shortages than by genuine changes in employer attitudes.

The study highlights the importance of addressing these issues holistically. Discrimination in the labour market reflects broader societal inequities, extending to areas such as healthcare, education, and law enforcement.

For those interested in living and working in Norway, this study serves as a reminder of the challenges that may arise. However, it also opens up important conversations about what Norway can do to improve its systems and practices.

Acknowledging these issues is the first step towards change, and ongoing research plays a critical role in driving awareness and accountability.

The post Which Nationalities Face Job Application Discrimination in Norway? appeared first on 51łÔšĎÍř.

These sectors include building and construction, cleaning services, and manual car care, wheel changes, and wheel storage. Both Norwegian and foreign workers must have these cards.

As many of these sectors utilise labour from abroad, it's very important for new employees to understand what these cards are, and why they're important. Read on for the information you need.

What is an HSE Card?

An HSE card identifies the worker and their associated company. It confirms that both the company and the worker are registered in the required public registers.

The card must be visibly worn at work and includes the employee's name, photo, and company name.

Employers are responsible for ensuring their employees have valid HSE cards. They are the property of the employer. Also, when an employee leaves their job, the employer must destroy the HSE card.

Sectors Requiring HSE Cards

In Norway, HSE cards are essential identification tools for workers in specific industries to ensure compliance with workplace health and safety regulations.

The requirement for these cards extends across three primary sectors: building and construction sites, cleaning services, and manual car care, wheel changes, and wheel storage.

Building and Construction Sites

The requirement for HSE cards applies universally to all work conducted in the building, construction, and installation sectors. This includes not only traditional construction work but also any related installation tasks.

The mandate is comprehensive, covering both employees and employers. It also extends to self-employed individuals who are directly involved in the work.

Read more: Construction Jobs in Norway

The cards serve as a crucial means of verifying that all personnel on-site are properly registered and compliant with the necessary public safety standards. According to the Working Environment Act, the construction client or safety representative can ask to see the HSE card.

Exemptions to the requirements include workers only replacing and maintaining production facilities or machines outside construction sites, workers in fixed, permanent establishments like shipyards and prefabricated house factories, and workers performing snow plowing on roads outside construction sites.

Cleaning Services

In the cleaning services sector, HSE cards are mandatory for all workers employed by companies providing cleaning services. This includes a wide range of roles within these companies, ensuring that every individual involved in the cleaning operations is accounted for.

The requirement is not limited to the cleaning staff alone; it also encompasses company owners and general managers.

Moreover, self-employed individuals, including sole traders who do not employ others, must possess an HSE card. The same applies to spouses of these sole proprietors who are involved in the business.

This comprehensive coverage ensures that every individual who might be engaged in cleaning work is properly documented and compliant with health and safety regulations.

Manual Car Care, Wheel Changes, and Wheel Storage

Since July 1, 2022, the sector encompassing manual car care, wheel changes, and wheel storage has also been subject to the HSE card requirement.

This relatively recent addition mandates that all individuals working within this industry must hold valid HSE cards. This includes employees directly engaged in manual car care and related services.

Additionally, company owners and general managers who are involved in these operations are required to have an HSE card. Self-employed individuals working in this sector, as well as spouses of sole proprietors actively participating in the work, must also comply with this requirement.

The introduction of this mandate ensures that safety and compliance standards are upheld across all facets of the car care industry, providing a consistent framework for health, safety, and environmental practices.

The requirement for an HMS card does not apply to companies that have approval from the Norwegian Public Roads Administration.

Exemptions to HSE Card Requirement

Certain individuals do not need an HSE card, especially those in non-operational roles or not directly engaged in the specific activities requiring the cards. In addition to specific industry exemptions listed above, the following are also exempt:

Students: Primary and upper secondary school students placed in businesses for practical training are not employed by the business. They cannot obtain an HSE card and must carry confirmation from their school.

NAV Placements: Individuals on placement measures financed by NAV are not employed by the company. They cannot get an HSE card and must bring confirmation from NAV.

Refugees in Training: Refugees in work training or practice through an introduction program are not employed by the business. They cannot obtain an HSE card and must bring confirmation from the municipality.

The confirmation must include the name, date of birth, organisation number of the host company, and the deployment period, serving as documentation during inspections.

Ordering HSE Cards

Employers must order HSE cards. Authorised personnel in companies registered in the Central Coordinating Register for Legal Entities can order HSE cards through using their electronic ID.

The process includes managing existing cards and delegating ordering responsibilities. New cards cost NOK 129.50, plus MVA (VAT).

The post All About HSE Cards in Norway appeared first on 51łÔšĎÍř.

So you’ve landed your first office job in the land of the Vikings. Grattis! But what can you expect to encounter behind the sleek doors of the minimalistically furnished office?

Office culture varies a lot from one country to the other, and Norway is no exception. Some differences are quite major, others amount to quirky details that just take some getting used to.

So, hold on to your open sandwiches! Whether you’re embarking on a new career in Norway or looking for a job vacancy and just curious to see how things are done, join us for this deep-dive in the world of Norwegian office life.

Work-Life Balance in Norway

Work-life balance in Norway is legendary. As a salaried worker, it’s one of the best perks of working in the country. It starts with vacation. Everyone is entitled by law to four weeks plus one day of paid holiday.

That being said, the law is one thing and the general practice is something else: ask any Norwegian office worker how much vacation the law entitles them to and chances are they’ll say five weeks. That’s because most workers have collective agreements that include provisions for that fifth week.

Even if they don’t: it’s quite common to get five weeks paid vacation regardless. This is not free money of course: the money you receive during your holidays comes from deductions to your pay the rest of the year.

For this reason, you have to work a full calendar year at a new workplace to get a full 5 weeks of paid vacation. You’re still entitled to have time off before that, but at your own expense.

Work-life balance also means a year of parental leave, and a number of paid sick days, plus a number of days to take care of your sick children. The work day typically begins somewhere between 7am and 9am, and ends somewhere between 3pm and 4pm.

Parents with children will often leave early to pick up their kids from school or kindergarten, and nobody bats an eye. From that perspective, Norway is a great place to have children – when thinking of the logistical side of things at least.

Lunchtime in a Norwegian Office

If you’re used to and enjoy having a one hour lunch break, I have bad news for you. Lunch break in Norway is typically a half hour. Personally, it took me a few years to get used to this. I just could not eat at that speed, initially.

To compound the difficulty, not only do you have to stuff your face a lot quicker than normal, but you need to start doing it way earlier than you’re used to. Lunch break in Norway often starts at 11:30, and it’s not unheard of for people to start as early as 11.

There are two solutions to this: on the one hand you can ignore the local customs and eat at 12 or 12:30, but that means you’ll be missing out a bit on the social aspect of lunch.

On the other hand, you can bite the bullet, skip breakfast, or fast the previous evening. Whatever you have to do to be hungry at 11:30.

Lunch being such a brief affair means there’s no time to go out. You can either get food at your workplace’s cantine, if there is such a thing, or get in on Norwegian matpakke culture. A matpakke is essentially a very simple packed lunch.

If you do go for the cantine, here’s a bit of good news. Food from workplace cantines/cafeterias is often subsidised by the employer, meaning that it will be significantly cheaper than eating out anywhere else.

Alcohol and Work Culture in Norway

Norway has a with alcohol. Local culture is very accepting of binge drinking as something that just happens – and is sometimes almost expected depending on where you work.

Simultaneously, rules and regulations are very stringent about what can and can’t be done relative to alcohol, and booze is subject to extortive punitive taxes meant to discourage you from drinking.

That being said, drinking with colleagues is a thing. There’s even a word for it: lønningspils, which we covered in our list of untranslatable Norwegian words, and roughly translates to “salary beer” or “payday beer.

You may be surprised at how many pints Norwegians can handle in one sitting. If drinking that much is not your thing, bear in mind that it seems to be easier for many people to accept someone not drinking at all than someone drinking moderately.

The office Christmas party, the Julebord, deserves an article of its own, which you should definitely go read when you’re done with this one if you want more insight into the office/alcohol dynamic.

Another quirk of alcohol and work culture in Norway is the “wine lottery” – I have never encountered this personally but have heard of it on several occasions.

Essentially, it’s a raffle where the prize is a bottle of wine. The money usually just goes to buy more wine, but can also serve to finance other social activities.

The reason it feels worth mentioning is because of how it clashes with the country’s rules and regulations about alcohol.

Even weirder is that ąˇ´Ç°ůˇÉ˛š˛â’s otherwise strict alcohol laws seem to have a loophole especially written in to allow workplace wine lotteries. Disclaimer: Just my interpretation, I’m no lawyer!

Working in Norway: boss-employee dynamic

Another disclaimer: I will now make generalisations based on my personal experiences in Canada and in Norway. This is not scientific. Your own experience may vary.

In previous jobs in Canada (I won’t be any more specific lest old ghosts come back to haunt me) there was sometimes animosity, or even hostility, between management and staff. It was almost as if we were on completely different teams, with completely different objectives.

I’m not saying that’s the case at every workplace in Canada. The company I worked for struggled with chronic downsizing at the time and that’s never good for morale.

My point is that I have never encountered anything coming close to this kind of negativity in any of the multiple jobs I’ve held in Norway.

Employers and employees in Norway are largely on the same team, and while disagreements do occur, everyone seems just so… reasonable about it.

Flat Hierarchy of the Norwegian Workplace

If I were to guess, I would say that at least part of the reason why relations between management and staff can seem so harmonious is the flat hierarchical structure of Norwegian offices. 

What this means is that compared to workplaces in the US, the UK, or indeed Canada, there are relatively few levels of authority and management between the top leadership and the rest of the employees.

This usually means an increased focus on collaboration, open communication, and shared decision-making among employees at different levels.

The positive side of this is that employees can feel they are benefiting from a high level of trust, which empowers them to better help their company’s success. The opposite of that would be an employer who manages, measures, evaluates, dictates.

Norwegian Employee Reviews

Nothing exemplifies this better than the Norwegian term for “employee appraisal”: medarbeidersamtale. Literally translated, it means “co-worker conversation”. The notion of appraisal, evaluation or criticism is completely gone.

And it’s not just the name that’s different, but the thing itself. Again, this is just based on my own personal experience, but while in Canada the talk was entirely focused on my performance and progression, in Norway I’m actively encouraged to give my opinion about how things are going.

Of course, the boss doesn’t have to do what you say during that conversation, but at least it gives you a sense of having some kind of influence into the way things are run.

The medarbeidersamtale experience, to me, seems so far from the “employee appraisal” that translating one term as the other seems wrong.

The Downside of a Flat Heirarchy

But there is a . Sometimes, it can increase complexity. Say you’re working on a big project.

You go to meetings, you get briefed and get a sense of what it is you’re supposed to do. You perform the task to the best of your ability and then present the result to the people who initially gave you the task.

But suddenly, other people come out of the woodwork that were not involved until just now, and they have plenty of opinions about what you did and how they would have done it differently. Because of the flat hierarchy, their opinions are valued as highly as if these people had been involved from the get go.

So suddenly you have to make changes to satisfy these people whose desires you knew nothing about initially. It can be frustrating, and it can even make you wish there was a high-handed manager putting an end to the nonsense.

That being said, on the whole, the flat office hierarchy has many benefits that far outweigh the frustrations it can cause.

Trade Unions in Norway

Trade unions are definitely a thing in Norway. About half of all workers are unionised.

A fair share of my professional life was in QuĂŠbec, where union membership is obligatory if there is a union at your workplace. Now I understand that that’s a particular situation, but ąˇ´Ç°ůˇÉ˛š˛â’s way of doing things could not be more different.

Union membership is optional, even if there is a specific agreement between your employer and a designated union for your position. Not only that, but you can pick pretty much any union you want.

Sometimes people switch jobs and don’t bother switching unions. The general feeling is that as long as you’re unionised, you’re “pulling your weight” when it comes to securing good work conditions and proper compensation – exactly which union you’re backing is just a detail.

People who decide to forego unions entirely might get gently coaxed to join, but in my experience, their choice is largely respected and a non-topic at work.

If you do decide to join a union, bear in mind that some of them support certain political parties, so you may want to investigate that based on your own political preferences, before you decide who to join.

The post Norwegian Office Life: What to Expect in the Workplace appeared first on 51łÔšĎÍř.

Maintaining good working environments is a high priority in Norway. Keywords in the Working Environment Act are “healthy and meaningful”, “full safety” and “dignity and integrity”–which may sound ambitious even to a Norwegian.

But what does the Act actually say about health and safety in the workplace? What happens if you get injured at work? And what do you do if your job doesn’t feel safe or even makes you ill?

If you're new to Norway or just curious after living here a while, read on for answers to these questions.

Full safety

states that everyone shall have “full safety” from any harmful physical and mental influences.

Physical safety

What this involves, depends obviously on what kind of work you do. There are different measures at a building site and an office building. Some branches also have to make sure employees have a valid HSE ID-card (Health, safety, environment).

This is proof that you work for a company that is registered in the mandatory systems. This applies to cleaning services, people who work in car repairs, and at building sites.

Mental safety

Lack of physical safety is usually quite easy to detect and even prove.  When it comes to mental safety; not so easy.

So what does this mean? Needless to say, no one should be afraid of going to work. Nor should you be exposed to workplace bullying, gossiping, improper treatment or discrimination from your boss, colleagues or customers.

A workplace must also have a good climate for expression. This implies that disagreement  is tolerated and even encouraged. And that speaking up has no negative consequences.

A meaningful and healthy working situation

The Working Environment Act states that in addition to feeling safe, your job should also be meaningful and beneficial to your health.

This may sound strange for those who don't like their job or and see it as a sole necessity. But the likelihood is that If work doesn’t feel meaningful, it will sooner or later affect your health negatively.

Safety representative

All companies with ten employees or more, must have an elected safety representative (verneombud).

Their job is to make sure that everyone has a safe working environment and gets proper training in health and environment matters. The safety representative also participates in inspections done by the Labour Inspection Agency.

If you have any issues regarding your working environment, you can talk to the safety representative. They have full confidentiality. They can also participate in meetings to support you, but as a neutral party.

The Norwegian Labour Inspection Agency

You can report health and safety issues directly to The Norwegian Labour Inspection Agency, known as in Norwegian. This also goes for  issues regarding health or safety at other workplaces than your own.

You can directly on the agency’s website, and remain anonymous. More information about what you can report, and when you should use other channels is . When possible, you should report internally first.

Occupational injuries

are personal injuries, illness or death caused by conditions at work. This can also apply to illnesses or disabilities caused by short-term or long-term harmful exposure at the workplace.

If you have an accident at work, it is important to do the proper paperwork. This includes sending a claim form to NAV. It is the employer’s responsibility, but make sure it gets done. If  you end up with a permanent disability, it is important that everything is properly documented and in the system.

Also remember to  keep medical bills or other documentation of other expenses connected to the injury. This is something you should get refunded from NAV.

Employers are also obliged to have injury insurance for all employees (Yrkesskadeforsikring) in a private insurance company.

Information and training

It’s the employer’s responsibility to make sure everyone gets enough information and training necessary to maintain everyone’s health and safety. This also has to be in a language you fully understand.

Penal action

What are the consequences if your employer breaks the law?The mildest reaction is a letter from the Labour Inspection Agency pointing out what is not satisfactory and what has to be improved.

If there is immediate danger to health or safety, the Inspection Agency can demand the business to close until the issue is resolved. The company can also get fined.

And if there is a serious accident or death, the management could personally be held responsible. The punishment is fines and/or up to one year prison. This applies to the person responsible, and also compliances.

Physical activity

And ending on a more positive note: have you wondered why there are so many activities at Norwegian workplaces involving physical activity? For example ski days, “pause-gym” or bike-to work campaigns?

This is because the Working Environment Act, actually says employers are obliged to promote physical activity amongst the employees. But don’t worry, this doesn’t mean you have to participate.

The post Workplace Health and Safety in Norway appeared first on 51łÔšĎÍř.

We have all read stories about whistleblowers in the media. They are brave people who stand up for others and make a difference. And quite often at a high cost. 

But did you know that reporting serious offences in Norway is an obligation vested in law? Because whistleblowing is crucial to keep work environments safe and to prevent unhealthy leadership.

It is also important to our democracy, to prevent fraud and corruption and even to maintain national security.

So how does it work in Norway? And is it safe?

It’s your right and obligation

Firstly, everyone working in Norway has the right to . On the other hand, it is also our duty, meaning you actually have no choice if the matter is serious enough. This also includes temporary employees hired from agencies.

All of this is vested in the Working Environment Act.

What is not whistleblowing?

Not everything is considered whistleblowing. Exceptions are conditions that only apply to your own employment, and that can be solved without a formal process.

For example salary requirements, wanting your own office, or not getting leave of absence. This is usually not considering whistleblowing, unless it for example affects your working environment negatively.

So what are censurable conditions?

This has a very wide range and some examples are:

• Danger to life or health
• Accidents caused by working conditions
• Danger to climate and the environment
• Corruption and fraud
• Abuse of authority 
• Discrimination
• Unsatisfactory working environment
• Bullying

Collect evidence 

If you consider reporting censurable conditions it is smart to collect as much evidence you can. Save letters and e-mails and other documentation. It is not illegal to record conversations, and it could even be used as evidence in court.

Notification systems and procedures

If a company has more than five employees, it is obliged to have procedures for internal notification.

Read more: Workplace Discrimination in Norway

It is also common to have a separate notification channel that you can access from the website. In other cases you have to send an email or a letter. 

What determines if something is whistleblowing?

In short: the content. Neither the format nor the wording should matter. But a smart thing to do is not to leave any room for doubt. And to make it clear that this is a notification.

This is because the employer can misunderstand that it is actually whistleblowing and therefore not initiate the formal notification procedure. And, frankly some also try to get away with dismissing the notification as something less serious than it really is.

So don’t leave room for doubt!

To avoid misunderstandings, a smart thing to do is to include the word “varsel” (in Norwegian) “whistleblowing” or “notification of censurable condition” in the heading. 

Another good idea is to relate your notification to specific examples in the Environment Act. If you think there is workplace bullying taking place, use the word “bullying”.

And if the behaviour leads to a bad working environment, use the examples from the Environment Act directly; “unsatisfactory working environment”. And if this affects other people too, it is important to state that clearly. 

Be precise and credible

It is not very smart to speak from the heart with all caps. Nor to be indirect and with connotations.

Try to describe the matter as precisely as you can and say why you think this is serious. Enclose documentation and let them know if other people can confirm what you are saying. 

To whom can you report?

• The employer, usually someone in the management
• Union or safety representative
• A lawyer
• The Norwegian Labour Inspection Agency
• Other public authority
• The police in cases of criminal offences
• The media

Should you involve the media?

Involving the media should be done with caution. But this can be an option if the matter has public interest. And sometimes media is an option if you already have sent a notification internally without the employer taking responsibility or initiating change. 

Going to the media should be very safe. The Norwegian media has a strict ethical code which includes protection of sources. But remember that they may not end up writing about the story. 

Is it possible to be anonymous?

Yes, you don’t have to give your name. But this may make it harder for the employer to follow up the matter.

What are the employer’s obligations?

The Law states the employer shall ensure that the notification is adequately investigated within a reasonable time. It is fair to say that wording seems rather vague and relative.

It is, however implicit, that the people who handle the notification are impartial. And that all sides of the story should be heard. Some companies also involve someone from outside to investigate in order to get a completely objective evaluation.

Retaliation

Retaliation towards whistleblowers is illegal. And it has recently been reinforced in the Working Environment Act. 

Retaliation is any unfavourable act or punishment against the whistleblower. For example: warnings, suspension or disciplinary action. But also things like social exclusion or discrimination. 

So is it safe? 

I wish I could say yes. Because the majority of employers are fair and serious, and there is a law that gives whistleblowers considerable protection. 

But despite all political intentions, I have talked to many whistleblowers in Norway, who feel they are not taken seriously, that they spoke up with no result or that they have been the target of some sort of retaliation. And almost everybody underestimates the emotional stress it causes. 

There are also means of retaliation that are subtle and hard to prove. For example leaving you without interesting work, or giving you tasks you don’t handle well. When these have plausible explanations on paper, it is very hard to prove. 

On the other hand, it can be as difficult not to speak up. So I wouldn’t discourage it, but be aware that it probably won’t be easy. A good idea is to join forces and send a formal notice together with one or more of your colleagues. 

Who can help you in cases of retaliation?

And if you feel you have been exposed to retaliation, there are people that can help you. 

Union representative

If you are a member of a trade union, they can give assistance, and probably also get legal advice. 

The Anti-Discrimination Tribunal

You can send your case  to the Norwegian They are a neutral party and a free alternative to judicial proceedings in cases of discrimination, harassment and retaliation.

The Norwegian Labour Inspection Authority

They can answer questions about the prohibition against retaliation after notification. And you can also send a notification to them directly.

Special interest groups

In many cases, special interest groups can also be a good source of information, advice and help. Social media could be a good place to talk to other people in the same situation.

The post Whistleblowing in Norway: How to Report Your Employer appeared first on 51łÔšĎÍř.

Everyone experiences illness during a lifetime. And sometimes it isn't possible to work. If you are in a foreign country when this happens, it can be very hard.

The good thing is that sick pay in Norway is generous. But there are also some rules and formalities to keep track of. Here is what you should know about how sick pay works in Norway.

For minor illnesses (a heavy head cold or mild flu, for example) you can self-certify your illness. But if you are going to need more than three consecutive days off, you'll need to obtain a sick note from your doctor.

Self-certification (egenmelding)

You can hand in a self-certification for a limited period. This means you don’t have to see a doctor. Maximum length is three consecutive days four times in a 12-month period. When you have used all the days, you have to get a sick note from a doctor.

It’s not up to you to decide you can’t work

First things first, if you believe you can go to the doctor and say you can’t work and automatically get a sick note, you’re wrong. That’s not the way it works in Norway.

Of course, it’s often obvious you are not able to work at all. But in cases of doubt a good doctor will have a thorough conversation about your ability to work either full-time or part-time. This includes suggestions about what adjustments your employer can make.

For example, if you’re pregnant, you can get more time to rest. If the reason is psychological, you might need your own office for a while or have the opportunity to work from home.

NAV can also assist financially, so the employer won’t carry the cost. For example, to pay for a taxi to and from work. They can also pay for special equipment. The doctor writes such suggestions on the sick note.

The sick note

Some hospitals and clinics use paper sick notes, but most doctors submit them electronically. This means it gets sent to NAV and the employer through the system simultaneously.

You receive a copy, but you actually hand in your sick note after the period is over. This is so you can report if there have been any changes during the period:

• You can work more than the note says. Even when on full sick pay this is encouraged.
• You can also personally cancel the sick leave before the end of the period. This without consulting NAV or your doctor.
• If you have vacation or other leave, you also report this.

When you are not able to work the scheduled hours, you have to ask your doctor to change the sick note.

Partial sick-note (gradert sykemelding)

When you are able to work part-time, the doctor will write a partial sick-note. Which is very common in Norway. If you can work 20%, this is better than nothing. You can discuss working hours with your boss. Depending on what kind of work you do, this is usually quite flexible.

Who will know your diagnosis?

NAV gets all the information from your doctor, including your diagnosis. This information is not sent to the employer. You are not obliged to share this information with your boss or anyone at work.

Questions from your boss should be like “what do you need from me now?”, “can I do something that will make you able to work more?”, or “do you receive treatment?”.

You are of course welcome to share whatever you want. But if they try to push you, they are overstepping the line. Even if it seems strange to talk about all of this, without them knowing what’s wrong with you.

And under no circumstance can your boss share information about your condition to others, without your consent. Believe me it happens a lot. Some people don't seem to understand that health and illness for many people is something very personal. And that this is also dependent on cultural background.

Sick pay and vacation

When you use vacation days, you are not technically considered sick and not entitled to sick pay. However, the period of time (one year in total) you can receive sick pay, will be prolonged.

If you are too ill to take vacation, you can usually postpone the vacation days. This also goes if you get sick during a vacation.

It’s not possible to take vacation part time. If you for example are on 60% sick pay, you use five vacation days a week, and not two.

Sick pay while on holiday or travelling

This applies to when you want to go travelling while receiving sick pay. And not if you are on holiday using vacation days.

You might have heard about the “NAV-scandal”, where around 80 people were wrongfully punished for fraud. In addition hundreds of people had to pay back the sick pay they had received. This was because they hadn’t informed NAV they were going abroad.

However, NAV didn’t take into account the EU/EEA-law, and this went on for years. Some even went to jail.

Anyway, applicable employment law and information is improved and up to date. But if in doubt, it’s important you check with NAV what rules apply to you.

When you consider going travelling while on sick pay:

1. Ask your employer if the trip will prevent any activities at work.
2. Check that the travel will not interfere with activities initiated by NAV.
3. Ask your doctor if the trip will worsen your health or delay treatment.

Citizens of EU/EEA countries

• When travelling within the EEA, you can keep the sick pay without applying. You can travel for four weeks during a 12 month period.
• If you travel outside the EEA, you are not usually entitled to sick pay. You can, however, apply in advance, because NAV makes some exceptions.

Citizens of countries outside the EU/EEA

• You must check if you can keep your sick pay when traveling outside the Nordic countries (Norway, Denmark, Sweden, Finland and Iceland).

Who is covered by sick pay?

All of this has to apply to you:

• You were working at least four weeks before you got ill.
• You are a If you're an employee in Norway, you are a member.
• Your income must be at least half of (G), which is presently NOK 55 739.

Who pays for sick pay?

If you are an employee, you receive your normal salary, and the employer gets reimbursed by NAV. The employer pays out of pocket for the first 16 calendar days.

Freelancer, self-employed or business owner

Freelancers get 100% pay and self-employed people 70% coverage. You receive money directly from NAV, but have to cover the first three days yourself.

Remember to invoice regularly, because how much you get paid is based on an average of the last three month’s income.

You run your own corporation

If you run an corporation (AS), are not considered self-employed but an employee of the company, you are entitled to 100% sick pay.

This means you should pay yourself a regular monthly salary at all times. This is because this affects how much you get paid from your own company, and then later reimbursed from NAV.

Follow-up plan and regular meetings

When you are sick in Norway, there is a system set in place, and there are some mandatory activities. This may seem scary when you are sick and vulnerable. And especially if you don’t get along with your boss, or the reason you are sick is because of your work environment.

But remember, everyone (employer, doctor and NAV) should be working towards the same goal. Which is to get you back to work.

You can also  bring people to support you in meetings. Like a union representative, occupational health services (bedriftshelsetjeneste) or safety representative (verneombud). Your doctor can also participate, and this may also be initiated by your employer or NAV.

Follow-up plan

The follow-up plan is a document you write together with your boss. It is in order to keep track of and document things like adjustments and need for special equipment.

Sometimes it is not necessary to write a follow-up plan. For example when there is a certain recovery time, and you know when you will return to work. Or when the illness is so serious it is impossible to work.

The follow-up plan must be sent to the doctor when you have been on sick pay for four weeks. This is the employer’s responsibility.

Scheduled meetings

• Before 7 weeks: meeting between you and your boss. If you are partially ill, a meeting may not be necessary.
• Within 6 months: meeting at NAV (your employer participates)
• All parties (you, employer and doctor), can ask NAV to arrange a new meeting before 12 months of sick pay.

How long can you be on sick pay?

Maximum length of sick pay is one year. If you take vacation days, the period will be postponed accordingly.

If you get back to work, and then back on sick pay, the periods will add up. In order for the one-year period to start again you must have been working for six months consecutively. This is regardless if you are on sick leave full time or part time.

Possible disability

At around 39 weeks of sick pay, you will receive a letter from NAV where you get information that the sick pay will stop in around three. They will also inform you what to do in order to apply for a work assessment allowance.

It is important to apply in advance, even though you are not sure if you will go back to work in time.You can, whenever you want, withdraw the application.

Sometimes the solution is to get other work, and NAV can help you change jobs. Don’t hesitate to contact them, they are there to help you.

Disability – Work assessment allowance (AAP)

is a temporary solution, where it is not certain when it is uncertain you will be able to go back to work. This is also a period to, if possible, participate in work-related activities initiated by NAV.

You do not need to be receiving sickness benefits in order to apply for AAP.

Who is entitled to allowance?

All of this has to apply:

• Your ability to work must be impaired by at least 50 per cent.
• You need treatment to improve your ability to work or help from NAV to retain or find work.
• As a rule, you must have been a member of the National Insurance Scheme for at least 5 years.

How much do you get paid?

Being on work assessment allowance implies a significant loss of income; you receive 66% of what you made the year previously. The maximum is 6G per year, which is at present NOK 441,449.

How long can you get AAP?

You can receive AAP for up to 3 years.

Questions?

Do you have questions? We cannot help with personal queries. has some good information about sick pay and sick benefits in English, and should be your next port of call with any questions.

The post How Sick Pay Works in Norway appeared first on 51łÔšĎÍř.

Losing your job in any country is a stressful experience. When it’s not your home country, those feelings can multiply. The good news is that ąˇ´Ç°ůˇÉ˛š˛â’s unemployment benefits are among the best in the world.

If you lose your job in Norway, you are most likely entitled to unemployment benefits, with Government help to get a new job. But how much do you get paid and what if you leave voluntarily?

Here are the answers to those and many more of your most common questions about unemployment in Norway.

How unemployment works in Norway

First things first, make sure you understand the rules and regulations relating to employment law in Norway. These are very specific especially about why and when you can be dismissed.

The unemployment benefit process is managed by the Norwegian Labour and Welfare Administration (NAV). Wherever you live in Norway, there will be a NAV office near you.

How to register as unemployed in Norway

In order to receive unemployment benefits, you have to register with NAV as a . Once this is done you can apply for .

Don’t wait to register. You should register at least a week before you leave your job, although it should be possible to backdate your application.

What documentation does NAV need?

As part of your application, you will need to supply NAV with documentation that details very specific information, as follows:

• Duration of your contract and how much you worked (%/hours).
• Period of notice (specified in contract).
• Date you handed in your resignation or got fired.
• The reason you quit or lost your job.
• You can ask your employer to document all of the above by filling out this .

At present, you can expect the waiting time for new applications to take about five weeks. However, that waiting time does change. You can find out the approximate waiting time .

Meldekort: employment status card

Once you are registered as a job seeker, you’ll be required to update NAV on your personal situation. You do this by submitting an employment status card known as a meldekort.

This confirms your activities related to any work you have done, sickness absence, vacation, and any other activities such as workshops, training or education.

You are required to submit the employment status card every 14 days. Don’t forget. If you do, NAV will eventually stop your benefits.

Your NAV advisor

When you become unemployed and register as a job seeker, NAV will assess how much help you need and give you a personal advisor.

This is someone that can help you set future goals, give help and guidance when applying for work, and suggest activities such as courses that may help in your job search.

Expectations as a job seeker

After you register as a job seeker with NAV, you are expected to make an effort to look for work yourself and to actively apply for vacant positions. NAV may ask you for documentation relevant to this.

You have to accept job offers from NAV

If you do not accept a job offer, you may lose your unemployment benefit. This applies to any job in Norway, regardless of your field of expertise or where you live. There are some exceptions to this regarding health, age and for parents with sole custody of children. 

It is unlikely NAV will offer you a job in a totally different part of the country, but it could happen. The chances of this increase if unemployment rates in general are high.

For this reason alone, it’s very important you make an effort to find a job in Norway that suits you, before you are forced to take one.

You must show up

When NAV schedules meetings, you have to attend unless you have a documented medical reason. You must also participate in training programs and courses when NAV feels this is beneficial to your future job possibilities.

If you don’t do this, you run the risk of losing your unemployment benefits.

Inform NAV about changes in your situation

Remember to inform NAV if there are any changes in your situation. For example a new address, you have started education, or received a job offer. It is also important to inform NAV if you are going on vacation abroad.

Unemployment benefit explained

If you are eligible for unemployment benefit, NAV pays it out twice a month. You receive the money between 1 to 3 days after you submit your employment status card.

Who is entitled to unemployment benefit?

In short, if you were legally working in Norway and you lose your job, you will be entitled to benefits.

You must have lost your job, been laid off, or had a temporary contract expire. If part-time, the position must have been at least a 50% position. In addition, the job must have met the salary requirements.

In order to receive benefits, your salary must have been 1.5G (at present NOK 167,216) during the last 12 months or 3G (at present NOK 334,431) over the past 36 months. This does include parental benefits and sick benefits, but does not include self-employment income. More on this later.

If you’re wondering what G is, it’s simply a reference amount that the Norwegian government uses to help with tax and benefit calculations. It is adjusted every May.

How much is unemployment benefit?

If you meet the criteria, you receive approximately 62% of your annual salary, before tax. In order to be fairer to those with a variable income, NAV will assess your salary over the previous three years.

However, there is a cap to the benefit. The benefit is calculated on your salary but only up to 6G, which is at present NOK 668,862 per year. This means the annual unemployment benefit is capped at NOK 417,370. There are additional benefits if you are providing for children.

In most cases, the benefits apply almost immediately. Only the first three days of your unemployment period are not covered.

It’s important to understand that unemployment benefits count as taxable income. This means you will have to pay income tax on the amount you receive as if it were salary.

Can I get an advance on unemployment benefits?

It’s not possible to apply for an advance in benefits at present. This is due to the relatively short processing time of applications. However, this can change if the waiting period changes.

How long does unemployment benefit last?

Norway does not pay unemployment benefits forever. If your previous salary was higher than 2G (at present NOK 222,954) then you will only receive benefits for two years. If you salary was less, it will be limited to just one year.

However, after this period there is still help available. If you are not able to support yourself and your family, you can apply .

Can I work while getting unemployment benefit?

• Short answer is yes. It is also encouraged. 
• NAV will then reduce the benefits accordingly
• However if you work more than 50% for six weeks or more, NAV will stop the benefits.

Sickness while unemployed

If you fall ill while unemployed, you won’t receive unemployment benefits. You can, however, apply for sickness benefits and the amount you get paid is the same. In these circumstances, you have to get a doctor’s note immediately.

If you are not fully incapable of working (for example, if the doctor grants you a 50% sick note), you will get a combination of unemployment and sickness benefits.

However, be wary of getting a sick note covering the majority but not all of your time. This can result in a reduction in income, because you are not entitled to unemployment benefit for the non-sick portion of your time.

If you feel this doesn’t make sense, you’re not wrong, because it encourages people to get 100% sick notes if they are ill, rather than spend any time looking for work.

Other questions about unemployment benefit

Keep reading for answers to more common questions relating to unemployment benefit in Norway.

What if you were to blame for losing your job?

If NAV decides that you were at fault for losing your job, you will not qualify for unemployment benefits until 18 weeks after your last day at work. You should still register as a job seeker right away.

The same applies if you left your job voluntarily, with some exceptions. If NAV accepts that you had a reasonable reason to quit, you will receive benefits as normal.

A reasonable reason is, for example, an unhealthy work environment or that you were bullied and had no choice but to leave.

What if my employer went bankrupt?

If your employer has been declared bankrupt, you may be entitled to from NAV. This is to ensure you get paid for outstanding wages and vacation pay when the employer lacks funds.

NAV’s wage guarantee scheme comes in addition to unemployment benefits. The application must be submitted by the estate administrator.

You are not entitled to the wage guarantee scheme if you are self-employed or if you own more than 20% of the shares in the company, in most cases.

What if I’m self-employed or run a company?

Income from self-employment does not entitle you to unemployment benefits, unless you have had a salary as an employee the last three years that meets the income requirements. Freelancers (those who work on short-term contracts) may be entitled to benefits.

If you run your own limited company (AS), you are not considered self-employed. As an employee of the company, you will receive benefits if you meet the criteria for unemployment benefit.

Because of this, it’s very important to pay yourself a regular salary when running a small limited company. It doesn’t just affect unemployment benefits, but other benefits including parental leave and sickness benefits.

However, if you are the only employee in your own limited company (AS) and lay yourself off by more than 80%, you are not entitled to unemployment benefits.

Can I start a business or study while unemployed?

If you want to startup your own business, you can still receive unemployment benefit while the income from the business is not yet high enough to make a living from. This is given for a maximum of 12 months and you must submit a .

The same applies if you want to study while receiving unemployment benefits.

Rules for frontier workers

Frontier workers are not entitled to unemployment benefits from Norway. Frontier workers are EEA citizens whose residence is in a country other than Norway and they return to that country at least once a week.

What happens if I don’t qualify for unemployment benefit?

Unemployment benefit is designed as a salary replacement benefit for a limited time while someone is looking for work. However, if you are long-term unemployed or don’t meet the criteria for unemployment benefit for other reasons, there is still help available.

If you are not able to support yourself and your family, you can apply .

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