Aslak Bodahl

foreignworkers@lomedia.no

This kind of agreement needs to be made in every work relation between the employer and each individual employee. The Working Environment Act specifies this as one of its requirements.

This applies to all types of employment – irrespective of whether the position is permanent or temporary.

The employer is responsible for ensuring that you have a contract of employment.

Don’t delay!

When you receive a job offer, you should immediately sign an employment contract. This helps to avoid any misunderstandings between you and your employer.

If disagreement does arise, you as an employee have the right to receive help from someone like a union representative. This applies both when you first create the employment contract and if you need to change it later

New requirements regulating what a contract of employment must contain went into effect on July 1, 2024.

The new regulations are intended to make the employment relationship more transparent and predictable for the employee.

Before and after 1 July

All contract of employment must contain:

• The name of the employer and the employee’s place of work

• A description of the work that you have been hired to perform

• When you start work, your hours of work and periods of work

• The right to holidays and holiday pay

• Pay and remuneration

• Termination

• Collective agreements, were applicable

All new employment contracts must include the following additional information starting on July 1, 2024:

• Place of work: where you will be working

If the place of work is not a permanent location, the contract must state that the employee will work at different sites or can choose a place of work her/himself.

• Probationary period

During the early phase of your employment, known as the probationary period, the notice time for quitting or being let go is typically shorter.

The probationary period exists to allow you to determine whether this position is right for you. It also helps your employer determine whether you are a good fit for the job. During and after your probationary period, you will be paid the same and have the same rights as other employees.

The length of the probationary period must be stated in the employment contract. The probationary period can last for a maximum of six months.

If you are employed in a temporary position, the length of the probationary period must be no more than half of the full period of employment.

• Holidays and holiday pay

Your employment contract must state how many weeks of holiday you get each year and how much holiday pay you will receive.

Find out more about holiday pay here: When will I receive my holiday pay? Here are 10 questions and answers

The contract must also mention if you get other paid time off, like leave of absence or time to exercise during work hours.

• Termination

The employment contract must state what you need to do in order to resign from the position and how much notice needs to be given.

• Pay

The employment contract must state how much your pay is.

The contract must also include any supplemental payments to which you are entitled. These include evening and night time work supplements, as well as contributions to a pension fund.

• Working hours

The contract must state what your working hours are. The contract must also state if there are any variations in your daily or weekly working hours.

• Changes to your shifts and overtime

The contract must state the types of arrangements that the workplace has for changing shifts and overtime.

For example, how much you will receive for working overtime.

Find out more about overtime here: When do I have the right to overtime pay?

• The identity of the hirer

If an employment agency hires an employee out to another company, the company must be disclosed.

• Right to competence development, where applicable

The contract must state whether the employee has a right to courses or training/education.

• Social benefits paid for by the employer

This could include, for example, employer-provided pension and insurance plans.

Tightening up of the time limit

One of the changes that went into effect on July 1 is a time limit for when the written employment contract must be in place.

The contract must now be put in place no later than seven days after your first day of work. Previously the time limit was one month.

The new rule applies if your employment situation lasts for more than one month.

Applies to new employment contracts

Contracts made after July 1, 2024, must follow the new rules. Existing agreements before this date do not need to be changed. 

If you wish to incorporate new information in your contract, your employer must update it. The employer has two months to meet this requirement.

Translated by Robert Lovering 

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