Hiring in Norway isn’t like hiring in your home country. You’re dealing with a whole different set of rules—from mandatory vacation days that would make Americans jealous to payroll deadlines that don’t budge. And that’s before you even get to the unwritten cultural codes that can make or break your relationship with Norwegian talent.
What you’ll need to wrap your arms around is a hiring process built on trust and transparency where cutting corners isn’t just frowned upon—it’s basically impossible. This guide breaks down exactly what you need to know, so you can build your Norwegian team without the surprises, fines, or awkward cultural missteps.
Understanding legal hiring requirements in Norway
Before you can onboard anyone, you’ll need to follow Norway’s hiring rules. They’re clear, but thorough, and missing a step can hold up your entire hiring plan.
Here’s what you’ll typically need:
- Register with the Norwegian Labor and Welfare Administration (NAV) and the Central Coordinating Register for Legal Entities.
- Get a D-number or national ID for your company or representative in Norway.
- Register your new employees with the Norwegian Tax Administration.
- Set up the required pension and insurance schemes.
- Provide a written employment contract that follows Norwegian labor law.
Employment contracts in Norway aren’t optional. They need to include the essentials: job title, start date, working hours, pay, and terms of notice. According to the Norwegian Working Environment Act, you have one month from the start date to deliver a signed contract—but most employers handle it before day one.
Hiring someone from outside Norway? EU/EEA citizens can work in Norway with minimal red tape, but they still need to register with the police if staying longer than three months. For non-EU/EEA workers, you’ll need to apply for a Skilled Worker Permit before they can legally begin.
Norwegian law also offers strong protections for employees. That includes rules around termination, sick leave, and probation periods. Staying compliant isn’t just about avoiding penalties; it’s about building trust with your team from day one.
How to pay employees in Norway
Once you’ve hired your team, properly paying them is just as important. Norway has a unique payroll setup that blends taxes, social contributions, and mandatory benefits.
You’ve got three main options:
- Open a Norwegian business bank account. This is required if you plan to run payroll directly. Just note: Norwegian banks have strict KYC rules, and opening an account can take time.
- Use a local payroll provider. They’ll handle pay slips, withholdings, and local filings.
- Work with an Employer of Record in Norway. They’ll hire employees on your behalf and manage everything payroll-related. You focus on growing, they handle compliance.
Employers in Norway must withhold income tax (called “forskuddstrekk”) and pay it to the tax authorities. You’ll also contribute to National Insurance, which helps cover benefits like healthcare and parental leave. Contribution rates range up to 14.1%, depending on the region.
Norway also has a distinctive twist on pay: holiday money (feriepenger) is required. You withhold a portion of each paycheck (usually 10.2% or 12%) and pay it out in June as a lump sum. It’s how most Norwegians fund their summer vacations, and your employees will expect it.
Key cultural and market considerations
Hiring in Norway isn’t just about following the rules. It’s about understanding how people work, what they expect from employers, and what matters to them day to day.
- Norwegians value work-life balance. Most employees work around 37.5 hours per week, and overtime isn’t the norm.
- Salary discussions are usually fact-based. Many candidates use Statistics Norway to benchmark offers.
- Norwegian is widely spoken in the workplace, but English is common in tech, finance, and global-facing roles.
- Remote work is the norm here. If your company offers it, you’re already aligned with local expectations.
When in doubt, lead with transparency. Norwegians appreciate directness, fairness, and clear expectations.
Hiring solutions for non-Norwegian companies
You don’t need to open a local office to start hiring in Norway—but you do need a strategy.
An Employer of Record (EOR) is one of the fastest, most flexible ways to start building your team. They act as the legal employer on paper, while you handle the day-to-day work. It’s a simple way to stay compliant without creating a Norwegian entity.
Of course, if you’re planning long-term operations, setting up your own local entity might make sense. Just know it takes time and a deep understanding of Norwegian tax and employment law.
And while hiring contractors can seem like a shortcut, it’s risky. Norway takes employee misclassification seriously, and penalties can be steep. When in doubt, get legal advice or lean on a local partner.
Tips and resources for a successful hiring process
There’s no one-size-fits-all for hiring in Norway—but there are smarter ways to do it.
If you’re managing the process yourself, bookmark the Norwegian Labor Inspection Authority and the Tax Administration for employers. They’re your go-to sources for checklists, deadlines, and registration steps.
Want to skip the paperwork? That’s where an EOR steps in.
An EOR is a third-party service that hires employees on your behalf.
They:
- Hire the employee legally under Norwegian labor law
- Handle payroll, benefits, and feriepenger calculations
- Manage taxes, reporting, and compliance
You still direct the work and manage your team—they just make sure you’re doing it legally. Think of them as your in-country HR and payroll partner.
If you want to hire quickly, avoid compliance pitfalls, or test the market without a full entity setup, an EOR is your shortcut.
Hiring in Norway starts with clarity
Hiring internationally doesn’t have to mean navigating red tape alone. Norway has one of the most efficient labor systems in Europe, but only if you understand how it works.
Set yourself up with the right structure, the right partners, and the right tools. Your future team in Oslo, Bergen, or Trondheim will thank you.
For a broader view on expansion strategy, check out our global hiring guide.
For more detailed guidance, the official labor portal has practical resources worth reviewing.
How Pebl can help
You want to hire in Norway, not become an expert in Norwegian labor law. That’s where we come in.
With Pebl’s employer of record in Norway, you can onboard that brilliant developer in Oslo next week—not next quarter. We handle the payroll calculations, tax filings, compliant contracts, and all those workplace regulations you just read about. From understanding works councils to calculating feriepenger correctly, we’ve already done the homework.
We make hiring as simple in Bergen as it is in Boston. Actually, simpler—because we’re handling the complex stuff behind the scenes in 185+ countries. So while we’re making sure your Norwegian team gets their 37.5-hour work weeks and proper holiday pay, you’re free to focus on what actually matters: growing your business.
Ready to build your Norwegian team without the regulatory headaches? Let’s talk.
This information does not, and is not intended to, constitute legal or tax advice and is for general informational purposes only. The intent of this document is solely to provide general and preliminary information for private use. Do not rely on it as an alternative to legal, financial, taxation, or accountancy advice from an appropriately qualified professional. The content in this guide is provided “as is,” and no representations are made that the content is error-free.
© 2025 Pebl, LLC. All rights reserved.
Topic:
Country Guides
