Managing employee leave and vacation entitlements is a crucial aspect of compliance and employee satisfaction when operating in Norway. The country has robust legal frameworks governing various types of leave, ensuring employees have time off for rest, illness, family responsibilities, and other significant life events. Understanding these regulations is essential for employers to ensure they meet their obligations and manage their workforce effectively.
Norwegian leave policies are primarily governed by the Working Environment Act, which sets minimum standards for vacation, sick leave, and other types of absence. While collective agreements may offer more generous terms, the statutory requirements provide a baseline that all employers must adhere to. This includes specific rules around entitlement, timing, payment, and documentation for different leave types.
Annual Vacation Leave
In Norway, employees are legally entitled to a minimum of 25 working days of vacation per year. Working days include all calendar days except Sundays and public holidays. This means the minimum entitlement is equivalent to four weeks and one day. Employees over the age of 60 are entitled to an additional week of vacation, totaling 31 working days.
Vacation pay is calculated based on the employee's earnings from the previous calendar year. The statutory minimum vacation pay rate is 10.2% of the employee's gross salary earned during the qualifying year (the previous calendar year). For employees over 60, the rate is 12.5%. Vacation pay is typically paid out when the vacation is taken, or in June before the main vacation period.
Employers are generally required to ensure employees take their full vacation entitlement. Employees have the right to take three weeks of their main vacation entitlement consecutively during the main vacation period (June 1 to September 30), unless otherwise agreed.
Public Holidays
Norway observes several public holidays throughout the year. Employees are generally entitled to time off on these days. If a public holiday falls on a weekend, there is typically no substitute day off, unless specified by a collective agreement.
Here are the main public holidays observed in Norway in 2025:
| Date | Holiday |
|---|---|
| January 1 | New Year's Day |
| April 17 | Maundy Thursday |
| April 18 | Good Friday |
| April 20 | Easter Sunday |
| April 21 | Easter Monday |
| May 1 | Labour Day |
| May 8 | Liberation Day |
| May 17 | Constitution Day |
| May 29 | Ascension Day |
| June 8 | Whit Sunday |
| June 9 | Whit Monday |
| December 25 | Christmas Day |
| December 26 | Boxing Day (St. Stephen's Day) |
Note that May 8th is a public holiday but not a public holiday with pay according to the Working Environment Act, although many collective agreements grant it as a paid holiday.
Sick Leave Policies and Pay
Employees in Norway are entitled to sick leave when they are unable to work due to illness or injury. The system involves both employer and the Norwegian Labour and Welfare Administration (NAV).
- Self-Certification: Employees can self-certify absence for up to three calendar days at a time, a maximum of four times within a 12-month period.
- Doctor's Certificate: For absences longer than three days, or after using the maximum self-certifications, a doctor's certificate is required.
Employers are responsible for paying sick pay for the first 16 calendar days of an employee's absence (the employer period). The sick pay during this period is 100% of the employee's normal salary, up to a certain limit (currently 6 times the National Insurance Scheme base amount, G).
After the employer period (from day 17 onwards), NAV takes over the responsibility for paying sick benefits. The benefit rate from NAV is also 100% of the employee's income, capped at 6G. The total duration for receiving sick benefits from NAV is generally up to 52 weeks.
| Period of Absence | Payer | Rate of Pay | Notes |
|---|---|---|---|
| Days 1-16 | Employer | 100% | Up to 6G annual income |
| Days 17-365 | NAV | 100% | Up to 6G annual income, total 52 weeks |
Employees must notify their employer of their absence due to illness as soon as possible.
Parental Leave
Norway offers generous parental leave provisions, allowing parents to take time off in connection with childbirth or adoption. The leave period and benefits are shared between the parents and administered by NAV.
The total period for parental benefits is either 49 weeks at 100% coverage or 59 weeks at 80% coverage. This total period includes a mandatory period for the mother, a quota for the father/co-mother, and a shared period.
- Mother's Quota: 3 weeks before the due date (mandatory) + 6 weeks after birth (mandatory).
- Father's/Co-mother's Quota: 15 weeks (at 100% coverage) or 19 weeks (at 80% coverage). This quota is reserved for the father/co-mother and is lost if not used.
- Shared Period: The remaining weeks after deducting the mother's and father's/co-mother's quotas. This period can be shared between the parents.
Parents can choose to take leave concurrently or consecutively. There are also options for taking partial leave (e.g., 50% leave while working 50%). Parental benefits are calculated based on the parents' income, up to a maximum of 6G.
In case of adoption, similar rules apply regarding the total leave period and quotas, starting from the date the child is taken into care.
Other Leave Types
Beyond the main categories, Norwegian law and common practice recognize other types of leave:
- Care Leave: Employees are entitled to leave to care for a sick child or other close family members. The duration and conditions depend on the situation and the age of the child.
- Bereavement Leave: While not explicitly regulated by the Working Environment Act, collective agreements and company policies often grant paid leave in the event of the death of a close family member.
- Study Leave: Employees with at least three years of employment and two years with the current employer may be entitled to unpaid leave for education, provided the education is relevant to both the employee's and the employer's needs. The duration is typically up to three years.
- Military Service/Civilian Service: Employees are entitled to leave for compulsory military or civilian service.
- Leave for Public Duties: Employees may be entitled to leave to perform public duties, such as serving on a jury or as an elected representative.
Specific entitlements and conditions for these leave types can vary based on collective agreements and individual employment contracts.
