Work permits and visas in Norway

Norway’s strong economy, high living standards, and world-renowned quality of life make it an attractive destination for global talent. However, employers must carefully navigate Norway’s immigration requirements.

Every foreign national (non-EU/EEA/Swiss) working in Norway needs a valid work visa or residence permit. Failure to ensure compliance can lead to hefty fines or legal penalties: for example, a non-EU visitor working on a tourist visa risks fines or even deportation.

In short, while Norway’s spectacular fjords and opportunity-filled labor market draw many international candidates, employers must handle the visa process diligently. By understanding Norwegian rules and planning ahead, you can smoothly hire or relocate foreign staff.

This guide explains who needs a permit, which visa types apply, and what steps and responsibilities employers must follow. We also outline common hurdles and best practices for relocating and onboarding new international employees in Norway.

Who Needs a Visa or Work Permit in Norway?

Norway is part of the EEA and Schengen Area, so its rules distinguish between EEA (including Switzerland and the Nordic countries) and other nationals. EU/EEA/Swiss citizens benefit from free movement: they may enter Norway and work without a visa.

EU/EEA/Swiss nationals have the right to stay up to three months on entry, and if they take up employment or self-employment, they may reside longer without a formal residence permit. In practice, EU/EEA/Swiss workers should register with the local police or Directorate of Immigration (UDI) if staying over 90 days, but they do not need a traditional work visa.

By contrast, non-EU (third-country) nationals must obtain a Norwegian residence permit for work in almost all cases. In general, any non-EEA/Swiss individual intending to live and perform any work in Norway needs the appropriate permit.

Short-term or informal work is generally not permitted on a tourist or business visa. (There are narrow exceptions for very short visits: some business travellers, journalists, medical inspectors, and other specialist visitors can do certain work activities for up to 90 days without a permit, but these exceptions do not cover ordinary employment.)

In practice, if your hire is not an EEA/Swiss citizen and will be working more than a few days, you will need to secure a work/residence permit before they start work.

Whether it’s a permanent position or a long-term contract, treat any assignment beyond a few weeks as requiring a permit. Always perform a right-to-work check: ask the candidate for evidence of any Norwegian or EU/EEA residence rights or permits.

You can verify a foreign national’s right to work by inspecting their Norwegian residence card; the card will state the permit type and validity. Employers have a legal responsibility to ensure foreign hires have valid permission to work.

Overview of Norwegian Work Visa Types

Norway offers several work-related residence permits (often called “visas” in practice) designed for different situations. The main categories relevant to employers include:

Skilled Worker Residence Permit

This is the primary route for recruiting foreign professionals. It applies when a non-EU/EEA national has formal vocational training or higher education and a concrete job offer in Norway.

Qualified examples are engineers, nurses, IT specialists, and other professionals. Norway even operates an annual quota (currently ~5,000 per year) for skilled-worker permits.

Skilled permits are issued for up to 3 years (with renewal and a path to permanent residency).

Specialist and Researcher Permits

Researchers and specialists are generally handled under the Skilled Worker rules. A foreign researcher with a Norwegian employer applies for a skilled-worker permit just like other professionals.

(If a researcher is coming independently on their own funding, a special “researcher with own funds” permit exists, but that category is rare for employer-sponsored hires.) Medical and other specialist professionals likewise use the skilled-worker category, provided they meet Norway’s qualification and licensing requirements for their profession.

Seasonal Worker Permits

For short-term, seasonal roles (notably in agriculture, tourism, or fisheries), Norway allows a seasonal worker permit. These permits cover temporary jobs up to 6 months in any 12-month period.

For example, a hotel or farm might bring in external workers during the busy summer season under this scheme. Seasonal permits are strictly limited in duration and do not lead to permanent residence.

Employers who use seasonal permits must clearly demonstrate that the work is indeed seasonal or temporary (e.g., by showing evidence of peak demand) and ensure the worker returns home when the permit expires.

Job Seeker Permit

Unlike some countries, Norway generally requires a job offer before entry. However, there is a narrow “job seeker” route. In special cases, a skilled person (often an international graduate or researcher already in Norway) may be granted a short-term job-seeker permit for up to one year.

For example, a foreign student who just finished a Norwegian degree or research program can apply to extend their stay as a job seeker if they haven’t found a job yet. This permit is limited: the applicant must meet certain qualifications (e.g., having just completed education or research in Norway) and demonstrate sufficient funds to live on.

If the job seeker later secures employment, they can transition to a skilled-worker permit. In short, job-seeker permits are exceptions, not the norm; most hires will need a valid job offer before the employee comes to Norway.

ICT (Intra-Company Transfer) Permit

Multinationals sending existing employees from abroad to work in a Norwegian branch or subsidiary can use the ICT permit. This is for employees already working for the company overseas, temporarily posted to Norway (often managers, specialists, or trainees).

The ICT rules require the employee to have been employed by the foreign company (typically at least 6 months) and to continue that employment while in Norway. The position in Norway must require similar qualifications to a skilled worker, and transfers can last up to 6 years.

Note that ICT permit-holders generally cannot switch to a different type of permit without leaving Norway first.

Startup/Entrepreneur (Self-Employed) Permit

Norway offers a permit for entrepreneurs who start a business in Norway. This is often informally called a “startup visa,” though in practice it’s a self-employment permit.

The applicant must actively establish and run their own small business (typically a sole proprietorship, not a limited company) and have vocational or higher qualifications. Crucially, the business must be viable: it should generate a profit (at least NOK 325,400 per year pre-tax) and be primarily the applicant’s own venture.

The entrepreneur must be a skilled-level worker in the business. If these conditions are met, Norway can grant a one-year permit (renewable, with the prospect of permanent residence after 3 years).

A variant permit exists for a self-employed contractor from abroad who has a contract with a Norwegian company. That route requires similar qualifications and an employment contract with a Norwegian client.

Family Immigration Permits (with Work Rights)

When a foreign employee (or an EU/EEA citizen) comes to Norway, family members can often join them under a family reunification permit. Eligible family typically includes a spouse/cohabiting partner and minor children.

Importantly, family-member permits generally allow the holder to work without restriction. For instance, a spouse on a family permit can freely take a job in Norway.

This means if you’re relocating a key employee, their partner can usually apply to come and work as well. Employers often assist by applying for family permits at the same time as the primary employee’s permit.

Eligibility Criteria and Employer Responsibilities for Each Visa Type in Norway

Skilled Worker Permit

To qualify, the employee must have completed formal education or training – typically a relevant college/university degree or at least a 3-year vocational program equivalent to Norwegian secondary vocational training. They must also have a concrete job offer from a Norwegian employer.

The position should match their qualifications and normally pay a salary in line with industry standards or collective agreements. (Norway generally requires that foreign hires receive the same pay and working conditions as Norwegians in similar jobs.)

As the employer, you must present a formal offer of employment. In practice this means filling out UDI’s employment contract form and providing the signed job offer letter to the immigration authorities.

Employers may even submit the application on the worker’s behalf (with written authorization from the employee). Other responsibilities include ensuring the position meets visa criteria: for example, for certain regulated professions (like doctors or teachers), the employee must secure the necessary Norwegian authorizations.

If the permit is granted, the initial term is typically up to 3 years, and the employer should notify UDI of any significant changes to the job (change of duties, salary, or employer) while the permit is valid.

Specialist/Researcher (Skilled Category)

Specialists (e.g., medical doctors, IT specialists) and academic researchers with a Norwegian employer apply under the same Skilled Worker rules above. Research institutions hiring a foreign researcher will usually issue a skilled-worker permit, provided the researcher has a relevant postgraduate degree.

If a researcher is coming independently (with their own funding), there is a separate “researcher with own funds” permit, but this is seldom used by employers. In short, treat specialists/researchers essentially as highly-skilled workers – they must meet the education/training requirement and have a legitimate job or research contract in Norway.

The employer should ensure all qualifications are well documented and that, for regulated roles (e.g., medical or engineering jobs), necessary Norwegian licensing or approval is obtained.

Seasonal Worker Permit

These are for very temporary jobs. The employee needs an offer for a seasonal role (for example, fruit picking, tourism peak season work, or short-term service jobs).

Usually, the worker’s home is clearly outside Norway, and they will return there after the contract. Employers must convincingly document that the need is seasonal or temporary.

The permit can last up to 6 months within a 12-month period. As an employer, you’ll provide the employment contract showing the limited dates and the nature of seasonal demand.

You should also arrange basic compliance (even for these short jobs) – e.g., registering the worker with the tax authorities and providing appropriate wages. Remember, a seasonal permit holder is not on track for permanent residence, and you must avoid keeping them beyond the authorized period.

Job-Seeker Permit

Generally, applicants need a job offer before coming. Norway’s job-seeker permit is an exception mainly for recent graduates or researchers from Norway.

If your candidate has already been studying or researching in Norway on a valid student/research permit, they may (in rare cases) convert to a job-seeker permit upon finishing their program.

To use this route, the individual must have completed an eligible Norwegian degree and apply before the student permit expires. They must also show adequate funds (around NOK 25,839 per month) to live on during the job search.

As an employer, this usually applies if you plan to interview or hire a foreign graduate already in Norway. The transition is handled through UDI: the candidate applies as a job seeker, and once employed, you help them switch to a skilled-worker permit.

ICT Permit (Intra-Company Transfer)

The employee must be already employed by a company abroad and be transferred to a related company (branch, subsidiary, or group affiliate) in Norway. Typically, the foreign company and the Norwegian company must have an inter-company agreement.

The candidate should have been employed by the overseas firm for at least six months and will continue under that employer while posted in Norway. Their role in Norway should leverage their specialized skills or managerial expertise.

An ICT permit can last up to 6 years in total. Employer duties include proving the corporate link and the assignment length. Once the employee is in Norway on an ICT permit, they generally cannot switch to a different permit (like skilled worker) without leaving Norway and reapplying, so plan carefully if a long-term transfer is intended.

Startup/Entrepreneur Permit

The applicant must come with a concrete plan to establish or actively manage a new Norwegian business. This is a very specialized route. The individual needs skilled-worker level qualifications (education or experience) relevant to the business and must personally establish a sole proprietorship or similar.

A key requirement is demonstrating the venture’s viability: the business should generate at least NOK 325,400 in annual profit, and the founder must be actively engaged. If you are an employer contracting someone who qualifies (e.g., a tech startup founder you’re hiring as a developer), they must meet these criteria.

Your role might be limited to confirming the business contract or providing context. Note that unlike the standard employment permits, this visa is tied to the individual running their own business – if that business fails, the permit could be jeopardized.

Family Immigration Permits (with Work Rights)

When a foreign employee relocates, their eligible family can apply to join them. The main relatives are a spouse or cohabiting partner and children under 18.

As an employer, you can facilitate this by submitting all applications together (you may even file the family’s applications on behalf of the worker with written consent). The resulting family permits typically allow work for the dependents.

In Norway, a spouse on a family permit can take any job without needing a separate work visa. This flexibility means that if your candidate’s partner seeks employment, they can often start immediately upon arrival.

Employers should still verify each person’s permit status, but know that family permits are generally broad in work rights.

Step-by-Step Guide to Hiring and Relocating Your Employees in Norway

Plan Ahead and Job Offer

Identify your candidate’s nationality status and which permit they need. Make a formal job offer in writing and complete UDI’s employment contract form.

Check salary levels – you must offer at least the industry norm for that role in Norway.

Prepare Documentation

Collect all required documents before applying. This typically includes the candidate’s passport, diplomas or professional credentials, CV, the signed job offer, and proof of housing or other details.

If the candidate’s documents are not in English or Norwegian, have them officially translated. For skilled-worker permits, also verify that credentials meet Norwegian standards (for certain jobs, NOKUT recognition or authorization is needed).

Submit Permit Application

The application is filed with UDI (usually online) by either the employee or the employer (with employee consent). For a skilled or seasonal worker, the employer can submit on the worker’s behalf.

Pay the required fee. Once submitted, UDI will process the application (processing times vary; see below).

Wait for Approval

UDI will examine qualifications, the job offer, and compliance (e.g., salary, labor needs). For skilled-worker and seasonal applications, employers may need to help supply any additional evidence UDI requests.

Note that during busy periods (especially summer), processing can slow significantly. UDI’s website provides an estimate of current wait times, but budget at least 1–3 months for skilled-worker permits.

Use this time to plan logistics (relocation budget, onboarding, housing search).

Entry Visa and Early Employment (if applicable)

Once UDI approves the permit, the employee may need to obtain an entry visa (if they are from a country that requires a Schengen visa). Often, UDI sends an approval letter that the employee will show at a Norwegian embassy to get a visa to enter.

Only after this should they travel to Norway. Note: As a general rule, employees may not start working until the permit is granted.

In exceptional cases, UDI/Police can grant an “early employment” visa that allows work while the application is pending – but this is uncommon and requires special application to the police.

Arrival and Registration

Upon arrival in Norway, the employee (and any family) must register in person. Non-EU/EEA arrivals should book an appointment at the local police station to get a Norwegian ID/residence card.

This card, valid for the duration of the permit, is proof of the granted residence permit. (EU/EEA citizens instead can use the Registration scheme or simply notify local authorities after 3 months.)

Meanwhile, the employer should assist with practical steps: registering the new hire with the Tax Administration and social security (NAV). The employee will need a Norwegian ID number (fødselsnummer) or D-number for tax purposes.

You should also arrange for the employee to open a Norwegian bank account and secure any health insurance needed until they enter the public system.

Onboarding and Compliance

Once paperwork is in order, proceed with normal onboarding. Provide the employee with a written contract (Norwegian law requires writing out key terms), discuss wage payment schedule, pension enrollment, vacation, etc.

Employers must register the employee with the tax authorities and ensure correct income tax withholding and employer contributions. Remember, Norway’s social security contributions run about 14% of gross wages, covering health, pensions, and other benefits.

Set up payroll compliance (including mandatory occupational pension contributions of 2% on wages up to certain limits) and make the first salary payment. At this stage the employee is fully integrated into your company’s payroll and HR systems.

Throughout this process, maintain good communication. Delays and document requests from immigration are common, so responding quickly to UDI queries is critical.

Consider using checklists (UDI publishes detailed checklists for each permit type) to track requirements. In all steps, ensure accuracy in forms (errors can cause big delays).

Employer Legal Responsibilities and Compliance for Visas in Norway

Hiring foreign staff in Norway entails the same labor laws and payroll rules as hiring any local employee – with added immigration duties. Below are the key obligations:

Verify the Right to Work

Always check the employee’s immigration status before they start work. Ask for the Norwegian residence card or a valid passport/visa.

The card will indicate the permit type and expiry. This is your responsibility as an employer.

Never allow a person to begin work solely on a tourist visa or while waiting for a permit (unless explicit permission is granted).

Labor Market Test (if required)

For some roles, you may need to demonstrate that no equally qualified EU/EEA candidate was available. This typically involves advertising the position widely in Norway (and sometimes EU-wide) before filling it with a third-country national.

While the annual skilled-worker quota (5,000 per year) usually covers companies without a labour market test, smaller businesses or certain industries may still follow a formal recruitment process. Check UDI guidance on labor market testing in case it applies to your specific vacancy.

Salary and Working Conditions

You must pay foreign employees according to Norwegian standards. In practice this means offering at least the collective-agreement level or normal local salary for that occupation.

Salaries or benefits must not be inferior to what a Norwegian worker would receive for the same job. Keep detailed records to prove compliance, as UDI or labor inspectors may audit foreign hires.

Additionally, ensure working hours, overtime pay, paid leave (at least 25 days per year in Norway), and other terms meet Norwegian law. Always give a written contract (required by law) summarizing wage, hours, and holiday entitlements.

Social Security and Taxes

Register the employee with the Norwegian National Registry (Folkeregisteret) and Tax Administration upon their arrival. This establishes their tax identification number.

Employers must withhold income tax from wages and pay employer contributions into Norway’s social security system. The mandatory contributions are substantial (approximately 14% of gross salary covers pension, sick pay, unemployment, etc.).

You should also enroll the worker in the company pension scheme (2% of salary, by law). Promptly file monthly tax returns (A-melding) reporting their income and deductions.

Failure to register or pay contributions on time can lead to penalties.

Recordkeeping and Reporting

Maintain records of each foreign employee’s immigration documents (copies of permits, passport pages) and their employment history. If any significant change occurs (e.g., termination, salary change, change of residence), you may need to notify UDI.

If the employee later obtains permanent residency or citizenship, document these upgrades. For EEA hires, ensure their registration certificate (oppholdsrett or permanent oppholdsrett) is valid.

Employers must also keep all usual payroll and HR records (time sheets, pay slips, etc.) in case of tax or labor inspections.

Health, Safety, and Non-Discrimination

Like all workers, foreign employees are fully covered by Norway’s workplace laws. Provide a safe working environment and proper insurance (employees automatically have certain injury protections under NAV).

Treat all workers equally regardless of nationality, in line with Norway’s stringent anti-discrimination laws.

Consequences of Non-Compliance

Penalties for violations can be severe. Employers caught employing someone without a valid work permit can face heavy fines, business sanctions, and even criminal liability.

Company executives may be personally fined or (in extreme cases) imprisoned for exploitation of foreign labor. Repeated offenses can lead to a ban on hiring any foreign workers.

By contrast, adhering to all rules not only avoids penalties but also builds trust with authorities.

In summary, treat international hires as you would any Norwegian employee – but with extra steps to ensure immigration compliance. Keeping meticulous records, following tax/regulatory filing procedures, and matching local employment standards are essential.

Working with local legal or HR advisors (or an Employer-of-Record service) can help manage these obligations.

Common Challenges and Solutions

Complex Regulations and Paperwork

Norway’s visa rules can be intricate, especially for employers unfamiliar with them. It’s easy to overlook a document or misinterpret a rule.

Solution: Start the process early and use checklists. UDI’s website provides detailed criteria and required documents for each permit type.

If you get stuck, consider consulting an immigration specialist or using an expert hiring partner. In fact, global employment platforms advise that teaming up with experienced professionals (such as EOR providers) can prevent costly errors and delays.

Processing Delays

Norwegian permit applications can take time. UDI’s workload varies through the year. For instance, they warn of increased waiting times in summer due to staff vacations.

Skilled-worker applications now often take several months. Solution: Apply well in advance of the employee’s planned start date.

If possible, prepare alternative arrangements (such as remote onboarding) while waiting. Staying responsive to UDI’s requests for additional info will help avoid administrative slowdowns.

Also be aware of any temporary policy changes or processing fees for faster service.

Adapting to Norwegian Work Culture

International recruits may face cultural or language adjustment issues (Norwegian business culture can be more egalitarian and consensus-driven, with strong emphasis on work–life balance). Solution: Provide orientation and support.

Consider pairing newcomers with local “buddies,” offering language classes, or explaining workplace norms (like the importance of punctuality and flattish hierarchies). Many companies in Norway even offer Norwegian-language training as part of onboarding, which helps employees integrate socially and professionally.

Housing and Cost of Living

Norway, especially cities like Oslo or Bergen, has a high cost of living and a competitive housing market. New hires often struggle to find affordable housing.

Solution: Assist employees by providing temporary lodging (like a corporate flat or hotel stipend) and guiding them to rental resources. In high-cost situations, some employers offer relocation allowances.

At minimum, give realistic salary guidance that reflects local prices.

Family Relocation

Coordinating visa applications for spouses and children can be challenging, and families may need support adjusting (finding schools, daycare, healthcare). Solution: Involve your company’s HR or a relocation service early.

Provide information on Norwegian schools, healthcare enrollment, and social customs. Encourage the employee to apply for all family permits at the same time (employers can submit simultaneous applications for family members).

Legal Compliance

Keeping up with ongoing compliance (tax filings, permit renewals, local work rules) can tax company resources. Solution: Develop an internal compliance calendar.

For example, mark calendar reminders for visa renewals (typically one month before expiration) and annual reporting deadlines. Many employers find it efficient to use specialized payroll or EOR services for foreign hires, ensuring that legal filings (tax returns, insurance, pension contributions) are handled accurately.

Tools and platforms like Rivermate can help automate compliance and give you peace of mind.

Best Practices for Relocation and Onboarding in Norway

A thoughtful relocation process not only helps the employee settle but also maximizes retention and productivity. Here are some best practices:

Communicate Early and Clearly

Keep the candidate informed at every stage – from application receipts to approval notifications. Provide a relocation handbook or guide that covers logistics (visa steps, tentative timeline, arrival checklist).

Transparency reduces stress and sets realistic expectations.

Assist with Practical Arrangements

Help arrange orientation for the first days. Assign someone to meet the employee at the airport or railway station, set up initial accommodation, and accompany them to any mandatory appointments (police registration, tax office).

Provide a local mentor or HR contact who can answer administrative questions and introduce them to the team.

Cultural Sensitivity

Norway values open communication and equality. Encourage new hires to ask questions, and brief your Norwegian team on cultural differences.

Clarify work practices like email etiquette (Norwegians may prefer concise communication) or hierarchies (which tend to be flat). Celebrate the employee’s cultural background – this fosters inclusion.

Offer Language Training

Even though many Norwegians speak excellent English, learning basic Norwegian demonstrates commitment and helps daily life. Consider covering or subsidizing Norwegian language courses.

Besides practical benefit, language support is a strong signal of support and can improve employee engagement.

Onboard Families

If the hire brings a spouse/partner, consider ways to help their integration too (such as connecting them with local community groups or job-seeker resources). If children accompany, provide information on schools or childcare options.

Ease their transition so the employee can focus on work.

Regular Check-Ins

Schedule one-on-one meetings to ensure the employee’s questions are answered (about living in Norway, tax, healthcare, etc.). Use these check-ins to monitor that all compliance steps are completed (e.g., have they received their Norwegian ID number and tax card yet?).

Leverage Technology and Partners

Use digital tools for paperwork and onboarding. For example, Rivermate (an Employer-of-Record service) can handle payroll, tax withholding, pension contributions, and ongoing compliance, allowing you to integrate the employee seamlessly into your organization.

Such platforms also keep documents up-to-date and send renewal reminders.

Overall, successful relocation is more than paperwork – it’s about making the foreign hire feel supported so they can focus on their job. A good experience boosts loyalty and helps attract more international talent in the future.

Conclusion

Hiring or relocating foreign employees to Norway can be complex, but with the right information and preparation it can be smooth. Key points: determine if the employee needs a permit (non-EEA workers usually do); choose the correct visa category (skilled worker, seasonal, ICT, etc.) for their situation; meet all eligibility criteria; and fulfill your employer obligations (formal job offer, fair salary, tax and social registrations, etc.).

Stay proactive about deadlines (permit renewals, contract terms) and support your employees with relocation logistics and integration. With proper planning, the permit process is manageable.

If in doubt, consult experts or an Employer-of-Record provider to handle the details – this can save time and ensure compliance. For help navigating Norwegian immigration rules, feel free to contact Rivermate for professional visa and permit support for your employees in Norway.