Working time regulations in Norway are primarily governed by the Working Environment Act (Arbeidsmiljøloven). This legislation sets clear standards for daily and weekly working hours, overtime, rest periods, and other aspects of employee working time to ensure a healthy and safe working environment. Employers operating in Norway, or employing individuals under Norwegian law, must adhere strictly to these requirements to maintain compliance and avoid potential legal issues.
Understanding these regulations is essential for businesses to manage their workforce effectively, ensure fair treatment of employees, and navigate the complexities of Norwegian labor law. The rules define the framework within which work can be scheduled and performed, balancing business needs with employee well-being and safety.
Standard Working Hours
The Working Environment Act defines standard working hours based on the type of work performed. The general rule for normal working hours is:
- Maximum per day: 9 hours
- Maximum per week: 40 hours
However, the Act also provides for shorter standard working hours for certain types of work that are considered particularly demanding or involve shift work or Sunday work:
- Shift work or comparable rotational work: 38 hours per week
- Continuously operating shift work or comparable rotational work: 36 hours per week
- Work primarily on Sundays: 38 hours per week
These limits can be averaged over a period, but specific conditions and agreements apply. Collective agreements may also stipulate different standard working hours, often shorter than the legal maximums.
Overtime Regulations and Compensation
Work performed beyond the agreed or statutory standard working hours is considered overtime. Overtime must be limited and should only be used when there is an exceptional and time-limited need for it.
There are strict limits on how much overtime an employee can work:
- Maximum per day: 10 hours (including normal working hours)
- Maximum per 7 days: 12.5 hours (in addition to normal working hours)
- Maximum per 4 consecutive weeks: 25 hours
- Maximum per 52 weeks: 200 hours
These limits can be extended through agreements with employee representatives or by permission from the Norwegian Labour Inspection Authority (Arbeidstilsynet) under specific conditions.
Compensation for overtime work is mandated by law. Employees are entitled to a minimum overtime supplement of 40% of their agreed hourly wage. Collective agreements often provide for higher overtime rates. The overtime supplement must be paid in addition to the employee's regular hourly wage for each hour of overtime worked.
Rest Periods and Break Entitlements
Ensuring adequate rest is a key component of Norwegian working time regulations. Employees are entitled to both daily and weekly rest periods, as well as breaks during the workday.
- Daily Rest: Employees are entitled to a continuous rest period of at least 11 hours within a 24-hour period. This can be reduced to 8 hours under specific conditions, often related to shift work or urgent circumstances, but compensatory rest must be provided.
- Weekly Rest: Employees are entitled to a continuous rest period of at least 35 hours within a 7-day period. This rest period should ideally include Sunday.
Regarding breaks during the workday:
- If the daily working time exceeds 5.5 hours, the employee is entitled to at least one break.
- If the daily working time is 8 hours or more, the employee is entitled to at least one break of at least 30 minutes. If the employee does not have a satisfactory break room or cannot leave the workplace during the break, the break is considered part of the working time.
- If the daily working time exceeds 10 hours, the employee is entitled to an additional break of at least 30 minutes.
Breaks are generally not included in working time unless the employee is required to remain at the workplace or available to work during the break.
Night Shift and Weekend Work
Work performed between 9 PM and 6 AM is generally considered night work and is not permitted unless the nature of the work makes it necessary or it is agreed upon in a collective agreement. If night work is necessary, specific rules apply regarding working hours, rest periods, and health checks.
Work on Sundays and public holidays is also generally prohibited unless the nature of the work requires it. When Sunday or public holiday work is necessary, employees are typically entitled to time off in lieu on another day. Collective agreements often provide additional compensation for work performed during these periods.
Working Time Recording Obligations
Employers in Norway have a legal obligation to keep records of employee working hours. This is crucial for demonstrating compliance with the Working Environment Act's provisions on standard hours, overtime, rest periods, and breaks.
The records must show:
- The total number of hours worked by each employee.
- The amount of overtime worked by each employee.
- When the work was performed (start and end times).
- Breaks taken (especially if they are considered part of working time).
These records must be accessible to the Norwegian Labour Inspection Authority and employee representatives. They must be stored securely and retained for a specified period, typically three years. Accurate time recording is a fundamental requirement for employers to ensure legal compliance and transparency regarding employee working time.
