In Norway, labor law regulates standard working hours to ensure a healthy work-life balance for employees and prevent excessive workloads.

The basic working hours are as follows:

• Daily: Standard working hours cannot exceed 9 hours within a 24-hour period.
• Weekly: The standard workweek is capped at 40 hours.

There are exceptions and flexibilities to these rules:

• Averaging: The 40-hour weekly limit can be averaged over a longer period (up to 52 weeks) under specific agreements. However, the average cannot exceed 40 hours per week, and no single week can surpass 50 hours.
• Collective Agreements: Collective bargaining agreements between employers and employee organizations may establish different working hour arrangements, as long as they adhere to the overall maximums outlined in the Working Environment Act.

These are general guidelines. Always refer to your employment contract or consult with your employer or union representative for the specific working hour arrangements applicable to your position.

Norwegian labour law prioritizes a healthy work-life balance and strictly regulates overtime work. Here's a breakdown of the key rules and compensation for overtime in Norway:

Any hours worked beyond the standard working hours per week qualify as overtime. However, working hours exceeding the agreed standard hours but staying below 40 hours per week are not classified as overtime. These additional hours might be subject to separate agreements within the collective agreements regarding compensation.

Employees cannot be required to work more than 200 overtime hours per year. This limit can be extended through agreements with relevant labour unions or with approval from the Norwegian Labour Inspection Authority (Arbeidstilsynet) but cannot exceed limitations set out in the Working Environment Act.

Employees have the right to refuse overtime work unless it's deemed necessary due to exceptional circumstances. Employees can also request exemption from overtime for health reasons or well-founded social reasons.

Overtime work must be compensated with a minimum premium of 40% on top of the employee's regular hourly wage. This means the overtime pay must be at least 140% of the ordinary hourly rate. Collective agreements may specify higher overtime pay premiums.

Employers and employees can agree in writing to take all or part of the overtime hours as time off in lieu (comp time) instead of receiving overtime pay. However, the 40% minimum overtime supplement must always be paid out, even if compensated with time off.

In Norway, labor law ensures workers are provided with minimum entitlements to breaks and rest periods to maintain their well-being and work performance.

Daily Breaks

• Workers are entitled to at least one break if their working hours exceed 5.5 hours.
• If the working day is 8 hours, workers are entitled to a minimum 30-minute break.
• Breaks are generally unpaid unless otherwise stipulated in an employment contract or collective agreement.
• If there's no proper break room available, the break time is considered paid working hours.

Daily Rest

• Workers are entitled to a minimum of 11 hours of continuous rest within a 24-hour period.

Weekly Rest

• Workers are entitled to a minimum of 35 hours of continuous rest within a 7-day period. This rest period should ideally include a full 24-hour period.
• Whenever possible, the weekly rest should coincide with Sundays or holidays.
• If a worker performs Sunday or holiday work, they are entitled to have the following Sunday or holiday as their rest period.

Exceptions may apply in certain sectors, so it's always recommended to consult the relevant regulations or collective agreements for your specific situation.

In Norway, labor laws are designed to prioritize employee well-being, especially with regards to working hours during nights and weekends.

Night work is defined as work performed between 9 p.m. and 6 a.m. However, collective agreements can establish a different period, as long as it includes at least 8 hours between 12 a.m. and 6 a.m. Night work is generally prohibited unless the nature of the work necessitates it. Examples of essential night work include hospitals, emergency services, and continuous production facilities. The maximum duration of a night shift is 8 hours within a 24-hour period. This ensures night workers receive adequate rest between shifts. Employers cannot enforce night work without the employee's consent. However, agreements can be made for employees to voluntarily work between 9 p.m. and 11 p.m.

Working on Sundays is generally prohibited with similar exceptions to night work, where the nature of the job demands Sunday operation. Compensation for night and weekend work must be agreed upon in writing within the employment contract. This ensures fair remuneration for working outside standard hours.

Collective agreements between employer organizations and trade unions can modify these regulations to some extent. It's always recommended to consult your employment contract and relevant collective agreements for specific working hour arrangements.