One of the most critical tasks involved with growing a business internationally is recruiting and hiring employees to help increase success in new markets. However, hiring employees and setting up payroll in another country is not a simple task – here are a few guidelines to help you along the way.
Recruiting in Norway
Before starting the hiring process, employers need to identify the right channel to feature job openings. Trade unions, newspapers, and websites are all effective places to announce open positions in Norway. The largest newspaper in the country is Aftenposten, and it has many listings for potential candidates.
The majority of online job vacancies are posted on:
- Arbeidsplassen
- EURES
- Gule Sider
- FINN
When hiring, employers must notify the Labor and Welfare Administration (Norsk Arbeids-og velferdsetaten or NAV) and inform existing employees of vacant positions.
Background checks
Depending on the position, employers may want to run a background check on candidates. This process includes verifying information about the candidate’s education, professional experience, credit, or business interests. While employers may access information that is in the public domain, so long as it is not used in a discriminatory manner, data protection legislation limits the extent to which an employer may collect and retain personal data.
An employer may not request information about a candidate’s health unless the job requires special health considerations.
Laws against discrimination in Norway
In Norway, employees are protected against discrimination based on sex, gender, gender identity, pregnancy, parental leave, marriage or civil partnership, sexual orientation, religion or beliefs, race or ethnicity or national origin, disability, age, political affiliation, and trade union membership.
The prohibition against discrimination applies in all matters relating to employment, as well as during the job application process and interview.
How to hire employees in Norway
Hiring employees in Norway starts with a written employment contract. Norway-based employers often operate under a Collective Bargaining Agreement (CBA) that outlines separate terms and conditions of employment, and every new hire’s employment contract needs to meet or exceed the CBA’s requirements.
An employment contract should spell out the following terms (among others):
- Compensation in Norwegian krone (NOK)
- Benefits
- Termination requirements
- Working hours
- Overtime
Norway employment laws
Employees typically work 9 hours per day with a 1-hour lunch break. Hours beyond the standard nine per day or 40 per week qualify as overtime. Employees must receive their ordinary hourly pay plus at least a 40% premium.
Employees can't work more than 10 hours of overtime in any 7-day period or 25 hours in four consecutive weeks. The limit is 200 hours in any 52-week period. Senior or independent positions are sometimes exempt and approved higher limits may apply.
Norway’s principal employment statute is the Working Environment Act of 2005 but other laws and collective agreements also apply. The Working Environment Act also outlines Norway employment compliance rules that govern employment relationships, whether the employee is engaging in permanent or temporary work.
Onboarding in Norway
The first step to ensuring a positive onboarding experience is to go over the employment contract. Other helpful tips include:
- Determine the kind of workplace culture you want to promote and go over it with employees.
- Discuss your company’s code of conduct and any other important documents.
- Introduce new hires to key team members and essential workflows.
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