Become a member

All employees must have a written contract. This applies to all types of employment, be it temporary or permanent, there are no exceptions. The employer is responsible for preparing and ensuring that there is a written employment contract.

A correct and clear employment agreement (employment contract) is important to prevent disputes over what agreements and conditions that apply to the job.

Employees have the right to get help from a union representative or other employee representative in connection with both the preparation and any amendments to the employment contract.

The employment contract must include information about matters of significant relevance for the employment relationship. From 1 July 2024, the contract must, as a minimum, include the following:

  • Name of employee, employer and place of work
  • Job description
  • Start of employment, working hours and work periods
  • Trial period, if relevant
  • Rights to holiday leave and holiday pay
  • Salary and remunerations
  • Termination of employment
  • Identity of the hirer
  • Right to competence development by the employer
  • Social security benefits provided by the employer
  • Information about any collective agreements regulating the employment relationship.

In addition, an agreement can include any other employment perks such as: relocation allowance, free telephone, newspaper and internet.

You can read more about the minimum requirements for the content of written agreement at The Norwegian Labour Inspection Authority's website and in Section 14-6 of the Working Environment Act (see links below).

The contract parties cannot agree to disregard statutory requirements. As an example, the contract cannot specify a period of notice shorter than what the Working Environment Act requires.

Source: The Norwegian Labour Inspection Authority, arbeidstilsynet.no/en/