Remember that you are entitled to a written employment agreement/contract. This applies regardless of whether your employment is a permanent position or temporary assignment and regardless of the duration of the employment relationship.
The employment agreement must include all significant information about the employment relationship. It must include as a minimum information about the following:
- Parties identities
- The workplace, business address. If there is no workplace or main office, the employment contract must provide information that the employee works at different locations, and then state the business address, or if applicable, the home of the employer.
- A job description, the employee’s title, position or job category
- The date of commencement of employment relationship.
- Expected duration of employment or time limit if it is a temporary assignment.
- Any probationary or trial provisions
- The employee’s rights to holiday and holiday pay, and any rules for determining the time limit of holidays.
- The employee’s and the employer’s notice periods
- The current or agreed salary at the start of the employment relationship, any other supplements or other allowances that are included in the salary, such as : pension payment, board or night allowances, method of payment, and time of salary payment.
- Length and location of agreed daily or weekly working hours.
- Length of breaks.
- Agreement on special working time arrangements according to the provisions on reduced working hours, flexible working hours, etc.
- Information about any collective agreements that regulate the employment relationship. If the agreement has been entered by parties outside the business, the employment contract must contain information about who are the collective bargaining parties.
You can read the minimum requirements for the content of written agreement in Section 14-6 of the Working Environment Act (see link on the bottom of the page).
In addition, an agreement can include any other employment perks such as: relocation allowance, free telephone, newspaper and internet.
It is not allowed to make an unlawful agreement. If a contract contains condition that are contrary to provisions of the law or regulations, the agreement will not be valid in these areas, even if it is signed by all parties, employee and employer. If for example, there is a discussion about a shorter notice period than the working act rule, then the Working Environment Act rule will apply.
Source: The Norwegian Labour Inspection Authority's website https://www.arbeidstilsynet.no/en/