For members


Everything you need to know if you lose your job in Norway 

You never know what's around the corner, and life is full of curveballs. If you suddenly find yourself out of work, there are a few things you will need to know. 

Pictured is a person with a briefcase.
Here's what you need to know about losing a job in Norway. Pictured is a person with a briefcase.Photo by Marten Bjork on Unsplash

Losing a job is never pleasant, especially if it feels like it came out of the blue or was unexpected. However, being out of a job as a foreign resident can be even more stressful as, in addition to worrying about short-term cash flow, there are other important things that are affected by losing your job, such as your residency rights and where to get support. 

Therefore it’s handy to know some of the basics in the event the worst happens. These are some things you should consider should you find yourself out of a job. 

What are your rights? 

First up, knowing your rights will help you determine whether your employer has wrongfully dismissed you. If you are fired, your employer must put into writing a legitimate and factual reason for your dismissal. 

You will then work through a notice period unless you are fired for a serious breach of your contract- then, your employment will end immediately. You can also be laid off if your employer is going through financially challenging times. This means your duty to work will cease. You will need to be notified first and may be entitled to unemployment benefits from NAV. 

While the terms may be used interchangeably, being laid off or made redundant is different from being fired.  

You can read more about being fired or laid off on the Norwegian Labour Inspection Authority’s website.

If you are a union member, you could ask for help from your union in determining whether you’ve been wrongfully dismissed. However, you can’t join a union for help after being dismissed. Non-union members may need to go down the tribunal route if they feel they have been wrongfully sacked. 

How will it affect your residency? 

Many come to Norway and either register as working in the country under regulations for EEA citizens or with a work permit with a Norwegian employer. 

Figuring out how being unemployed will affect your rights to live and remain in Norway is hugely important. Work permit holders must notify the local police in their area within seven days. The UDI has a wizard that will help you find the necessary contact information in your area. You can find it here.

From there, you will have up to six months to look for a new job in Norway, provided your residence permit is still valid throughout the six months. 

If you have a valid residence permit as a skilled worker with an employer in Norway, you do not need to report to the UDI or the police if you are fully or partially laid off. However, you may need to apply for a new work permit when you find a new job. 

The UDI does not revoke the residence permit based on layoffs, and you can stay in Norway as long as your residence permit is valid.

READ MORE: What happens to work permit holders in Norway if they lose their job?

Those from the EEA can continue living in Norway as long as they like if they have been working in the country for over a year. If you’ve worked in Norway for less than a year, you will have six months to find a new job

 Financial help and welfare 

Presuming you are a member of the Norwegian National Insurance Scheme, which generally means living in Norway legally and paying tax, you may be eligible for welfare or unemployment benefits from the Norwegian Labour and Welfare Administration (NAV). 

You will need to register as a job seeker in addition to applying for unemployment benefits. Alternatively, you may be entitled to wages that your employer still needs to pay if the company has gone bankrupt. You can read more about the process of applying for unemployment benefits (in Norwegian) here

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For members


What are the rules for taking annual leave in Norway?

If you've just started working in Norway or if you've been employed in the country for a while but need clarification on its annual leave rules, this is what you need to know.

What are the rules for taking annual leave in Norway?

While annual leave isn’t among the top reasons people usually decide to move to Norway and work there, it is an important component of Norwegian work and social culture.

Compared to some other European countries, Norway has quite a generous annual leave policy, which ensures that workers have enough time to rest and recover from the stress of their jobs.

READ MORE: How to maximise Norway’s public holidays in 2024 – five essential tricks

The basic annual leave quota – and holiday pay

As an employee in Norway, you have both a right and a duty to take your annual holiday, and every employee in the country is entitled to at least 25 working days of annual leave each year.

This quota includes Saturdays as working days, which equates to approximately four weeks and one day of holiday per calendar year (Sundays and public holidays are not counted as working days).

When it comes to holiday pay, workers need to accumulate their holiday pay rights in their first year of employment.

Thus, as the amount of holiday pay you get is a collective monthly percentage of what you have made in the past year, you will not have earned holiday pay if you were not employed the previous year. 

However, you are still entitled to take leave days.

If you want to learn more about how holiday pay works in Norway, check out The Local’s explainer on the issue.

Collective agreements and additional holidays

While the minimum quota of 25 days of holidays is in place, employees can get even more holiday days than this legally required minimum.

Many workers in Norway are entitled to a five-week holiday through a collective agreement or separate agreements with their employer. This extra time off is often accompanied by an increased holiday pay rate.

Furthermore, if you’re nearing retirement, you’re in luck, as all employees aged 60 or over are entitled to an extra week of holidays.


You should discuss your holiday schedule with your employer well in advance – be sure to do so before booking a vacation outside of Norway. Photo by Hanna Kretsu on Unsplash

How to schedule and take leave in Norway

Per Norwegian laws, employers must ensure all employees take full annual leave.

It’s a good idea to have a chat with your boss about your holiday plans well in advance.

If you can’t agree on dates, your boss gets the final say on when you can take time off.

But don’t worry, in Norway, you’re guaranteed at least three weeks of continuous vacation time between June 1st and September 30th.

If you prefer, the rest of your holiday days can also be lumped together without any breaks.

Note that your boss can ask you to give them a heads-up about your vacation plans at least two months beforehand.

The relevant sections of the Norwegian Holiday Act, available here and here, provide more details on holiday scheduling and duration.

What you need to know about fellesferie 

The term fellesferie is used for the collective vacation period or general staff holiday period that many Norwegian companies stick to, typically occurring in July.

The concept of fellesferie is a tradition – companies aren’t legally obligated to adhere to it – but, in practice, you’ll find that may do. The Local has an entire article on how this tradition started and what makes it special.

How do holidays work if you’re ill – or on parental leave?

Of course, special situations and life events may also occur during or before your holidays.

If you fall ill before or during your leave, you may have a right to a new holiday – or to postpone your holiday.

Should you become sick before your holiday, you can ask your employer to postpone it until later in the holiday year.

You’ll need to get a medical certificate to prove that you’re ill and submit an official request for postponement by no later than the day before the holiday starts.

The right to defer or be granted a new holiday only applies to the statutory holiday period.

As an employee, you have the right, but not an obligation, to take statutory holidays during the period of leave when you receive parental benefit.

If you choose to defer it, the leave will be deferred by a period corresponding to your holiday.

Can I carry leave days forward – or take my leave in advance?

If you reach an agreement with your employer, you can also carry forward up to two weeks of the statutory holiday to the following year.

Similarly, you can also take up to two weeks of your holiday in advance.

However, make sure to check your employment contract (and collective agreement, if you fall under one), as the rules concerning the carrying forward of holiday and advance holiday may be set differently based on these contracts.

READ MORE: What is a Norwegian collective bargaining agreement?

If you have an agreement that allows you to have extra holiday days on top of the statutory holiday quota, you can also agree with your employer that these additional holidays can be carried forward to the following year.

If you’re changing jobs, know that if you do not take your holidays during the current year before your employment ceases and move to a new employer before September 30th of the same year, you will be entitled to take your remaining holiday with your new employer.

For more information on the specifics of the holiday rules in Norway, consult the Norwegian Holiday Act (available in English).