For members


Which industries in Norway have a minimum wage?

Many assume that Norway has a high mandatory national minimum wage. However, that isn't the case, and a minimum wage is only in place for specific industries.

Pictured is a construction worker.
Here's what you need to know about Norway's minimum wage. Pictured is a construction worker. Photo by Greyson Joralemon on Unsplash

The promise of high wages attracts many to Norway. The average monthly salary in Norway is 48,750 kroner before tax, according to Statistics Norway. 

However, many are surprised to learn that Norway has no official general minimum wage. Instead, wages tend to be agreed upon through negotiations between trade unions and individual employers or employer organisations. 

Non-union members are required to negotiate their own wages. This is one of the factors behind why union membership in Norway is so high. 

READ MORE: What foreign residents in Norway should know about workers’ unions

The collective bargaining agreements agreed between unions and employer organisations also regulate working hours, overtime, holidays, pensions and rules regarding temporary layoffs.

Although there isn’t a minimum wage covering all occupations in Norway, there is still a minimum wage for specific industries. The minimum wage is implemented in several sectors, particularly those with many international and temporary workers. 

The aim of this is to prevent exploitation and social dumping in industries where it is harder for workers to organise and join unions. 

The Norwegian Labour Inspection Authority (Arbeidstilsynet) is responsible for ensuring that working conditions and minimum wage are met. The minimum wage for these sectors applies to those workers over 18. However, depending on various factors, such as skill level, overtime and working hours, the employer may be legally obligated to pay a higher wage.

Construction, maritime construction, agriculture and horticulture, cleaning, fish processing, electrical, freight transportation, tour buses, hotel, restaurants and catering are the sectors in Norway with a general minimum wage. 

From the end of 2022, the minimum wage for several sectors increased. You can look at the minimum wage for a number of industries below. 


  • For skilled workers: 230.00 kroner per hour
  • For unskilled workers without any experience in construction work: 207,40 kroner per hour
  • For unskilled workers with at least one year’s experience in construction work: 216,00 kroner per hour
  • For workers under 18 years of age: 139,00 kroner per hour 

Maritime construction: 

  • For skilled workers:  197,01 kroner per hour
  • For semi-skilled workers: 188,04 kroner per hour 
  • For unskilled workers: 179.17 kroner per hour

Agriculture and horticulture: 

  • Workers under 18 years of age: 114,40 kroner per hour
  • Over 18 years of age – employed for up to 12 weeks: 134,40 kroner per hour
  • Over 18 years of age – employed 12 to 24 weeks (3-6 months): 139,90 kroner per hour
  • Permanently unskilled workers: 154,30 kroner per hour (skilled workers earn an extra 14 kroner per hour


Workers who perform cleaning work shall have a minimum hourly rate of 204,54 kroner per hour, with those who work nights earning at least 27 kroner per hour more. 

Fish processing: 

  • For skilled workers: 213,78 kroner per hour 
  • For production workers: 199,78 kroner per hour


  • For skilled workers carrying out skilled work: 234,14 kroner per hour 
  • Other workers: 205,46 kroner per hour

Freight transport by road: 

  • All employees carrying out freight transport by road (with vehicles with a total weight of over 3.5 tonnes): 196,50 kroner 

Hotels, restaurants and catering: 

  • Workers aged over 20 and workers aged over 18 with four months of work experience: 179,94 kroner per hour. These minimum wages exclude tips and don’t apply to managers and middle managers, such as head chefs or head waiters. 

The Norwegian Labour Inspection Authority ensures compliance with the rules and can impose injunctions and issue fines if they are broken. In case of severe violations, the employer may be reported to the police. You can find a basic overview of your rights as a worker 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).