Hiring employees in Norway is a competitive process owing to a highly skilled workforce. This can make finding the right employees for the job a challenging process. Employers will recruit job candidates with applicable skills and shortlist them based on interviews and screening. But even with such structured processes, it does not guarantee placing the right employee. 

To provide employers with confidence that they have made the best hiring decision, the probation period is crucial in the employment relationship. Norwegian employers rely on probation to mitigate risks and save on the costs of recruiting a workforce, while employees can benefit from training and assessing the company culture. 

Discover what the probation period in Norway is, which labor laws apply, and how it benefits employees and employers.

Definition of a Probation Period in Norway

The probation period in Norway is the time an employer provides an employee to assess the employee-employer arrangement. In Norway, this period is six months, allowing the employer to determine whether the employee is qualified for the job. When an employee is on probation, they will carry out assigned job duties, including working in a team and executing orders.

The employer can evaluate the new hire’s skills, motivations, and ability to adjust to the company culture. Norwegian employees benefit from the probation period as they have time to adapt to the new work environment and can decide whether they wish to stay with the company. 

From the first day of employment, an employee is on probation. Employers can secure a long-term contract with probationary employees before the end of the probation period, or they can terminate the contract. If the employee was absent during their probation, they can be granted an extension by the employer. 

To successfully hire employees in Norway, the probation period is efficient and safe for both employees and employers. It protects the rights of all parties involved and allows.

Lengths of Probationary Periods in Norway

The standard Norwegian probation period is six months, but this can change depending on the type of employment contract. The length of the probation period, along with mandatory benefits and dismissals, is stated in the contract.

Permanent or Indefinite Contracts

In Norway, permanent or indefinite employment contracts have a six-month probation period. If the employer does not end the contract before it expires, the employment contract will automatically become permanent.

Fixed-Term or Definite Contracts

The probation period for fixed-term or definite contracts cannot be over half the duration of the contract itself. 

The Norwegian probation period can be extended if the employee is absent owing to illness or injury. However, the employer can only extend the probation based on the number of days of absenteeism.

Legal Considerations for Probation Periods in Norway

The Norwegian probation period is not mandatory for private sector employees, and instead, employers can negotiate the duration of probation in the employment contract. It is, however, legally required for public sector workers for a maximum of six months. 

Norwegian employers are tasked with guiding and training employees while they are on probation to give them the best chance at executing their job roles and responsibilities. 

Employees on probation receive the same benefits as full-time staff. This includes mandatory benefits and optional perks to retain skilled workers. Lastly, employers and employees must issue written notice if either party wishes to terminate the employment contract.

Pay and Working Conditions

Probationary employees in Norway receive the same monthly salaries and benefits as their permanent co-workers. This includes a productive work environment with access to the tools and resources to perform their job effectively. 

In Norway, the employees on probation are protected by the minimum wage law in sectors where minimum wages are negotiated through collective agreements. Norway does not have a national minimum wage, but sectors including hospitality, construction, and agriculture receive the negotiated minimum wage. 

Norwegian employees work 40-hour weeks or nine hours per day; however, those with collective agreements work 37.5 hours per week. Employees who work outside of the 40-hour workweek or nine-hour daily shifts must be compensated at a rate of 40% of their regular pay. 

Statutory benefits issued to probationary employees include safe working conditions, overtime pay, annual leave, and social security, consisting of pensions, disability, and unemployment benefits.

Termination and Notice

Should an employer wish to end the probation period, they must issue notice to the employee. The standard notice period is 14 days, but may be longer if stated in the employment contract or collective agreement. Employees must provide the same 14-day notice to the employer if they wish to terminate the employment contract. 

Employers who end probation without serving notice to the employee are in breach of the employment contract. Even if the employee is on probation, they can seek compensation if probation ends without following due process.

Vacation / Holidays

The annual leave in Norway is 25 days, including Saturdays. Employees of 60 years and older are entitled to an extra week of yearly leave. 

According to the Norwegian Holiday Act, employees on probation must receive annual leave. But probationary employees accrue their vacation time from their first day on the job at a rate of 2.08 days per month. 

Employees receive leave for public holidays called “red days.” Some of these holidays include Maundy Thursday, Constitution Day, and Boxing Day.

Benefits of Probation Periods in Norway

Employers and employees in Norway benefit from the probation period because it saves on costs, mitigates risk, and provides a fair opportunity for both parties to assess the employment arrangement. The benefits of probation periods in Norway include:

  • For Employees

Employees can adjust to their new work environment and colleagues to showcase their skills, experience, and qualifications.

Norwegian employees can overcome legal challenges when ending the employment contract by issuing notice to the employer.

Employees in Norway can assess the company culture and determine whether they are satisfied in the workplace.

  • For Employers

Employers can avoid the time, costs, and legal complications of ending an employment contract when employees are on probation.

The probation period in Norway helps employers assess the employee’s performance and skills.

Employers can ease new workers into the organizational culture, improving the chances of a good match for the company.

Employers can determine where new employees need training to strengthen their skills.