What obligations do you have as an employer?
As an employer, you have obligations towards your employees. The key obligations in your relationship with your employees are laid down in the Working Environment Act, the National Insurance Act, the Act on obligatory occupational pension and the Annual Holidays Act.
- You primarily decide who you wish to employ, but there are some exceptions from your right to choose freely.
- The general rule is that employees must be employed on a permanent basis, but in some cases, you can use temporary appointments or hire in labour.
- If you wish to employ foreign workers, you must first check they are entitled to work in Norway.
- All employees must have a written employment agreement. There are restrictions on the working hours that can be agreed.
- When determining salaries, you must take account of the rules concerning minimum salaries which apply in certain sectors.
- Most employers must set up an occupational pension scheme for their employees, and you must take out occupational insurance for all your employees.
- As an employer, you must pay salaries, deduct tax and pay employer's National Insurance contributions. All salary and employment circumstances must be reported monthly via the a-melding.
- Employers are responsible for paying sick-pay during the first 16 days of an employee's illness. NAV will then take over responsibility for this. You must also follow up employees on sick leave and keep statistics of absence due to illness.
- As an employer, you are responsible for ensuring that your employees have a safe and appropriate working environment and that the regulations of the Working Environment Act and associated regulations are complied with. You are obliged to notify the Norwegian Labour Inspection Authority in the event of occupational accidents, injuries or illnesses.
- There are restrictions on the right to use overtime, and as an employer, you are responsible for ensuring that your employees take their statutory holiday.
- In some cases, employees are entitled to paid or unpaid leave, e.g. in connection with training or the birth of a child.
- You are entitled to lay off your employees in the event of a temporary shortage of incoming orders, accidents or natural events which render operational restrictions or stoppages necessary.
- If you are forced to make any of your employees redundant because of circumstances within your business or circumstances linked to the employee themselves, it is important that you follow the correct procedure. You should note that certain groups are covered by special protection against redundancy.