Norway has several public holidays, many of which fall on regular workdays. For employers, it’s crucial to understand the specific regulations that apply to work and salary on these days. In this blog, we’ll explain when employees are allowed to work on holidays and how those who do should be compensated.
Norwegian public holidays
The following are official days off established by law. Most people have the day off, and stores are often closed. However, for some—depending on their line of work—these days may still be regular workdays. This includes employees in essential services, restaurants, or public transportation, to name a few.
- New Year's Day (1st January)
- Palm Sunday (Sunday before Easter)
- Maundy Thursday (Thursday before Easter)
- Good Friday (Friday before Easter)
- Easter Sunday (Sunday after Easter)
- Easter Monday (Monday after Easter)
- Labor Day (1st May)
- Constitution Day (17th May)
- Ascension Day (39 days after Easter)
- Whit Sunday (Pentecost Sunday, 49 days after Easter)
- Whit Monday (Pentecost Monday, 50 days after Easter)
- Christmas Day (25th December)
- Boxing Day (26th December)
When can employers ask their employees to work on public holidays?
In Norway, public holidays (“helligdager”) are protected under the Working Environment Act and the Act relating to 1 May and 17 May as Public Holidays, and the following rules apply:
- No work shall be performed from 6:00 p.m. on the day before a public holiday until 10:00 p.m. on the day before the next working day. On Christmas Eve and the Saturdays before Whit Sunday, no work shall be performed from 3:00 p.m. until 10:00 p.m. on the day before the next working day. Work carried out during these periods is regarded as work on a public holiday.
- Work on public holidays is not permitted unless the nature of the work makes it necessary. The preparatory works of the law provide further guidance on what is considered necessary work.
- Before requiring employees to work on a public holiday, the employer must discuss the need for such work with the employees' elected representatives.
- In companies bound by a collective agreement, the employer and the employees' elected representatives may enter into a written agreement permitting work on public holidays when there is an exceptional and time-limited need.
May 1st (Labor Day) and May 17th (Constitution Day) are public holidays. The day before 1 May and the day before 17 May shall be regarded as an ordinary working day, not as the day before a public holiday according to the above, unless it falls on a Saturday, the day before Ascension Day, or on a Sunday or other public holiday. Work that may not be conducted on Sundays must cease no later than 10 p.m. on the days before 1 May and 17 May.
Important: Different rules may apply if the employer is bound by a collective agreement or if other, more favorable conditions have been agreed with the employee in the employment contract.
Also read: Calculation and payment of holiday payment in Norway
Salary and rules for working on public holidays
Compensation rules vary depending on the specific day and whether the employee is paid by the hour or receives a fixed monthly salary.
Employees paid by the hour
If employees work on a public holiday, they are entitled to their regular hourly wage, often with additional compensation, depending on the collective agreement or their employment contract.
If employees do not work on a public holiday, they are not automatically entitled to pay unless this is covered by a collective agreement or has been agreed otherwise. Many collective agreements include provisions that guarantee minimum pay or hours on public holidays, even if no work is performed.
Employees with a monthly salary
If employees work on a public holiday, they usually get:
- Their normal monthly salary.
- Often overtime compensation or a special supplement for holiday work, depending on what the contract or any collective agreement states.
If employees do not work on a public holiday, they are entitled to their regular salary without deductions.
Specific compensation regulations on 1 May and 17 May
- Employers must pay full wages for 1 May and 17 May when these days fall on a weekday (i.e., not a Sunday or another public holiday), provided that the employee has been continuously employed for the previous 30 days or is hired for work lasting at least 30 days. This applies both for employees that perform work, and those that have time off.
- Employees who are required to work on 1 May or 17 May are entitled to the same wage and same supplement they would normally receive for work under their agreement or pay scale. What is regarded as the same wage is further outlined in the regulations to the Act, including specific rules for shift workers, employees on commission, and others.
- If no contract or collective agreement governs the supplement, employees are entitled to at least a 50% increase on their regular hourly wage.
Note: If you hire out employees through a staffing company, you must ensure that the rules on work and pay for public holidays that apply at the client’s workplace also apply to your employees. This includes any collective agreements or internal policies governing work hours and compensation on national holidays.
Also read: Employee rights in Norway - How to comply with the rules
Need help understanding salary and work hours on public holidays?
Understanding the rules about work and pay on public holidays can help avoid misunderstandings between employers and employees. While the law provides basic protection, remember that collective agreements, individual contracts, and internal policies may offer better terms than the minimum legal requirements.
If you have any questions about employment rights during holidays or need assistance with drafting compliant policies or setting correct wages and supplements, please feel free to contact us.