Norwegian authorities are stepping up enforcement. In 2025, the Labour Inspection Authority (Arbeidstilsynet), NAV, the Tax Administration, and other agencies are increasing audits — particularly in high-risk sectors like construction, cleaning, hospitality, transport, and logistics.
Workplace inspections will be more frequent, more targeted, and backed by stricter rules. If the authorities visit your workplace, will your routines, contracts, and documentation hold up?
This blog gives you a quick compliance overview of the typical issues that inspectors focus on. For a more comprehensive walkthrough, including practical examples and up-to-date legal guidance, join our webinar on 4th of June.
WEBINAR: WORKPLACE INSPECTIONS IN NORWAY
How to prepare for workplace inspections in Norway. Watch our webinar to learn key responsibilities and compliance for employers.
Employment contracts
One of the first things the authorities will request during an inspection is the employment contract. Norwegian law requires that all employment agreements be in writing and signed no later than the employee’s 7th day of work in most cases, or immediately if the employment involves hiring of labor or if the employment is of a shorter duration than one month.
These contracts must include a wide range of mandatory information, in accordance with the Working Environment Act section 14-6: the place of work, position, salary and benefits, working hours, notice period and right when terminating employment, holiday entitlement, and applicable collective agreements, to name just a few.
Equally important is ensuring that the contract wording doesn’t unnecessarily limit the employer’s ability to manage and adjust work tasks — a common pitfall. Using outdated or incomplete templates can quickly lead to findings of non-compliance.
Also read: Key considerations for drafting Norwegian employment contracts
Sick leave follow-Up
Employers in Norway have a clear duty to actively follow up when employees are on sick leave. This process begins on day one and continues through structured milestones. By week four, a written follow-up plan must be in place. A dialogue meeting with the employee must be held by week seven, and if the employee remains out, another meeting is required around week 26. In addition, employers must report to NAV and consider whether the work situation can be adapted to support the employee’s return. Failing to meet these obligations can result in NAV sanctions or critical findings in an inspection.
Working hours and overtime
Norwegian law sets strict limits on working hours. The normal maximum is nine hours per day and 40 hours per week. Any work beyond this is considered overtime and is only allowed in special circumstances — and even then, it must be limited and paid for with at least a 40% supplement. Employers can establish more flexible schedules using so-called average calculation agreements, but these require written arrangements. Night work and work on Sundays or public holidays are only allowed if the nature of the work makes this necessary. This area is highly regulated and often misunderstood.
Also read: Be aware—Working hours in Norway are subject to inspections
Hiring and subcontracting
The distinction between hiring employees and engaging independent contractors is a critical compliance issue under Norwegian labor law. Hiring workers through staffing agencies is only permitted under strict conditions — and only if the agency is properly registered with the Norwegian Labour Inspection Authority.
Generally, hiring is allowed to temporarily replace an absent employee, such as in the case of sick leave or parental leave. However, there are a few clearly defined exceptions to this rule. In particular, hiring is permitted for healthcare personnel needed to maintain essential services, and for individuals with specialized expertise brought in to perform advisory or consultancy work within a clearly defined project. In these exception areas, hiring is allowed even for work of a temporary nature — a flexibility that is no longer available for general staffing situations.
There is a total ban on hiring staffing agency workers for construction projects in Oslo, Viken, and Vestfold.
Employers that misclassify employees as independent contractors — when in reality they function as employees — risk serious consequences, including liability for unpaid taxes, retroactive wage claims, including holiday pay and pension, and fines. The authorities will look beyond the contract title and focus on the actual working relationship.
Also read: Employees vs. Subcontractors—The importance of proper classification
Health, Safety, and Environment (HSE): Ensuring a safe workplace
In Norway, maintaining a safe and healthy working environment is a fundamental legal obligation for employers. Authorities pay close attention to how companies manage and document HSE responsibilities, particularly regarding the roles of safety representatives, the establishment of working environment committees, and the implementation of risk assessments and preventive measures.
Safety representatives (Verneombud)
Every workplace with five or more employees is required to have at least one safety representative. These individuals act as liaisons between employees and management, ensuring that workers' interests are considered in matters related to health, safety, and the environment. Safety representatives have the authority to halt work that poses an immediate risk to life or health and are involved in regular safety inspections and risk assessments. They must receive appropriate and mandatory training on Norwegian HSE to fulfill their duties effectively.
Also read: When is a safety representative required?
Working Environment Committees (Arbeidsmiljøutvalg)
Companies with 30 or more employees must establish a working environment committee, comprising equal representation from employer and employee sides, along with members from the occupational health service. This committee is responsible for overseeing the company's HSE efforts, including participating in planning safety measures, reviewing reports on occupational health, and ensuring compliance with HSE regulations. In companies with 10 to 30 employees, a committee must be established if requested by either party.
Risk assessments and preventive measures
Employers are obligated to conduct regular risk assessments to identify potential hazards in the workplace. These assessments should be carried out in collaboration with employees and safety representatives, especially when introducing new equipment, processes, or changes in work conditions. The findings must be documented, and appropriate preventive measures should be implemented to mitigate identified risks. This proactive approach is essential for preventing workplace accidents and ensuring employee well-being.
Whistleblowing (Varsling)
Companies with five or more employees are legally required to have internal procedures in place for whistleblowing. These procedures must be accessible to employees and clearly outline how to report concerns, who handles the reports, and what protections are in place for the reporting individual. Norwegian law protects employees who report wrongdoing, such as harassment, corruption, or safety risks, and strictly prohibits retaliation. Failing to establish a compliant whistleblowing process — or taking action against whistleblowers — can lead to reputational damage, fines and legal claims.
Termination procedures
Dismissals in Norway must always be objectively justified and follow a strict and formal process. Whether termination is due to business-related reasons, such as downsizing or restructuring, or employee-related reasons, such as underperformance or misconduct, the employer must investigate and document that the cause is objectively justified, hold a discussion and give written notice that includes information such as the reason for termination and the employee’s legal rights. In cases of gross misconduct, summary dismissal without notice may be permitted, but only under very strict conditions. The law also outlines minimum notice periods based on the employee’s tenure and age, and grants extra protection during sick leave, parental leave, and pregnancy.
Also read: The downsizing process from a-z
Pension and occupational injury insurance
Employers in Norway must establish an occupational pension scheme for eligible employees, contributing a minimum of 2% of each employee’s salary up to a capped amount. Occupational injury insurance is also mandatory and covers the employer in case of workplace-related accidents. One exception applies to employees who are not part of the Norwegian social security system — typically those with A1 certificates from another EEA country. These obligations are easy to overlook but are among the most basic employer responsibilities under Norwegian law.
Collective agreements in regulated sectors
In several sectors — including construction, cleaning, hotel and catering, agriculture, electrical work, freight and passenger transport — parts of the collective agreements have been made legally binding for all employers, regardless of union membership. These agreements set enforceable minimum standards for wages, working conditions, and benefits like travel and lodging compensation. In the construction sector, for instance, employers must also provide appropriate work clothing, cover travel expenses for remote assignments, and follow specific pay rates based on experience and qualifications. This is one of the most common areas of enforcement in inspections.
Are you prepared for a workplace inspection?
The legal framework for employers in Norway is both detailed and actively enforced. Inspections are increasing in number and depth, and the consequences of non-compliance can be serious — from financial penalties to reputational harm.
Prepare by signing up to our webinar on June 4th at 10 a.m.
WEBINAR: WORKPLACE INSPECTIONS IN NORWAY
How to prepare for workplace inspections in Norway. Watch our webinar to learn key responsibilities and compliance for employers.