In-depth expertise on expats in Norway

We help you with all the details

Assistance with drafting employment contracts and assessing whether contracts comply with current regulations, such as:

• Temporary employment
• Holiday pay
• Other expense reimbursements and benefits in kind
• Net salary

Employees seconded to Norway from a foreign employer must undergo an ID check before starting work at a Norwegian workplace.

An appointment must be scheduled for the ID check, and valid identification, confirmation of employment, and a completed tax card application form must be presented.

Anyone who assigns work to foreign contractors in Norway (onshore or on the continental shelf) is required to report the assignment to the Norwegian tax administration. Foreign contractors are also obligated to report all seconded employees (employment relationships) through the same portal.

Everyone working on Norwegian construction sites must carry an HSE-license (ID card).

All companies engaged in the rental of labor in the Norwegian market, where staffing services make up at least 50% of the main business’s total operations, are required to register in the Register of staffing enterprises with the Norwegian labour inspection authority.

Employees assigned to work in Norway by a foreign employer will normally be members of the social security scheme in their home country and can therefore apply for an exemption from membership in the Norwegian social security system.

This applies, among others, to posted workers covered by the EEA Agreement or included under a social security agreement that Norway has entered into with individual countries.

Possible application for advance tax deduction.

Anyone who has had employees seconded on assignment in Norway is required to report salary and other benefits earned by the employee during their stay to the Norwegian Tax Administration (via the A-melding). This applies regardless of tax liability.

Everyone assigned to work in Norway must submit a tax return to the tax authorities if they have not used the advance tax deduction scheme.

There is a significant need for HR advisory services, as there can be considerable differences between Norwegian legislation and the laws of the employee’s home country.