Work and Wages
Minimum Wage
There is no statutory provision on minimum wage in Norway. Minimum wages are determined under collective bargaining agreements following negotiations between social partners.
Regular Pay
There are no statutory provisions on the payment of wages or the wage period. Wages are determined under collective agreements on an hourly basis, and the maximum wage period is one month. Other provisions on wage payment are found in sectoral collective agreements.
In May 2021, the Norwegian Parliament adopted new legislation to prevent wage theft by requiring employers to pay wages into employees' accounts via a bank transfer (no longer by cash). Wage theft includes those cases where employers fail to pay wages or other remuneration to employees, pay too little, or demand repayment of wages already paid.
Unless the parties agree otherwise, wages must be paid at least twice a month. Wages, holiday pay and other remuneration must be paid to the employee’s bank account or through another authorised payment service, unless payment that way is impossible or would be unreasonably difficult.
Deductions may be made only in the situations listed in sections 14-15 of the Working Environment Act. Those cases include deductions required by law, deductions agreed in advance in writing, pension contributions, trade union dues, and recovery of loss caused by the employee through intentional or grossly negligent conduct or through unlawful resignation or dismissal. Even where a deduction is allowed, it must not reduce the employee’s pay below what is reasonably necessary to maintain the employee and the employee’s household.
Before deducting sums for damage or loss, the employer must discuss the basis and amount with the employee and the employee’s representatives, unless the employee declines. On each pay date, the employee must receive a written statement showing how the pay was calculated, the basis used for holiday pay, and any deductions. Norwegian law does not require a 13th- or 14th-month salary or any statutory bonus. Those matters are usually governed by the employment contract or a collective agreement.
Source: §14-15 of the Working Environment Act, 2005, last amended 2024
