Norway
Fixed-term contracts are permitted only in limited circumstances where the work is of a temporary nature. Fixed-term contracts are permitted for a maximum of 12 months at a time. They can be renewed, but the total contract cannot exceed three years. After that point, the Worker is entitled to permanent status. It is very difficult to terminate a fixed-term contract early, typically only allowed in cases of severe breach.
Workers in Norway recognize the following12 paid public holidays:. New Year's Day, Maundy Thursday, Good Friday, Easter, Easter Monday, Labour Day, Constitution Day, Ascension Day, Whit Sunday, Whit Monday, Christmas Day, Second Christmas Day/St. Stephen's Day Work on a public holiday and Sundays are not permitted unless required by the nature of the work being performed.
Workers are entitled to 25 working days of paid vacation each year (for Workers over the age of 60 up to 31 days). If agreed upon in writing, up to 12 days of accrued but unused leave may be carried over year to year. In any event, accrued but unused leave must be paid at the end of the employment. The vacation pay (feriepenger) rate for this entitlement ranges from 10.2% to 12.5% of the base pay depending on vacation entitlement and age.
Probationary periods are permitted for up to six months. During a probationary period, only 14 days' notice of termination is required so long as there is valid cause (e.g. misconduct) and an adequate amount of formal warnings and discussions prior to the termination. Notice begins the day it is received by the Worker during the probationary period.
Workers may take three consecutive days of paid sick leave up to four times each year without producing a medical certificate. If a medical certificate is provided, the Worker is entitled to pay from the employer for the first 16 calendar days of injury / illness. After that point, the government takes over responsibility for payment ("daily sickness benefit"). Workers may be off for injury or illness for up to 52 weeks. Workers are also entitled to paid leave to care for a sick child up to their 12th birthday.
Normal working hours may not exceed 9 hours per day or 40 hours per week. There is typically a 1-hour unpaid meal break. Work on Sundays is not permitted unless necessitated by the nature of the work.
Work in excess of the agreed upon standard hours is considered overtime and should only occur when there is an exceptional and time-limited need for it. Overtime must be paid at 140% at minimum. Overtime must work must not exceed 10 hours per 7 days, 25 hours per 4 consecutive weeks, or 200 hours per 52 weeks.
There are no mandatory bonuses under Norwegian law.
Unilateral termination of a Worker not by resignation requires valid cause and a generally involves a formal process including written warnings plus a discussion of notice meeting (drøftelsesmøte) prior to giving official notice. Termination must be in writing. Notice begins on the 1st day of the month following the notice meeting. If terminated for redundancy, the Labour and Welfare Administration must be notified. The length of notice then depends on the Worker's age and length of service as follows: Workers with less than 5 years of service have a 1-month notice period, regardless of age. Workers with more than 5 years of service have a 2-month notice period, regardless of age. Workers with more than 10 years of service have an extended notice period based on age as outlined below: - Under 50 years: 3 months - Age 50–54: 4 months - Age 55–59: 5 months - Age 60 and above: 6 months
Workers must provide notice of resignation as outlined in their employment contract, which is generally 14 days during the probationary period. The notice period for resignation after the notice period typically ranges from one to three months and cannot exceed three months.
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