How to hire remote employees in


Norway’s a great place for hiring remote talent. If you’ve found someone you’d like to hire in Norway, read on—we’ll teach you how to do it without running into red tape, expensive fees, and lengthy processions of paperwork.

Country snapshot

Norwegian krone (NOK)

What to know before you hire in 


No matter where you’re based out of, we can tell you one thing: Norway has different labor laws than your home country (unless your home country is Norway, that is). If you don’t do things right, you’ll be putting your company at the risk of fines—and risk losing the talent you brought onboard. Fortunately, doing things right is pretty easy if you take the right route.

If you want to successfully hire in 


, you have two options:

Hire talent as contractors

Laws about hiring contractors are significantly more simple in 


. Onboarding talent takes days, not weeks or months. Both you, the company, and your talent have more flexibility. And in many cases, since you’re remote, the talent you’re hiring is better classified as a contractor, anyway. Of course, it’s not possible in every case, but it’s what we built Panther for.

Hire talent as employees

This is the long route. You can either establish a physical presence with an entity and register as an employer, or you can use an Employer-of-Record (EOR) solution. Odds are, you’ll find using an EOR to be the easier route. Still, using an EOR in 


 is expensive—it can often be $500 per month per employee—and sometimes prone to lengthy onboarding times.

Why hire independent contractors in 


Hiring contractors is normally the easier, faster, more flexible choice—but don’t just take it from us. Below are the specific benefits and drawbacks to hiring contractors in 



It’s the fastest way to hire globally

Hiring employees takes months, at the minimum. When you hire with Panther’s locally-generated contracts, it’s a matter of days or weeks. This means you can hire the best talent, fast, without losing them to a hellish procession of paperwork.

It’s a lot cheaper

It costs just $0 to sign up for Panther, then $49 per month to hire your contractors with Panther. If you hired employees manually (or did contracting on your own), you’d likely be on the hook for thousands of dollars each month. Setting up an entity alone can cost tens of thousands of dollars.

It’s more flexible for you & your team

Hiring contractors in 


 means you’re generally not on the hook for things like health insurance and paid time off. This makes hiring flexible for you, and it gives your talent more options.

Can be less risky than hiring employees

Hiring employees is a bigger commitment, and can open you up to increased liabilities and regulations. When you hire contractors overseas, your biggest risk is misclassification—but laws surrounding contractor classification are often significantly more straightforward.

Some people want to be employees

The contractor life isn’t for everyone—some people want the security that being an employee often appears to provide. Though it’s rare, this does happen, and it’s one disadvantage of manage an all-contractor team.

You might not have as much control over your talent

Most countries’ contractor-employer relationship laws stipulate that the employer can’t set fixed working hours, among other things. These laws give contractors more freedom over how and when they do their work than an employee would have. In reality, however, most contractors are willing & able to work on the company’s schedule—it’s a matter of setting expectations beforehand.

How can I pay people in 



If you’re hiring contractors in 


, you can pay them with Panther in a single click. You won’t need to worry about complicated wire transfers, fees, or currency conversions. We’ll take care of it all. Just make a click and your contractor will get paid in their currency of choice. This is a valuable bonus for talent in countries where the local currency is particularly weak—most people appreciate the ability to receive their payment in stronger currencies.

Hiring and paying your team in 


Hire and pay with Panther

Pay everyone with a single click
Get great currency conversion rates
Pay $0 in platform fees
Run payroll in seconds
Let Panther automatically create & store invoices
Let Panther automatically write locally-compliant contracts
Let Panther automatically file local tax documents

Hire and pay without Panther

Pay all your contractors individually
Do all currency conversions yourself
Shoulder the burden of platform fees
Spend hours each month making payments
Manually track & store invoices
Manually write & sign contracts
Manually file relevant tax documents

Let Panther save you from hiring headaches.

Sign up today for $0

If you want to hire employees in 


If you’ve read up until this point, you’ll know that it’s easier, cheaper, and more flexible to hire contractors in Norway than employees. Still, there are valid reasons why you might want to hire employees instead. The content below is for you—we’ll cover employer taxes and obligations in Norway

Taxes in 


Employer tax

Social Security (depending on zone)

Individual tax

184,800 – 260,100 - 1.7%

1,021,550 NOK and above - 16.20%


Paid Time Off (PTO)

Employees are entitled to four weeks and one day of paid holiday each calendar year.

If the company is bound by a collective agreement, its employees are entitled to five weeks' holiday a year.

Five weeks is the most common arrangement, even in companies that are not bound by a collective agreement.

Annual leave is compensated at a minimum rate of 10.20% of the employee’s total salary, commonly paid in June.

Some collective bargaining agreements will state an increased rate of the vacation payment at 12.00%, and employees over the age of 60 are compensated at 12.50% of their total salary.

Public Holidays

There are 10 public holidays.

Sick Days

The duration of sick leave entitlement provided to workers is dependent on how long they have been employed by their employer:

  • In general, employers pay for the first 16 calendar days of sick leave. The Norwegian Labor and Welfare Service (NAV) pays from the 17th day forward, unless different terms are stated in the employee’s contract or CBA.
  • Employees must notify their employer if they are absent due to illness.
  • Unless otherwise negotiated with the employer, sickness benefits are limited to six times the National Insurance basic amount per year.
  • To be eligible for the social security benefit, an employee must meet a specific criterion, including being a member of the National Insurance Scheme, has worked for four consecutive weeks, and have a minimum income of 49,929 NOK annually.
  • Within three days of sickness, an employee must provide a completed written sick leave form, and if the sick leave exceeds three days, a doctor’s note is required.

Maternity Leave

Female employees are entitled to paid maternity leave for 3 weeks prior to giving birth and must take a leave of absence for the first 6 weeks after birth unless able to provide a medical certificate indicating it is better to resume work.

Female employees are entitled to 59 weeks of paid maternity leave which is compensated by the national insurance.

The national insurance will pay a mother 80.00% of the regular income for 59 weeks of leave. If the employee opts to take a reduced leave of 49 weeks, they will be compensated at 100.00% of their income.

Parents are entitled to a leave of absence for a total of 47 weeks, or up to 57 weeks with reduced benefits, before the child’s third birthday.

Paternity Leave

Male employees are entitled to 2 weeks’ unpaid paternity leave.

Parental Leave

Maternity leave may be split between the mother and father; however, three weeks before the expected due date and six weeks after the birth are reserved for the mother.

A parent can take an additional year of unpaid leave after maternity leave.

Employees who earn more than 480,000 NOK annually are not entitled to paid parental leave.

Other Leave

Occupational injury insurance - an employee is injured in the workplace, they are entitled to compensation up to 72,662 NOK per year. If the employee is unable to work, they will be entitled to disability compensation. The rate of compensation depends on the employee’s incapacity to work.

Marriage Leave

Employees are entitled to one (1) paid day off on the occasion of their wedding.

Bereavement Leave

There are no laws in Norway that gives day off for funerals. But most companies however do still give you 1 or 2 days off with pay for funerals for close family members


Termination Process

The main form of dismissal is with prior notice. Such dismissal must either be objectively justified on the basis of circumstances relating to the undertaking, the employer or the employee.

If termination is related to curtail or rationalization related to the undertaking, the termination is not objectively justified if the employer has other suitable work in the undertaking to offer the employee.

Furthermore, when deciding whether a dismissal is objectively justified by curtailed operations or rationalization measures, the needs of the undertaking must be weighed against the disadvantage caused by the dismissal for the individual employee.

Additionally, where employees are dismissed on the grounds of circumstances related to the business or organization, the criteria for selection of employees for dismissal must be objectively justified.

An employee who has been dismissed, owing to circumstances relating to the undertaking, has a preferential right to a new appointment at the same undertaking, unless the vacant post is one for which the employee is not qualified.

The statutory notice period for an employer when dismissing an employee varies between 1 and 6 months

There are no statutory provisions on severance or redundancy payment.

Notice Period

The notice period in Norway is:

The statutory notice period for an employer when dismissing an employee varies between 1 and 6 months, depending on the term of employment, age and length of service with the company. It is most common to agree to 3 months’ notice.

Employees giving notice normally have to observe notice periods as agreed to in the employment contract, but these cannot be longer than 3 months.

Severance Pay

There are no statutory provisions on severance or redundancy payment.

These can be included in collective agreements.

Probation Period

Probationary periods in Norway are typically between 3 and 6 months.

Employee requirements in 


Working Hours

The standard workday is 9 hours per day, with one hour included for lunch.

The typical Norwegian employee work five day weeks scheduled between 0600 and 1800 and has arranged work between 37 and 38 hours per week.


Any hours worked in excess of 9 hours per day and 40 hours per week are considered overtime and employees must be paid at a premium rate of at least 40% over the normal rate, or provided time off in lieu.

Work hours should not exceed more than 10 hours of overtime per week, 25 hours of overtime per every 4 weeks, and 200 hours of overtime per every 1 year.

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