Norway Leave Laws and Holidays

Bereavement leave is granted as necessary, typically for a few days, to handle immediate family death-related matters.

Employers must be notified about the need for bereavement leave as soon as reasonably possible under the circumstances.

While generally understood and respected, bereavement leave specifics may be subject to employer's discretion and company policy.

Any additional bereavement leave may be granted based on employer policies or individual circumstances.

Bereavement leave does not accrue and is not based on length of service, but is granted as needed.

There is no carry over for bereavement leave as it is intended for immediate use during a family emergency.

There is no payout for unused bereavement leave at the termination of employment.

Unused bereavement leave does not carry a payout at the end of the year.

Bereavement leave policies generally cover events involving immediate family members, though definitions may vary.

Employees in Norway are entitled to 25 workdays of annual leave each year, based on a five-day workweek.

The exact notice period for taking annual leave is typically agreed upon with the employer, but should generally be given well in advance to allow for proper scheduling.

Annual leave requests must be approved by the employer, ensuring that business operations can be maintained during the employee's absence.

Employees over the age of 60 are entitled to an additional workweek of leave, totaling 30 workdays per year.

Leave is accrued monthly throughout the employment year, which typically runs from January to December.

Employees can carry over unused annual leave to the next year, though the specifics may be subject to employer policies.

Upon termination of employment, any accrued but unused annual leave must be paid out to the employee.

There is generally no end-of-year payout for unused annual leave unless the employee's employment is terminated.

Employers are required to ensure that employees take at least three weeks of their annual leave during the main holiday period between June 1 and September 30.

Employees are entitled to up to 3 years of educational leave for the purpose of attending approved courses or further education, subject to certain conditions.

Employees must notify their employer at least 6 months in advance of the intended start date of the educational leave.

Educational leave requires employer approval, and the relevance of the education to the employee's current or future job roles is often considered.

Additional quota for educational leave may be granted on a case-by-case basis, depending on employer policies and the nature of the education.

Educational leave does not accrue over time but is based on individual applications and approvals.

There is no carry over for educational leave as it is planned and approved for specific educational programs.

There is no payout for unused educational leave at termination, as it must be used for its specific purpose during the course of employment.

Unused educational leave does not qualify for end-of-year payouts.

Employers may require a commitment to return to work after the educational leave, typically for a period equivalent to the leave taken.

Pregnant employees in Norway are entitled to maternity leave of up to 49 weeks with full salary or 59 weeks at 80% of their salary. This leave can be started up to 12 weeks before the expected delivery date.

Employees are required to notify their employer about their pregnancy and the expected date of delivery as soon as possible, but the formal notice for maternity leave must be provided at least 3 months in advance.

Maternity leave is a statutory right for pregnant employees who have been employed for a certain period before the leave begins, and thus does not require employer approval.

The quota for maternity leave is fixed according to the law and there are no provisions for extending it beyond the stipulated weeks.

Eligibility for maternity leave and its duration are accrued based on the employee's duration of employment and prior contributions to the National Insurance Scheme.

Maternity leave cannot be carried over as it is designated for a specific period around the childbirth.

Maternity leave benefits are not subject to payout upon termination as they are meant for the period surrounding childbirth.

There is no end of year payout for unused maternity leave as the leave is to be used within a specific timeframe related to childbirth.

Maternity leave is part of a larger framework of parental leave, which can be shared between parents. This includes a specific portion exclusively reserved for the mother and another portion that the parents can divide as they choose.

Eligible employees can choose between 49 weeks of parental leave at full pay or 59 weeks at 80% of their salary, shared between both parents.

Parents are encouraged to notify their employers as early as possible, typically several weeks or months before the intended start of the leave.

While parental leave is a statutory right, coordination with the employer is necessary to plan the absence and ensure coverage.

In cases of multiple births or the adoption of multiple children, additional weeks of parental leave may be granted.

Eligibility and the amount of paid parental leave depend on having worked for a certain period before the leave starts, typically at least six of the last ten months.

Parental leave can be taken at various times and in different portions, as agreed with the employer, until the child reaches a certain age.

Parental leave benefits are not paid out on termination, as they are intended for use during the period around the birth or adoption of a child.

There is no end-of-year payout for unused parental leave as it must be used within a specific time frame related to the child's birth or adoption.

Part of the parental leave quota is specifically reserved for the father, known as paternity leave, to encourage shared responsibility for child care.

Each parent is entitled to up to 10 days of leave per year to care for sick children under the age of 12. This can be extended to 15 days if the parent has more than two children.

Due to the nature of this leave (caring for a sick child), immediate notice may be necessary. Parents are required to inform their employer as soon as reasonably possible under the circumstances.

While immediate care leave for a sick child might not require prior approval, any planned care leave should be approved by the employer.

In cases of serious illness or situations requiring extended care beyond the standard quota, additional leave may be granted. This is typically subject to employer's discretion and may require medical documentation.

Care leave for children is granted on an annual basis and does not accrue based on length of employment.

Carryover of unused care leave for children into the next year is not generally permitted.

Unused care leave for children is not eligible for payout upon termination, as it is intended for use within the specific year it is granted.

There is no provision for end of year payout for unused care leave as it is intended for use within the specific year it is granted.

Employers may require documentation from a healthcare provider to verify the need for care leave for children, especially if such leave is taken frequently or for extended periods.

Fathers in Norway are entitled to up to 15 weeks of paternity leave which is part of the shared parental leave. This leave is exclusively reserved for the father to encourage bonding with the new child.

Fathers must inform their employers about their intention to take paternity leave at least 3 months in advance to coordinate the leave period.

Paternity leave is a statutory right and does not require employer approval, provided the father meets the necessary eligibility criteria regarding employment and insurance contributions.

The quota for paternity leave is fixed by law and cannot be extended beyond the designated weeks.

Eligibility and duration of paternity leave are based on the father's duration of employment and contributions to the National Insurance Scheme.

Paternity leave is designated for use within a specific timeframe after childbirth and cannot be carried over.

Paternity leave benefits cannot be paid out upon termination as they are intended for use specifically during the period shortly after childbirth.

There is no payout at the end of the year for unused paternity leave as this leave is designated for a specific purpose and timeframe.

Paternity leave must be taken within the first year of the child's life to ensure the father has the opportunity to bond with the child during the early stages of development.

Employees are entitled to sick leave with pay for up to 52 weeks within a period of 104 weeks.

Employees must inform their employer about their sickness and inability to work as soon as possible, typically on the first day of absence.

While employer approval is not needed for initial sick leave, a doctor's note is typically required after three consecutive days of absence.

The quota of 52 weeks is fixed and cannot be extended beyond this period without special provisions or transitioning to disability benefits.

Sick leave does not accrue over time but is available as needed, based on health condition and medical certification.

Sick leave does not carry over as it is based on each instance of sickness.

Unused sick leave does not get paid out upon termination as it is not accrued.

There is no payout for unused sick leave at the end of the year.

Employers are responsible for the full salary payment during the first 16 days of a sick leave period, after which the National Insurance scheme covers the payment.