Before signing an employment contract, check the employer, location, hours, pay, and notice terms. Every employee must have a written contract. The employer prepares the draft, and you can get help from a union representative or another representative.
Get the contract before or soon after you start
If the job will last more than one month, the written contract must be ready as soon as possible and no later than seven days after you start. If the work lasts up to one month, or you are hired out by a staffing agency, the contract must be concluded immediately. Ask for a copy you can save. Even one day of work is covered by the written-contract requirement.
If you start before the contract is ready, write down what was agreed about pay, hours, duties, and dates, and ask the employer to confirm it in writing. A verbal agreement can be valid, but it is harder to prove if you later disagree. Do not sign a date or position percentage you know is wrong just to get the paperwork quickly.
Also check that the employer named in the contract is the same business that will actually pay your wages.
Check these points line by line
| Contract item | Questions you should be able to answer |
|---|---|
| Parties and workplace | Is the company name and organization number correct? Does it say where you will work, or that you work at different locations? |
| Work | Does it describe your position, duties, or job category? |
| Start and duration | Is the start date correct? Is the job permanent or temporary, and does a temporary contract state the reason and expected duration? |
| Working hours | Does it state daily and weekly hours, breaks, and how shift changes are arranged? |
| Pay | Are the amount, payday, supplements, and allowances clear? |
| Probation and notice | Are the probation period, notice periods, and procedures written down? |
| Holiday and other leave | Does it cover holidays, holiday pay, and any paid leave? |
| Collective agreement and benefits | Does the contract refer to a collective agreement, pension, and insurance paid by the employer? |
This is a reading aid, not a complete reproduction of section 14-6 of the Working Environment Act. The Norwegian Labour Inspection Authority’s template shows the full minimum list. See also employee rights for how the contract relates to the law.
Three unclear phrases that should make you pause
“Work as needed.” If you are an on-call substitute, you may be offered individual shifts that you can accept or decline. But you should understand whether you have a guaranteed percentage of a position or only a framework agreement. Ask: “Which hours are guaranteed, and what happens once a shift has been agreed?” The guide for on-call substitutes explains the difference.
“Pay by agreement.” Ask for the specific amount in kroner, how it is calculated, and when it is paid. Ask about evening, night, and weekend supplements, overtime pay, and allowances for travel or equipment. Norway does not have one statutory minimum wage for everyone; some industries have generally applicable rates. Check minimum wage and collective agreements for your industry.
“Workplace: Norway.” If you will work in several places, the contract must describe this and give the employer’s address. Ask how long the travel is expected to take, who pays for it, and whether home office or work abroad is relevant. Arbeidstilsynet says working from home and working abroad may require an additional agreement.
An anonymized example
Olena is offered a shop job. The draft says “80 percent position,” but also says “hours vary as needed” without explaining the agreed daily and weekly hours. She asks the employer to specify the agreed hours, how the work schedule is made, and how changes are announced. She also asks whether an evening supplement is included in the hourly wage or paid on top. Before signing, she compares the new version with the draft and saves both.
You do not need to understand every legal term on your own. Ask for time to read, and get verbal explanations confirmed in writing. A union representative or another employee representative can help both with drawing up and changing the contract. Arbeidstilsynet can advise about the legal minimum requirements and order an employer to correct an incomplete contract, but it usually does not decide a private dispute about what a specific clause means. A union or lawyer may be the right source of help in that case.
If the contract conflicts with the law
A signature does not make an unlawful term valid. Arbeidstilsynet says a contract cannot give you fewer rights than the Working Environment Act in areas where the law sets minimum requirements. If a clause seems wrong, point to the exact wording and ask for a correction. Check probation periods and working-time rules separately if that is the unclear point.
Your employment terms may also change after you sign. If your position percentage increases, your workplace changes, or you get new duties, relevant changes must be included in the contract as soon as possible and no later than when they take effect. A verbal promise that “we’ll sort out the paperwork later” is easy to misunderstand. Ask for a dated addendum or updated contract, and compare it with the previous version before accepting the change. Changes that only follow from legislation or a collective agreement may be handled differently; check what the employer relies on.
If Norwegian is difficult, ask for a simple explanation or use Arbeidstilsynet’s contract template in a language you understand. You still need to check the Norwegian contract you will sign. Write down your questions in the margin before the meeting, and ask for answers point by point.
Before putting the contract away: Check that all pages are included, the dates and amounts are correct, and you have a copy of the version signed by both parties. Save any amendments in the same place. SamfunnPrep collects practical explanations about labour migration, but you need to resolve questions about your specific contract with your employer or adviser.
Sources checked 2 October 2026: Arbeidstilsynet’s current guidance and templates for employment contracts, and sections 14-5 and 14-6 of the Working Environment Act.
