Temporary employment 2026: when do you have the right to a permanent job?

Temporary employment is only permitted in specific cases. Learn the three-year rule, the new contract rules from 2024, and your rights as a substitute worker.

Hlib SuslovPublished:July 11, 2026Last updated:July 11, 20265 min read

Temporary employment is only permitted in specific cases, for example as a substitute worker. The main rule in Norwegian working life is a permanent job. If you have been continuously employed on a temporary basis for more than three years, you are as a general rule automatically considered permanently employed. The rules in this guide apply as of July 2026.

What is temporary employment?

Temporary employment means that the employment relationship has an agreed end date. The Arbeidsmiljøloven (the Employment Act and rules about working conditions and job protection) states in § 14-9 that employees shall be employed on a permanent basis. A permanent job means the position continues indefinitely, and you have a real scope of work – that is, an agreed number of hours.

An employer can only employ you temporarily in these cases:

work of a temporary nature – for example a project or seasonal work
temporary assignment/substitute work – you work in place of another person, for example due to illness or leave
work experience and training
labour market programmes in cooperation with NAV (the Norwegian Labour and Welfare Administration)
organized sports – athletes, coaches and referees

Previously, employers could employ someone temporarily for up to twelve months without justification. This general right was removed on 1 July 2022. Today, an employment contract must always specify which basis from the list above applies to you.

Many immigrants work in temporary positions. On SamfunnPrep's topic page about work immigration you will find more guides about jobs and rights in Norway.

When do you have the right to a permanent job?

As a general rule, you have the right to a permanent job when you have been continuously employed on a temporary basis for more than three years. This is often called the three-year rule and is found in the Arbeidsmiljøloven § 14-9. It applies to temporary assignments, work of a temporary nature, or a combination of these.

From 1 January 2024, the limit is three years for all these grounds. For contracts concerning «work of a temporary nature» that were entered into before 1 January 2024, the old limit of four years continues to apply.

Three details are important:

Short breaks do not reset the clock. Small gaps between contracts with the same employer can still count as continuous employment. If the employer creates a break solely to circumvent the three-year rule, you may still have the right to a permanent job.
Absence counts. Sick leave and leave of absence are not deducted when counting employment time.
The right is automatic. After three years you are considered permanently employed with standard job protection. The employer cannot then end the employment relationship just because the contract «expires».

New rules for employment contracts from 1 July 2024

From 1 July 2024 you must have a written employment contract no later than seven days after you started the job, if the employment relationship lasts more than one month. If it lasts shorter, you must receive the contract immediately.

Two new rules protect you when the contract is deficient:

If the contract does not state that the job is temporary, it shall be assumed that you are permanently employed – unless the employer makes something else «clearly probable».
If the contract does not state the size of the position, your statement about the scope of work applies, unless the employer can prove otherwise.

Probation periods in temporary positions cannot from the same date be longer than half the duration of the contract, and never more than six months. A temporary assignment of six months can thus have a maximum of three months' probation.

What happens when the contract expires?

A temporary contract normally ends on the agreed end date, without notice. Two rights are still important to know about:

Notice one month in advance. If you have been employed for more than one year, you have the right to written notice of the end date at least one month before you are to leave. If the notice comes too late, the employer cannot require you to leave before one month after you received it.
Unemployment benefits from NAV. When the contract expires, you may have the right to unemployment benefits. Apply before your last working day. As of July 2026 you must have earned at least 204 824 kroner (1.5 G) over the last twelve months, or at least 409 647 kroner (3 G) over the last 36 months. The extended waiting period of 18 weeks applies as a general rule only when you yourself resign – not when a temporary contract expires. Read more in the guide about unemployment benefits after resignation.

If you lose your job because the business is reducing staff, you as a temporary employee also have the right of first refusal for new positions with the same employer for twelve months. The exception is substitute workers – they do not have this right of first refusal.

On-call substitute workers and part-time work: your rights

Contracts without guaranteed hours, often called zero-hours contracts, are not permitted for permanent employment. Since 1 January 2019, a permanent position must have a real scope of work. An on-call substitute worker is therefore in practice employed temporarily for each assignment – and the hours count towards the three-year rule.

If you work part-time, you have two strong rights:

If over the last twelve months you have regularly worked more hours than the contract states, you can demand a permanent position corresponding to what you have actually worked (Arbeidsmiljøloven § 14-4 a).
Part-time employees have the right of first refusal for an expanded position before the employer hires anyone new in similar work.

Disputes about such claims can be sent free of charge to Tvisteløsningsnemnda (the Dispute Settlement Board). You do not need a lawyer.

How to use your rights

Start with the contract and ask for help early. Here is how to proceed:

Check the employment contract. Does it state that the job is temporary, and which basis applies? If this is missing, the law supports that you are permanently employed.
Calculate your employment time. Add together all contracts with the same employer. More than three years? Then you can demand permanent employment in writing.
Talk to a union representative or labour union. Labour unions help members free of charge in such matters.
Ask Arbeidstilsynet. Their answer service replies free and anonymously to questions about the rules in working life.
Are you considering resigning yourself? First read about resignation and notice period, so you don't lose your rights.

Working life and employee rights are part of the curriculum for the société knowledge exam. On SamfunnPrep you can practise such questions whenever it suits you – try for free.

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FAQ

Frequently asked questions

Do I have the right to a permanent job after three years as a substitute worker?

Yes, as a general rule. If you have been continuously employed on a temporary basis for more than three years, you are automatically considered permanently employed under Arbeidsmiljøloven § 14-9. The rule applies to temporary assignments, work of a temporary nature, or a combination of these. For contracts about work of a temporary nature entered into before 1 January 2024, four years apply.

Can the employer insert breaks between contracts to reset the three-year rule?

No, not without further justification. Small gaps between contracts with the same employer can still count as continuous employment. If the break is inserted solely to circumvent the three-year rule, you may still have the right to a permanent job. The assessment is concrete, and sick leave or leave of absence are not deducted.

My contract does not state that the job is temporary – what does that mean?

Then it shall be assumed that you are permanently employed, unless the employer makes something else «clearly probable». This rule applies from 1 July 2024. If the contract lacks information about the size of the position, your statement about the scope of work applies if the employer cannot prove otherwise.

Do I get unemployment benefits when the temporary assignment ends?

Usually yes, if you meet the requirements. As of July 2026 you must have earned at least 204 824 kroner over the last twelve months, or at least 409 647 kroner over the last 36 months. The extended waiting period of 18 weeks applies as a general rule only when you yourself resign. Apply to NAV before your last working day.

I am an on-call substitute worker and work a lot of extra hours – can I demand a larger position?

Yes. If over the last twelve months you have regularly worked more than the agreed position, you can demand a permanent position corresponding to what you have actually worked, under Arbeidsmiljøloven § 14-4 a. If you disagree, you can send the case free of charge to Tvisteløsningsnemnda without a lawyer.