The father's quota is the portion of parental leave that is reserved for the father – and which is forfeited if he does not take it. In 2026, the father's quota is 10 weeks out of a total of 49 weeks with 100 % salary (or 59 weeks with 80 %).
Father's Quota 2026: Number of Weeks and Conditions
Parental benefits in Norway are distributed as follows (2026):
| Period | 100 % coverage | 80 % coverage |
|---|---|---|
| Mother's quota | 15 weeks | 15 weeks |
| Father's quota | 10 weeks | 10 weeks |
| Shared period (freely distributed) | 16 weeks | 26 weeks |
| Total | 49 weeks (approx. 12 months) | 59 weeks (approx. 15 months) |
The father's quota is reserved for the father and cannot be transferred to the mother – with some exceptions. The father can take the father's quota:
- After the mother has returned to work, education or other approved activity at least 50 % time
- Or while the mother is receiving parental benefits from her own quota
Who can use the father's quota? The father, co-mother, or second parent (registered partner or cohabiting partner who is legally recognized as co-parent) has the right to the father's quota.
What Happens If the Father Does Not Take the Quota?
The father's quota is personal and is forfeited if the father does not use it – with certain exceptions:
Exceptions where the quota can be transferred to the mother:
- Father is seriously ill
- Father is in prison
- Father has such severe disability that he cannot care for the child
- Father is in military service
- Father does not live in Norway
If the father without legal reason chooses not to take the quota, the family loses these weeks. It is important to plan this well in advance.
Payment During Paternity Leave
The father receives parental benefits during the father's quota:
- Calculation basis: Average of income from the last 3 months (or 3 last tax years for self-employed), limited to 6G = 819 294 kr/year (from 1 May 2026)
- Rate: 100 % of the calculation basis (using the 49-week model) or 80 % (59-week model)
- Who pays: NAV pays directly to the father (employers can advance and claim reimbursement)
- Minimum income: You must have earned at least 0.5G = 68 275 kr in the year before the leave to be eligible
The father can take the father's quota continuously or divided into periods, but it must be taken by the time the child turns 3 years old.
Father's Quota for Men Without Full Income History
For recently arrived immigrants or men with short work history in Norway:
- Requirement: The father must have worked in Norway for at least 6 of the last 10 months before the leave starts, and earned a minimum of 0.5G
- EEA citizens: Work in other EEA countries can count towards calculating income history
- Third-country nationals: Only Norwegian work history normally counts (with some exceptions by nationality)
- Fathers who do not qualify: Can take unpaid leave instead. One-time benefit at birth (85 875 kr in 2026) applies if neither parent has qualified rights to parental benefits
- The right is personal: Even if the mother has full income history rights, this does not automatically give the father rights – both parents must qualify for their respective quotas
Adoptive Parents and Father's Quota
Adoptive parents have the same rights to parental benefits as biological parents, with some adjustments:
- The period starts from the date of care assumption (not from birth)
- Prematurity provisions do not apply to adoption
- Children adopted after age 15 do not give right to parental benefits
- All father's quota rules apply in full
For more on family rights in general, see family reunification in Norway and care days for sick child.
How to Apply for Paternity Leave With NAV
The application process for paternity leave is relatively straightforward, but it is important to plan well and meet deadlines. You apply directly through NAV's self-service solution at nav.no under "Parental benefits and paternity leave". You can also use the NAV app. The application must be submitted before the child is born or before you adopt – or at the latest when the child is 6 months old for birth, and 6 months after adoption is approved.
Before you apply, you must have the information ready: the child's name (if born), its date of birth, and your partner's information. You must also state which weeks you want leave. NAV recommends that you apply at least 8 weeks before you plan to take leave, so that the payment can be set up properly.
Notification obligation is central in the process. You are required to inform NAV if your situation changes – for example if you no longer work, if you receive increased income, or if your partner returns from leave earlier than planned. If you do not fulfill the notification obligation, NAV can require repayment of incorrectly paid paternity leave.
The payment plan sets out when the money will come to your account. NAV pays out 14 times per year (every 14 days) if you take graduated leave, or as a one-time payment for the entire leave if you request it. Payment goes to the same bank account as your salary payments. Usually it takes 5-10 working days before the money appears in your account after NAV has processed the application. If you have a cohabiting partner or spouse, you can agree that one receives the entire payment, or you share it between you.
Father's Quota for Self-Employed and Freelancers
Self-employed and freelancers have the same right to father's quota as employees, but the rules for calculating the payment are different. Instead of receiving 100 % of regular salary, you receive 2/3 of the basis for sick leave – which is average income from the last 3 years before the leave starts. This applies both to the portion of the father's quota you take and to the shared portion if you and your partner divide the time.
To qualify, you must have been registered as self-employed for at least 8 months before you apply, and you must document the income through a tax certificate from Skatteetaten. NAV requires income of a minimum of 2G (total annual income) to receive care benefits or paternity leave. If income is lower, you may receive reduced rate or no payment at all.
The application process is the same as for employees – through nav.no. You must attach a tax certificate, business specification from your tax return, and possibly accounts if NAV requests it. Processing time is often longer for self-employed because NAV must verify the income.
There are exceptions: if you have had significant income reduction in the last year (due to illness, leave or other reasons), you can request an exception from the three-year rule. Contact NAV directly to discuss your situation.
Leave and Immigration: What Applies to EEA Citizens and Refugees?
EEA citizens (from EU/EEA countries) working in Norway have the same rights to paternity leave as Norwegian citizens. The condition is that you are an employee or self-employed with income that meets the requirements. You must have applied for residence permit as an employee or self-employed, and this must be approved by UDI (Directorate of Immigration). When the residence permit is approved, NAV processes your application the same way as for Norwegian citizens.
Refugees and persons with collective protection (under the Geneva Convention 1951) also have the right to paternity leave as soon as they have obtained work status and meet the income requirements. You must have been an employee for at least 6 of the last 10 months before you apply. Child welfare measures or asylum processes do not affect your right, but you must have lawful residence during the entire leave.
For asylum seekers still under processing by UDI, paternity leave does not apply. The right arises first when the asylum application is approved. The same applies to persons with temporary residence (under section 8 of the Immigration Act).
Coordination rules under EU Regulation 883/2004 ensure that you do not lose rights if you have worked in several EEA countries. Periods of work in Sweden, Denmark or other EEA countries count if you have income that meets Italian or Norwegian rules.
Frequently Asked Questions About Paternity Leave
Can I take paternity leave if I was not together with the mother's first child?
Yes, you have the right to the father's quota as long as you are registered as father or adoptive parent and meet the conditions for work and income. It does not matter whether you have been in contact with or together with the mother before.
What happens to paternity leave days if I lose my job while on leave?
You can continue leave and receive payment from NAV even if the employment ends, as long as you applied for leave before you quit. If you plan to quit, you must inform NAV and your employer.
Can I work part-time while on paternity leave?
Yes, you can work up to 50 % while you are on leave. If you work more than 50 %, you are no longer considered to be on leave. The income you receive from the part-time job will be deducted from the paternity leave benefit.
