As an on-call worker, you can normally accept or decline a new shift when the agreement is purely a framework agreement. Once you have accepted a specific shift, the agreement is normally binding. Pay when a shift is cancelled also depends on the contract, collective agreement, and any cancellation clause.
On-call worker: distinguish between the framework agreement and a shift
The framework agreement sets the general terms, while the specific shift agreement determines when you will work. First check whether the framework agreement provides fixed hours or only describes how you may accept or decline offers.
| What happens | Usually means | Evidence you should save |
|---|---|---|
| You sign a pure framework agreement | The agreement provides common terms but does not automatically book all future shifts | Signed agreement and later addenda |
| The employer offers a shift | You can normally accept or decline when the agreement does not require you to work fixed hours | The offer in an app, text message, or email |
| You accept the date and time | The parties have agreed on the specific shift | Written acceptance and a screenshot |
If the contract provides a fixed minimum percentage or a fixed number of hours, the situation is not the same as a pure framework agreement with no guaranteed work. The main rule is also permanent employment. Temporary shifts must have a lawful basis, such as a genuine temporary replacement or work of a temporary nature. A recurring need may require an individual assessment. The guide to temporary employment and permanent work explains the main rules.
On SamfunnPrep, you can use the tools overview when making a simple shift log and gathering your documents. This makes it easier to see the difference between offers, accepted shifts, and work actually performed.
What must the employment contract contain?
All on-call workers must have a written employment contract. The agreement should clearly explain both the framework terms and how each individual shift is agreed.
If the employment relationship lasts more than one month, the contract must be ready as soon as possible and no later than seven days after starting. If the employment relationship lasts up to one month, the contract must be ready on the same day the work begins.
Check that the contract states:
- who the employer is, the workplace, duties, and start date
- whether the employment is permanent or temporary
- the expected duration and lawful basis if it is temporary
- the percentage of the position, guaranteed hours, or that you may accept and decline
- how shifts are offered and accepted
- how variable working hours can be calculated
- pay, supplements, payment method, and payday
- breaks, shift changes, and payment for work beyond the agreed time
- any cancellation clause and collective agreement
From 1 July 2024, new employment contracts must, among other things, describe arrangements for shift changes. Read the practical checklist for an employment contract in Norway before signing. If you have an unchanged agreement dating from before 1 July 2024, you can ask for it to be supplemented with the new information required by law. The employer then has two months to update the agreement. This does not in itself mean that you receive more hours.
Is an on-call worker entitled to 14 days’ notice?
A person working under a pure on-call arrangement is not entitled to receive every individual shift offer in a work schedule 14 days before the shift. However, if the employer places you on a work schedule for a period, the rules for the schedule and changes to it apply.
A work schedule must show weeks, days, and times. Under the Working Environment Act § 10-3, the schedule must be discussed with employee representatives no later than two weeks before it starts, unless the collective agreement says otherwise. The schedule must also be readily available. As a general rule, changes must be announced at least 14 days in advance.
You and the employer may voluntarily agree on a new shift less than 14 days in advance. Before you have accepted it, you are normally under no obligation to work that shift. Collective agreements and certain lawful exceptions may provide different rules. Once you have accepted the shift, the agreement is binding even if the offer came at short notice. See also the rules on working hours and overtime in Norway.
Are you paid when an accepted shift is cancelled?
Arbeidstilsynet’s starting point is that an agreed shift must be paid even if the employer cancels it. However, a cancellation clause in the contract may affect the outcome, and the collective agreement or other specific circumstances may also matter.
Do this when a shift is cancelled:
- Save the offer and the reply in which you accepted it.
- Save the cancellation message with the date and time.
- Ask in writing for confirmation of how pay and supplements will be handled.
- Compare the reply with the contract, the collective agreement, and your next payslip.
You can write:
I confirm that I accepted the shift [date, start and end]. I received the cancellation [date and time]. Please confirm how the agreed pay and supplements will be paid. If you believe the shift should not be paid, I ask for the basis in writing and a reference to the agreement.
A cancellation does not automatically give you the right to an extra inconvenience supplement. Such a supplement must follow from the contract or collective agreement. Check how hours and supplements appear on your payslip and tax deductions. If the parties disagree about a clause or the amount, a trade union or lawyer should assess the specific case.
Ask for more predictable terms after six months
A part-time or temporary employee can request a safer and more predictable form of employment after more than six months with the business. You must also have completed any probationary period. The employer must provide a written and reasoned reply within one month.
A short request can be:
I refer to the Working Environment Act § 14-8 a and request more predictable and secure working conditions. I would like you to consider a permanent position percentage, guaranteed hours, or a more regular work schedule. I request a written and reasoned reply.
This rule gives you the right to ask and receive a reasoned reply. It does not guarantee that you will get a permanent position, your desired percentage, or specific shifts. The right to a new reply also does not apply if less than six months have passed since the previous request.
Under a pure framework agreement with gaps between shifts, there may be disagreement about how the length of employment should be assessed. Get help from an employee representative, trade union, or lawyer if the employer believes the six-month condition has not been met.
What evidence should you save?
Save documents showing both the terms of the agreement and what happened with each shift. One screenshot alone is often less useful than a clear timeline supported by several sources.
Keep:
- all versions of the employment contract and later addenda
- shift offers and written replies
- screenshots from the shift app before and after a change
- work schedules and the date they were published
- messages about moving or cancelling shifts
- timesheets, clock-in and clock-out records, and your own notes
- payslips and bank statements
- the request for more predictable terms and the employer’s reply
After a phone call, you can send a short message: “I confirm what we agreed about the shift [date and time]. Please tell me in writing if anything is incorrect.” This is a practical way to preserve evidence, not an absolute formal requirement for every shift agreement.
Arbeidstilsynet can provide guidance on the general requirements for contracts and work schedules. The agency does not normally decide a specific private-law pay dispute or how a particular clause should be interpreted. SamfunnPrep also provides general information, not an individual legal decision. Use your documents to ask a precise question of the employer, an employee representative, the trade union, or a lawyer.
