A timesheet must show the hours you actually worked, including when they differ from the rota. The employer is responsible for recording them. Clearly record starts, finishes and breaks, and report missing hours or incorrect changes in writing.
Who is responsible for the timesheet?
The employer is responsible for correctly recording working hours, even if you enter them yourself. The requirement also applies to many employees on a fixed salary.
This follows from Arbeidstilsynet's guidance on recording working hours, checked as of 7 October 2026. Arbeidstilsynet is the public authority supervising the working environment and working hours.
When starting, ask who approves the hours and when to enter them. Also find the procedure for mistakes and forgotten entries. Knowing the deadline makes payroll easier, but does not make incorrect working hours correct.
Managerial and particularly independent positions are exempt from the recording requirement. The employer must still be able to document safe working hours. Do not assume that every office job with a fixed salary is particularly independent.
SamfunnPrep's guide to working hours and overtime in Norway explains the limits. This guide concerns creating a reliable basis for checking them.
What should you enter on a timesheet?
The record must identify the employee and date, with the start and end of working hours and any overtime. Breaks that count as working hours must also be included.
You can use the employer's app or system. Alongside it, you can keep a simple personal record. It helps you explain an error, but does not replace the employer's responsibility.
A practical layout could look like this:
| Date | Start | Finish | Break | Note |
|---|---|---|---|---|
| 5 October | 08:00 | 16:00 | 12:00–12:30 | Could leave the workplace |
| 6 October | 08:00 | 16:20 | 12:00–12:30 | Manager requested 20 extra minutes |
| 7 October | 09:00 | 17:00 | 12:30–13:00 | Had to remain available during the break |
The table is an example of recording time. It does not decide whether the extra minutes qualify for an overtime supplement or how to treat the break. That must be assessed under the rules and agreements.
Describe a deviation on the same day. “Finished at 16:20 as agreed with the manager” is more useful than “a little extra”.
Is a rota enough?
No. A rota shows planned work, while time records must show actual work. A plan therefore cannot replace the timesheet when hours vary.
A planned shift from 10:00 to 18:00 does not show whether you had to start at 09:45 or work until 18:30. Ask for a way to record this. Do not enter only the system's planned hours if you know they are incorrect.
A staff attendance register is not necessarily sufficient either. Arbeidstilsynet distinguishes it from the record of actual working hours. Clocking in on a list does not always provide enough information about breaks and extra work.
Keep both the plan and the actual record if they differ. You can then show what was agreed and what happened.
Should the lunch break be deducted?
Lunch is not automatically unpaid time. Under section 10-9 of arbeidsmiljøloven, the Working Environment Act, the break must count as working hours if you cannot freely leave the workplace or there is no satisfactory break room.
The rule was checked as of 7 October 2026 in arbeidsmiljøloven on Arbeidstilsynet's website. The Act also has separate break rules for additional work. Ask for an assessment if this applies to your shift.
Note what actually happened. Choosing to sit in the break room differs from having to answer customers or keep operations running. An automatic deduction of 30 minutes does not, on its own, show that you had a free break.
You can ask: “The system deducts half an hour. I had to remain available throughout the break. How should this be recorded?” Explain the circumstances instead of changing the pay calculation yourself.
How do you record minutes and shifts crossing midnight?
Enter exact times and make the dates clear when a shift continues past midnight. Clarify how the system handles minutes before submitting.
Some systems use hours and minutes; others use decimal hours. 15 minutes is 0.25 hours, and 30 minutes is 0.50 hours. Four hours and 30 minutes is therefore 4.50 hours, not 4.30. This is arithmetic, not a separate pay rule.
A shift from Monday at 22:00 to Tuesday at 06:00 needs both dates. Record breaks with their times. If you write only “eight hours”, it is harder to check rest periods and when the work took place.
Do not randomly round up or down to make the app accept an entry. Ask for the correct procedure and keep the actual times in your notes.
What do you do if recorded hours are wrong?
Send a specific correction to the person responsible for recording time. Give the date, old entry, correct time and why the change is needed.
A suggested message:
The timesheet for 6 October shows a finish time of 16:00. I worked until 16:20 on closing tasks at the manager's request. Please correct the finish time to 16:20 and confirm how the extra minutes will be treated.
Arbeidstilsynet's guidance says the record must also be available to the employee. Ask to see your own entries if they are not visible in the system.
Keep the request and reply. If the employer changes the hours back, ask for a reason. A union representative can help with disagreements about working hours and agreements. For systematic recording problems, you can ask Arbeidstilsynet for guidance.
How do you compare hours and pay?
Compare the same period and the same type of hours. The timesheet, payslip and employment contract have different roles and must be read together.
The payslip may concern an earlier earning period than the month in which you receive the money. Check the dates before concluding that hours are missing. Then identify ordinary pay, supplements and any corrections.
- Check that the period is correct.
- Compare the recorded working hours with your own record.
- Check how breaks have been treated.
- Keep additional hours, overtime and agreed supplements separate.
- Ask for an explanation of differences you do not understand.
Read the explanation of payslips and tax deductions. If the difference means missing payment, follow the guide to unpaid wages.
What should you keep when changing jobs?
Keep your own time records, relevant agreements and payslips. They may be useful if an error is discovered after you lose access to the work app.
Download what you can lawfully access before your last working day. Avoid copying information about other employees or customers. Name files by period and keep both the original entry and the confirmed correction.
Find more practical resources for everyday life in Norway on SamfunnPrep's tools page. Keep the timesheet with your employment contract so you can find the basis for checking your next pay.
