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Employer of Record in Norway
Hire employees in Norway through an Employer of Record (EOR) without setting up a local entity. This comprehensive guide explains Norway's labour laws, payroll, taxes, benefits, and compliance requirements so you can build a compliant Norway workforce with confidence.
What is an Employer of Record in Norway?
An Employer of Record in Norway is a third-party organisation that legally employs workers on behalf of foreign companies. The EOR takes full legal responsibility for the employment relationship under Norway's law, while the client company directs the employee's daily work and performance.
This arrangement allows international businesses to hire Norway professionals quickly and compliantly without establishing a local entity. It is particularly useful for startups, growing businesses, and enterprises exploring the Norway market for the first time. The EOR manages all employment obligations, including contracts, payroll, tax filings, social contributions, benefits, and ongoing compliance with local labour laws.
Why Hire in Norway?
The Kingdom of Norway is a Nordic constitutional monarchy occupying the western and northern parts of the Scandinavian Peninsula, with a population of approximately 5.55 million. Norway boasts one of the world's highest GDP per capita and quality-of-life rankings, anchored by abundant natural resources — petroleum and natural gas (offshore Norwegian Continental Shelf), hydropower (99% of electricity), seafood (world's largest salmon producer), maritime services, and metals.
Norway is an EEA and Schengen member but NOT an EU member — a status confirmed by referendums in 1972 and 1994. EEA membership grants Norway full access to the EU single market in goods, services, capital, and labour, while preserving sovereignty in agriculture, fisheries, and trade policy. Workplace culture is collaborative, egalitarian, with strong unionisation (~50% membership) and powerful CBAs.
Top employers in Norway span Equinor, Aker Solutions, Aker BP, Subsea7 (oil and gas); Mowi, SalMar, Lerøy, Cermaq (aquaculture); Statkraft, Hafslund (utilities); DNB, Nordea, Sparebank 1, Storebrand, KLP (banking and insurance); Telenor, Schibsted (telecoms and media); Norsk Hydro, Yara (heavy industry); Cognite, Visma, Sopra Steria, TietoEVRY (technology); Kongsberg Gruppen (defence); Wilh. Wilhelmsen, BW Group (shipping); Norwegian Air Shuttle (aviation); and the Norwegian Public Service.
What Are the Quick Facts About Norway?
Before hiring in Norway, it helps to understand the basic country profile at a glance.
| Category | Details |
|---|---|
| Capital | Oslo |
| Official Language | Norwegian (Bokmål and Nynorsk both official); Sami co-official in some northern municipalities; English very widely used in business |
| Currency | Norwegian Krone (NOK, kr) |
| Time Zone | Central European Time (UTC+1; UTC+2 in summer) |
| Population | Approximately 5.55 million |
| Status | EEA member state and Schengen Area; non-EU; member of EFTA, NATO, Nordic Council; one of the wealthiest countries per capita globally; not in Eurozone |
| Major Industries | Oil, gas and offshore (Equinor, Aker Solutions), shipping and maritime services, seafood and aquaculture (Mowi, SalMar), renewable energy and hydropower, technology and fintech, manufacturing (Norsk Hydro), defence and aerospace, fish farming |
| Workforce Profile | Highly educated, exceptionally English-fluent, strong unionisation (~50% members), with deep specialism in oil & gas, maritime, fintech, and green-tech sectors; widespread use of cross-border Nordic mobility for short assignments |
What Are the Employment Laws in Norway?
Employment relationships in Norway are primarily governed by the Working Environment Act (Arbeidsmiljøloven, Lov 17. juni 2005 nr. 62), National Insurance Act (Folketrygdloven), Holiday Act (Ferieloven), Annual Public Holidays Act, and Sectoral Generally Applicable Collective Agreements (Allmenngjorte tariffavtaler). This legislation regulates every aspect of the employment relationship, including contracts, working hours, leave entitlements, termination procedures, and workplace rights.
Written employment contracts are mandatory in Norway and must be drafted in Norwegian (English bilingual contracts are accepted in international firms but the Norwegian text governs disputes); the Working Environment Act requires written contracts within 1 month of starting. Every contract must specify the job description, salary, working hours, probation period, benefits, and termination terms. Both fixed-term and indefinite-term contracts are permitted under Norway's law. Fixed-term contracts cannot exceed Generally 4 years cumulative for fixed-term contracts; thereafter the contract is reclassified as indefinite (Working Environment Act §14-9), including any renewals.
The standard probation period for most roles is capped at 6 months maximum (default 3 months); during probation the dismissal threshold is lower and shorter notice (14 days) applies. During probation, either the employer or the employee may terminate the relationship with shortened notice as specified by law or the employment contract.
What Are the Working Hours and Overtime Rules in Norway?
The standard workweek in Norway is 37.5 hours typical (industry CBAs); 40 hours statutory maximum for ordinary work; 9 hours/day max ordinary working time. The maximum weekly working time, including overtime, is 48 hours including overtime, averaged over 8 weeks; absolute weekly maximum 50 hours; absolute daily maximum 13 hours. Rest periods and overtime premiums are also regulated by law.
| Factor | Standard |
|---|---|
| Standard Workweek | 37.5 hours typical (industry CBAs); 40 hours statutory maximum for ordinary work; 9 hours/day max ordinary working time |
| Maximum Weekly Hours | 48 hours including overtime, averaged over 8 weeks; absolute weekly maximum 50 hours; absolute daily maximum 13 hours |
| Weekday Overtime Pay | +40% premium over the regular hourly wage (i.e. 140%) — minimum statutory; CBAs frequently raise to +50% or +100% |
| Weekend/Holiday Overtime | +50% to +100% by sector CBA; Sunday work tightly regulated; mandatory compensatory rest where Sunday work is performed |
| Night Work Premium | +25% to +50% by sector CBA for work between 21:00 and 06:00; some CBAs require night-work health monitoring |
| Minimum Daily Rest | 11 consecutive hours between shifts (16 hours for night work) |
| Minimum Weekly Rest | 35 consecutive hours weekly rest, including Sunday in most cases |
What Leave Entitlements Apply in Norway?
Norway employees enjoy comprehensive leave entitlements, including annual leave, public holidays, sick leave, maternity leave, and paternity leave.
| Leave Type | Entitlement |
|---|---|
| Annual Leave | 25 working days (5 weeks) under the Holiday Act; employees aged 60+ are entitled to an additional 5 days; many CBAs grant 30 working days (4 working weeks + 1 extra week) |
| Public Holidays | 10 paid public holidays (Sunday holidays not duplicated) |
| Sick Leave (Short-term) | The employer pays full salary for the first 16 calendar days of illness (arbeidsgiverperioden); thereafter NAV (Norwegian Labour and Welfare Administration) pays sickness benefit at 100% of salary up to 6G (approximately NOK 744,168 in 2026) |
| Sick Leave (Long-term) | From day 17 onwards, NAV pays 100% of salary up to the 6G ceiling for up to 52 weeks; chronic conditions and work-related illness extend coverage; most CBAs require employers to top up beyond 6G to 100% of full salary; right to return to the same role if absent under 1 year |
| Maternity Leave | 49 weeks at 100% of salary OR 59 weeks at 80% of salary — parental leave shared between parents; mother must take 3 weeks before birth and 6 weeks after birth (mor-kvote); father has 15 weeks reserved (far-kvote) |
| Maternity Pay | 100% of salary up to 6G ceiling (approximately NOK 744,168 in 2026), paid by NAV; many employers top up to full salary regardless of ceiling under CBA |
| Paternity Leave | 15 weeks of statutory paternity leave (far-kvote / fedrekvote) reserved exclusively for the father; paid by NAV at 100% (or 80% for the longer 59-week option); cannot be transferred to the mother |
Public Holidays Observed: New Year's Day (1 January), Maundy Thursday, Good Friday, Easter Monday, Labour Day (1 May), Constitution Day (17 May — Norway's national day), Ascension Day, Whit Monday (Pentecost Monday), Christmas Day (25 December), and Boxing Day (26 December). Christmas Eve and New Year's Eve are half-days observed by most employers.
What Is the Minimum Wage and Average Salary in Norway?
Norway has no statutory national minimum wage. Pay floors are set by sectoral generally applicable collective agreements (allmenngjorte tariffavtaler) in 9 industries — construction, cleaning, hospitality, agriculture/horticulture, fish processing, passenger transport, electrical contracting, freight road transport, and shipbuilding. Effective minimum wages range from approximately NOK 215/hour for unskilled workers in agriculture to over NOK 250/hour for skilled construction workers (2025 rates updated from 15 June 2025). For non-regulated sectors, wages are set by individual contract or non-extended CBAs and typically far exceed any minimum-wage benchmark, reflecting Norway's very high cost of living. Note: figures are indicative; an EOR confirms the applicable allmenngjort CBA, sector-specific premiums, A-melding reporting obligations, and 14.1% employer National Insurance (arbeidsgiveravgift) before contracting.
| Salary Category | Monthly Amount (NOK) | EUR (approximately, NOK ≈ EUR ÷ 11.5) |
|---|---|---|
| Customer Support / Junior Office | NOK 38,000 – NOK 48,000 | Entry-level; English typically required; growing BPO sector in Oslo |
| Software Engineer (Mid) | NOK 60,000 – NOK 85,000 | Strong fintech, gaming, and SaaS demand |
| Senior Software Engineer / Tech Lead | NOK 85,000 – NOK 120,000+ | Equinor, DNB, Schibsted, Telenor; strong ML/data-science demand |
| Petroleum / Subsea Engineer | NOK 80,000 – NOK 130,000+ | Stavanger / Bergen offshore hub; bonus-rich |
| Compliance / AML Officer | NOK 65,000 – NOK 100,000 | Finanstilsynet-regulated finance and crypto sector |
| Maritime / Shipping Manager | NOK 70,000 – NOK 110,000 | Strong maritime cluster in Oslo, Bergen, Aalesund |
| Senior Director / Country Manager | NOK 110,000 – NOK 200,000+ | Subsidiary leadership in international firms |
Salaries paid monthly by SEPA-equivalent NICS bank transfer in NOK, typically by the 25th–last working day of the month. Detailed Norwegian-language payslips (lønnsslipp) must show gross, all deductions (income tax, NIC, OTP, voluntary union dues), holiday pay accrual, and net. The A-melding (A-report) electronic submission to Skatteetaten by the 5th of each month covers payroll, tax withholdings, and National Insurance contributions in a single integrated return. A 13th-month salary is not legally required in Norway. However, most CBAs and employer policies include a holiday pay (feriepenger) calculation of 10.2% of the previous year's gross salary (12% for employees aged 60+), accrued in the current year and paid out as a lump sum the following June (replacing that month's salary). Performance bonuses are common in oil & gas, finance, and senior roles.
How Do Taxes and Social Contributions Work in Norway?
Norway requires both employers and employees to contribute to social security, and personal income tax is withheld at source by the employer.
Employee Income Tax
| Monthly / Annual Income | Tax Rate |
|---|---|
| All taxable income (general/base tax) | 22% flat (fellesskatt) |
| Additional bracket tax (trinnskatt) — 0 to NOK 226,099 | 0% |
| NOK 226,100 – NOK 318,299 | 1.7% bracket tax |
| NOK 318,300 – NOK 725,049 | 4.0% bracket tax |
| NOK 725,050 – NOK 980,099 | 13.7% bracket tax |
| NOK 980,100 – NOK 1,467,199 | 16.8% bracket tax |
| Above NOK 1,467,200 | 17.8% bracket tax (top marginal ~47.4% combined) |
| PAYE for non-resident temporary workers | 25% flat (incl. 7.6% NIC); 17.4% if A1 certificate provided |
| Wealth tax (state + municipal) | 1.0% above NOK 1.9M (single) / NOK 3.8M (couples); 1.1% above NOK 21.5M |
Social Security and Health Contributions
| Contribution Type | Employer | Employee | Total |
|---|---|---|---|
| National Insurance (Folketrygd) | 14.1% | 7.6% | Arbeidsgiveravgift / trygdeavgift; combined 21.7% on gross salary up to no ceiling |
| Mandatory Occupational Pension (OTP) | Min 2% | — | Tjenestepensjon — at least 2% of salary above 1G (~NOK 124,000) into employee's pension fund |
| Group Life & Disability Insurance | Varies (typically 0.3–0.5%) | — | Yrkesskadeforsikring — mandatory occupational injury insurance; CBAs often add gruppe-livsforsikring |
| Holiday Pay (Feriepenger) | 10.2% (12% if 60+) | — | Accrued in current year, paid out year following or upon termination; replaces June salary |
| Sickness Cover (first 16 days) | Employer pays 100% of salary | — | Arbeidsgiverperioden — employer-paid sick pay for the first 16 days; thereafter NAV pays |
| Wealth/Income Tax Reporting (A-melding) | Monthly by 5th of following month | Withheld at source | All payroll, tax, and social security data reported to Skatteetaten via A-melding system |
| Total Combined (typical Oslo) | ~17–18% (incl. OTP) | ~7.6% | Total cost-to-employer is gross salary × ~1.18–1.20 + holiday pay accrual |
| Sparsely-populated Zone V (Finnmark/Troms) | 0% AGA | Same 7.6% | Zero employer National Insurance in northernmost zones to support regional development |
Note: Contributions are calculated on gross salary up to a statutory ceiling where applicable. Rates are reviewed periodically.
What Are the Mandatory Employee Benefits in Norway?
All employees in Norway are entitled to statutory benefits under the labour code, and many employers add supplementary benefits to attract top talent.
| Mandatory Benefits | Common Supplementary Benefits |
|---|---|
| Paid annual leave | Private health insurance |
| Paid public holidays | Meal vouchers or allowance |
| Paid sick leave | Transportation allowance |
| Maternity and paternity leave | Performance bonuses |
| Social security coverage | Professional development budget |
| Health insurance | Flexible or remote work options |
| Pension contributions | 13th-month salary (some sectors) |
| Workplace safety protection | Stock options or equity |
How Do Termination and Severance Work in Norway?
Termination rules in Norway depend on the employee's tenure. The labour code strictly defines notice periods and severance pay.
Notice Periods by Tenure
| Length of Service | Notice Period |
|---|---|
| Probation (up to 6 months) | 14 days written notice |
| Less than 5 years service | 1 month |
| 5 years to less than 10 years | 2 months |
| 10 years or more | 3 months |
| Aged 50+ with 10+ years service | 4 months |
| Aged 55+ with 10+ years service | 5 months |
| Aged 60+ with 10+ years service | 6 months — maximum statutory notice |
Severance Pay
| Years of Service | Severance Entitlement |
|---|---|
| Statutory severance (sluttvederlag) | No general statutory severance pay under the Working Environment Act; the prescribed notice period substitutes |
| Negotiated CBA severance | Many CBAs include sluttvederlag for older employees (50+) and long-service workers — often 1–6 months' salary |
| Wrongful dismissal | Reinstatement is the primary remedy under §15-12; alternatively monetary compensation up to 12 months' salary plus damages |
| Mass redundancy | Notification to NAV and worker representatives required when 10+ are dismissed within 30 days; consultation period applies |
Legal Grounds for Termination
Employment in Norway can be terminated by mutual agreement, voluntary resignation, the natural expiration of a fixed-term contract, just cause due to serious misconduct, or economic and organisational reasons, with proper notice.
Protected Categories
Norway labour law offers special protection against termination for pregnant employees, employees on maternity or paternity leave, employees on sick leave, and trade union representatives.
What Are the Work Permit and Visa Requirements in Norway?
Norway's immigration framework distinguishes EU/EEA/Swiss free-movement workers (registration only) from non-EEA Third Country Nationals who require a Skilled Worker Permit before commencing work. Skilled-worker thresholds and educational/qualification requirements are set by UDI (Utlendingsdirektoratet), the Norwegian Directorate of Immigration. The Posting of Workers Directive applies for cross-border EEA service provision.
| Permit Type | Purpose | Issuing Authority |
|---|---|---|
| EU/EEA/Swiss Free Movement | EU, EEA and Swiss citizens may work freely; must register with the Police within 3 months of arrival | Norwegian Directorate of Immigration (UDI) — registration only |
| Skilled Worker Permit | For non-EEA workers in skilled roles; requires job offer at NOK 503,200/year (full-time, 2025) or higher and relevant qualifications | UDI — Utlendingsdirektoratet |
| Job-Seeker Visa for Skilled Workers | 6-month visa to look for skilled work in Norway | UDI |
| Seasonal Work Permit | For agriculture, tourism and similar seasonal work; up to 6 months | UDI / Police |
| Posted Worker / Service Provider | EEA-based service providers may post workers to Norway under temporary assignments; A-melding and posting registration required | Norwegian Labour Inspection Authority (Arbeidstilsynet) |
| Working Holiday Visa | Bilateral schemes with Australia, New Zealand, Argentina, Canada, Japan, South Korea, Taiwan | UDI |
Processing typically takes Skilled Worker Permit: 1–3 months typical processing; Seasonal Work Permit: 4–8 weeks; Posted Worker registration: instant via Arbeidstilsynet portal; Job-Seeker Visa: 1–2 months; EEA registration with police: 1–2 weeks. The EOR pre-screens job offers against UDI criteria and submits the application package on the EOR's registration as the legal Norwegian employer., depending on documentation and administrative workload. Norway is an EEA member (Agreement on the European Economic Area) and Schengen Area member, but NOT an EU member. EEA membership grants free movement of workers, services, capital, and goods between Norway and EU/EEA states. The Posting of Workers Directive applies. EFTA Court oversees EEA Agreement disputes. Bilateral social security coordination via A1/E101 certificates with all EU/EEA states.
How Do You Hire in Norway Through an EOR?
The hiring process through an Employer of Record typically follows five clear stages, from candidate selection to ongoing compliance management.
| Step | Action | Responsibility |
|---|---|---|
| 1 | Identify and select the Norway candidate | Client company |
| 2 | Engage an EOR and sign a service agreement | Client + EOR |
| 3 | Issue a written Norwegian (English bilingual contracts are accepted in international firms but the Norwegian text governs disputes); the Working Environment Act requires written contracts within 1 month of starting-language contract | EOR (legal employer) |
| 4 | Register the employee with tax and social security | EOR |
| 5 | Process monthly payroll and maintain compliance | EOR |
Should You Set Up a Local Entity in Norway Instead?
For companies with significant long-term investment plans in Norway, establishing a local entity may be a viable alternative to using an EOR.
| Entity Type | Description | Best For |
|---|---|---|
| Aksjeselskap (AS) — Limited Liability Company | Most common form; minimum share capital NOK 30,000; 1+ shareholder; foreign founders welcome | Trading, services, technology, finance |
| Allmennaksjeselskap (ASA) | Public limited company; minimum share capital NOK 1 million; suitable for stock-exchange listing on Oslo Børs | Larger enterprises, listed companies |
| Norwegian-Registered Foreign Enterprise (NUF) | Branch of a foreign company registered with Brønnøysundregistrene; foreign HQ has full liability | Foreign companies, sole-trader-equivalent |
| Enkeltpersonforetak (ENK) — Sole Proprietorship | Sole-trader registration with Brønnøysundregistrene; full personal liability; simplified taxation under personal income | Freelancers, consultants |
| Ansvarlig Selskap (ANS / DA) | General partnership; partners have full and several liability; less common for foreign investors | Family businesses, professional partnerships |
| Branch via Employer of Record | Compliant hiring without setting up a Norwegian entity | Foreign companies hiring 1–50 staff in Norway without local entity |
Setting up a Norwegian Aksjeselskap (AS) through Brønnøysundregistrene typically takes 5–10 working days for incorporation, plus 4–8 weeks for VAT registration, banking, NAV employer registration, and (where applicable) Finanstilsynet licensing. Banking onboarding is straightforward but requires AML documentation. For most companies hiring fewer than 10 employees in Norway — or testing the market — engaging an Employer of Record is dramatically faster: onboarding takes 5–10 business days versus the 2–3 months required for entity setup, banking, and full registrations.
EOR vs Local Entity vs Contractor — Which Is Right for You?
Comparing the three main hiring models helps you choose the right approach for your Norway workforce.
| Factor | Employer of Record | Own Legal Entity | Freelancer / Contractor |
|---|---|---|---|
| Setup Time | 5–10 business days from signed engagement letter to first compliant payroll cycle and A-melding submission | Several weeks to months | Immediate |
| Setup Cost | Low | High | Very low |
| Compliance | Handled by EOR | Your responsibility | Misclassification risk |
| Statutory Benefits | Fully provided | Must manage yourself | Typically none |
| Control Over Staff | High | Full | Limited |
| IP Protection | Strong | Strong | Often weak |
| Best For | Small to medium teams | Long-term major presence | Short-term specialists |
What Common Hiring Mistakes Should You Avoid in Norway?
Companies new to hiring in Norway often encounter several common pitfalls. Misclassifying employees as independent contractors is a significant risk, as Norway has clear legal distinctions between the two, and reclassification can lead to penalties and back payments.
Failing to issue written employment contracts in Norwegian (English bilingual contracts are accepted in international firms but the Norwegian text governs disputes); the Working Environment Act requires written contracts within 1 month of starting is another frequent error, as verbal or foreign-language agreements may not be legally enforceable. Ignoring collective bargaining agreements in regulated sectors can lead to compliance issues, as can miscalculating social security contributions since rates and ceilings are periodically updated.
Skipping proper documentation of probation periods can inadvertently extend employee protections beyond what the employer intended. Finally, providing inadequate notice of termination or failing to follow proper dismissal procedures can expose companies to compensation claims and legal disputes.
Which Industries Are Hiring Most in Norway?
Several key industries drive Norway's labour market, each offering a distinct talent pool for international employers.
| Industry | Key Roles | Talent Highlights |
|---|---|---|
| Oil & Gas / Subsea | Petroleum Engineer, Subsea Engineer, Drilling Supervisor, Geologist, ROV Pilot, Process Engineer, Asset Integrity Engineer, HSE Officer | Equinor, Aker BP, Aker Solutions, Subsea7, TechnipFMC; Stavanger and Bergen are global hubs |
| Maritime & Shipping | Master Mariner, Marine Engineer, Marine Insurance Broker, Naval Architect, Port Operations Manager, Shipbroker, Bunker Trader | Norway has one of the world's largest fleet by ship value |
| Aquaculture & Seafood | Aquaculture Engineer, Fish Health Veterinarian, Aquaculture Operations Manager, Hatchery Manager, Sea-pen Operator, Sales Manager (export) | World's largest salmon producer; Mowi, SalMar, Lerøy, Cermaq, Grieg Seafood |
| Renewable Energy & Hydropower | Power Plant Engineer, Wind Turbine Engineer, Power Trader, Grid Engineer, Energy Markets Analyst, Carbon Capture Specialist | Statkraft (state-owned hydropower giant), Equinor (offshore wind transition), Aker Horizons |
| Technology & Fintech | Software Engineer, Data Scientist, Product Manager, DevOps Engineer, ML Engineer, Cybersecurity Analyst, UX Designer, Cloud Architect | Schibsted, Cognite, Vipps MobilePay, Visma, eSmart Systems; strong startup ecosystem in Oslo |
| Banking & Finance | Investment Banker, Wealth Manager, Compliance Officer, Risk Analyst, Treasury Analyst, Quant Analyst, FX Trader | DNB (largest bank), Nordea, Sparebank 1, Storebrand |
| Defence & Aerospace | Systems Engineer, Avionics Engineer, Defence Procurement Officer, Cyber Security Specialist, Project Manager | Kongsberg Gruppen (defence), Nammo (ammunition), Andøya Space |
| Manufacturing & Materials | Production Engineer, Process Engineer, Quality Manager, Supply Chain Manager, Lean Manufacturing Specialist, Industrial Engineer | Norsk Hydro (aluminium), Yara (fertiliser), Borregaard (specialty chemicals), Elkem (silicon) |
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Disclaimer
This guide is provided for educational and informational purposes only. Norway's labour laws, tax rates, and social contribution percentages are subject to change. Always consult a qualified Employer of Record provider, local legal counsel, or certified tax advisor before making hiring or employment decisions in Norway.
Norway
Hiring in Norway requires a clear understanding of local labour laws, payroll obligations, and statutory benefits. Our country-specific guide for Norway helps employers navigate salary expectations, collective bargaining agreements (tariffavtaler), National Insurance Scheme contributions, working hours, leave entitlements, and termination rules under the Norwegian Working Environment Act.
Whether you're recruiting healthcare professionals in Oslo, hospitality and offshore energy staff in Stavanger and Bergen, or manufacturing and construction workers across Trondheim, Drammen, Fredrikstad, and Tromsø, AtoZ Serwis Plus ensures every hire is fully compliant with Norwegian regulations.
From employment contracts and work permits to onboarding and ongoing HR support, we help you make data-driven hiring decisions and avoid costly compliance mistakes — so you can build a reliable, locally compliant workforce across all 11 counties of Norway.
