June 01, 2026
One of the biggest challenges facing foreign staffing companies operating in Norway is no longer payroll or taxation. Increasingly, compliance with employee protection regulations has become a key concern.
This is particularly relevant for companies operating in:
The employees were employed by a company operating in Norway through a NUF branch and supplied to a Norwegian client in accordance with the current regulations governing labour hire. The workers were highly skilled industrial specialists working in rotational schedules. During a review of the documentation submitted to the Labour Inspection Authority as part of the registration process, attention was drawn to the company's occupational injury insurance arrangements.
The company already held an international insurance policy covering:
The Norwegian Occupational Injury Insurance Act (Yrkesskadeforsikringsloven) requires employers to provide insurance protection for their employees. As labour hire regulations have become stricter and enforcement has increased, the Norwegian Labour Inspection Authority now conducts detailed reviews of staffing companies. These reviews may include assessments of:
At the same time, Norwegian insurance providers apply strict risk assessment procedures, and labour hire businesses are often considered high-risk clients. This created a difficult situation. Several Norwegian insurance companies declined to offer coverage to the branch, while the client's existing international insurance policy initially raised concerns during the Labour Inspection Authority's review.
Throughout the process, we maintained an active dialogue with the Norwegian Labour Inspection Authority, providing both written and verbal explanations.
The inspector carefully considered our arguments, extended the response deadline, and reviewed our comparative analysis of the insurance arrangements.
Once again, we experienced first-hand that constructive dialogue with Norwegian authorities is both possible and effective.
Companies that genuinely seek to comply with regulations, properly document their situation, and prioritise employee welfare are often met with understanding and professionalism.
Ultimately, the documentation demonstrated that the insurance coverage provided by the international policy was not inconsistent with the requirements assessed by the Labour Inspection Authority. It was also clear that the employer was not attempting to avoid responsibility or reduce employee protection.
The case was successfully resolved, and our client remained registered in the Norwegian Temporary Work Agencies Register.
Compliance is not optional in Norway. It applies equally to Norwegian and foreign businesses.
Companies must understand not only insurance requirements but also employment law, registration obligations, and industry-specific regulations.
It is essential to:
https://www.arbeidstilsynet.no/kontakt-oss/melde-ulykke/yrkesskadeforsikring/
Forskrift om yrkessykdommer:
https://lovdata.no/nav/forskrift/1997-03-11-220?q=yrkessykdom
NAV – occupational injury:
https://www.nav.no/yrkesskade/en#which
The Challenge: Unable to Obtain the Required Insurance Policy in Norway
One of the biggest challenges facing foreign staffing companies operating in Norway is no longer payroll or taxation. Increasingly, compliance with employee protection regulations has become a key concern.
This is particularly relevant for companies operating in:
- Industrial services
- Shipbuilding and shipyards
- Construction
- Offshore activities
- Temporary staffing and labour hire
One of Novum's clients, operating in Norway through a Norwegian-registered foreign branch (NUF), was required to maintain registration in the Norwegian Temporary Work Agencies Register (Bemanningsforetaksregisteret), administered by the Norwegian Labour Inspection Authority. We have previously written about the restrictions and bans on labour hire that apply in certain regions of Norway.
The Challenge: An International Employment Model and Rotational Work
The employees were employed by a company operating in Norway through a NUF branch and supplied to a Norwegian client in accordance with the current regulations governing labour hire. The workers were highly skilled industrial specialists working in rotational schedules. During a review of the documentation submitted to the Labour Inspection Authority as part of the registration process, attention was drawn to the company's occupational injury insurance arrangements.
The company already held an international insurance policy covering:
- Business travel
- Workplace accidents
- Medical treatment
- Transportation
- Manual work performed in Norway
However, the Labour Inspection Authority requested evidence demonstrating that the insurance coverage provided protection equivalent to that required under Norwegian legislation.
The Occupational Injury Insurance Act
The Norwegian Occupational Injury Insurance Act (Yrkesskadeforsikringsloven) requires employers to provide insurance protection for their employees. As labour hire regulations have become stricter and enforcement has increased, the Norwegian Labour Inspection Authority now conducts detailed reviews of staffing companies. These reviews may include assessments of:
- HSE management systems
- Workplace safety organisation
- Employment contracts
- Equal treatment procedures for hired-in and directly employed workers
At the same time, Norwegian insurance providers apply strict risk assessment procedures, and labour hire businesses are often considered high-risk clients. This created a difficult situation. Several Norwegian insurance companies declined to offer coverage to the branch, while the client's existing international insurance policy initially raised concerns during the Labour Inspection Authority's review.
The Authority focuses particularly on:
- Employee protection
- Employer liability
- Compliance with the Occupational Injury Insurance Act
- The actual scope of benefits provided
- The possibility of compensation being paid in accordance with Norwegian principles
Together with our client, we carried out a detailed review of the insurance policy. We compared its terms with a policy offered by a Norwegian insurer and conducted a legal assessment of its compliance with Norwegian requirements.
Our analysis was further supported through consultations with insurance brokers, discussions with Norwegian authorities and insurers, and a detailed review of policy exclusions.
The issue was not a lack of insurance protection. Rather, the challenge was demonstrating that the protection provided under the international policy fulfilled the objectives of Norwegian occupational injury legislation.
Our analysis was further supported through consultations with insurance brokers, discussions with Norwegian authorities and insurers, and a detailed review of policy exclusions.
The issue was not a lack of insurance protection. Rather, the challenge was demonstrating that the protection provided under the international policy fulfilled the objectives of Norwegian occupational injury legislation.
Dialogue with Norwegian Authorities
Throughout the process, we maintained an active dialogue with the Norwegian Labour Inspection Authority, providing both written and verbal explanations.
The inspector carefully considered our arguments, extended the response deadline, and reviewed our comparative analysis of the insurance arrangements.
Once again, we experienced first-hand that constructive dialogue with Norwegian authorities is both possible and effective.
Companies that genuinely seek to comply with regulations, properly document their situation, and prioritise employee welfare are often met with understanding and professionalism.
Ultimately, the documentation demonstrated that the insurance coverage provided by the international policy was not inconsistent with the requirements assessed by the Labour Inspection Authority. It was also clear that the employer was not attempting to avoid responsibility or reduce employee protection.
The case was successfully resolved, and our client remained registered in the Norwegian Temporary Work Agencies Register.
What Should Companies Remember When Operating in Norway?
Compliance is not optional in Norway. It applies equally to Norwegian and foreign businesses.
Companies must understand not only insurance requirements but also employment law, registration obligations, and industry-specific regulations.
It is essential to:
- Maintain well-prepared documentation
- Conduct risk assessments
- Engage in open dialogue with authorities
Even when minor inconsistencies or unintentional errors arise, they can often be clarified and resolved before developing into more serious issues, such as removal from the Temporary Work Agencies Register.
Practical market experience and cooperation with advisers who understand Norwegian business realities can be invaluable.
Practical market experience and cooperation with advisers who understand Norwegian business realities can be invaluable.
FAQ
Can a foreign staffing company face difficulties obtaining insurance coverage in Norway?
Yes. Depending on the industry, business model, and risk profile, obtaining insurance may be challenging, although it is certainly not impossible.
Does the Norwegian Labour Inspection Authority review insurance coverage?
Yes. The Labour Inspection Authority reviews submitted documentation, including insurance-related documentation, particularly when assessing staffing companies.
Does this case mean that international insurance policies are always accepted in Norway?
No. Every situation should be assessed individually. Insurance terms, liability arrangements, employee circumstances, and business activities may differ significantly from the example described above.
Sources:
- Lov om yrkesskadeforsikring:
- Arbeidstilsynet – yrkesskadeforsikring:
Forskrift om yrkessykdommer:
NAV – occupational injury:
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