August 31, 2026
A probation period in Norway can normally last for a maximum of six months.
The employer and employee may agree on a shorter period or decide not to have a probation period at all.
Special rules apply to temporary employment. If an employee is hired on a fixed-term contract, the probation period cannot exceed half of the agreed employment period.
Yes. A probation period must be agreed in writing.
In practice, prøvetid should be included in the employee's written employment contract, stating how long the probation period will last. An employee is therefore not automatically considered to be on probation simply because they have recently started working for the company. This is important because the special rules concerning termination during probation generally depend on a valid probation period having been agreed.
No. A probation period is not a separate type of employment contract in Norway.
An employee can, for example, be permanently employed (fast ansatt) from their first day of work while having an agreed six-month probation period. Once the probation period ends, there is normally no need to sign a new employment contract. The existing employment relationship simply continues without the special probation provisions.
This is also reflected in the standard employment contract templates provided by the Norwegian Labour Inspection Authority (Arbeidstilsynet), where probation is included as one of the terms of employment.
The statutory notice period during an agreed probation period is normally 14 days, unless otherwise agreed in writing or established by a collective agreement. The 14-day rule applies to both the employer and the employee.
There is also an important difference in how the notice period is calculated. During probation, the notice period generally starts on the date the notice is received by the other party.
Yes, but probation does not give an employer an unrestricted right to dismiss an employee.
Under the Norwegian Working Environment Act, where a dismissal is based on the special rules applicable during probation, it must relate to the employee's:
The purpose of the probation period is to allow the employer to assess whether the employee is suitable for the position. However, the employer should give the employee a genuine opportunity to perform and adapt to the role.
In practice, employers should provide appropriate onboarding and instructions, communicate expectations clearly and address problems when they arise.
If there are concerns about an employee's performance during probation, documenting feedback, meetings, training and follow-up can become particularly important.
There is no general rule stating that an employee must always receive a specific number of written warnings before dismissal during probation. However, this does not mean that employers should simply wait until the end of the probation period before raising concerns. If an employee is not meeting expectations, the employer should normally communicate the problem, explain what improvement is expected and give the employee a reasonable opportunity to improve.
The circumstances of each employment relationship must be assessed individually.
In certain circumstances, a probation period may be extended when the employee has been absent from work during the probation period.
There are, however, specific requirements.
The employee must have been informed in writing at the time of employment that the probation period may be extended due to absence. The employer must also notify the employee in writing about the extension before the original probation period expires. The extension may correspond to the duration of the employee's absence. The probation period cannot be extended on this basis where the absence was caused by the employer.
If an employee has a permanent employment contract, the employment simply continues after the probation period expires.
There is no need to issue a new permanent contract merely because prøvetid has ended.
What changes is that the special provisions applicable to dismissal during probation no longer apply. Any subsequent termination must be assessed according to the ordinary rules of Norwegian employment law.
Employers should therefore keep track of when each employee's probation period expires, particularly if performance or suitability concerns have arisen.
Employers hiring staff in Norway should remember that:
For employers hiring staff in Norway, including foreign companies entering the Norwegian market, understanding how a probation period works is important. Norwegian employment law provides somewhat more flexibility during prøvetid, but employees continue to be protected by the rules of the Norwegian Working Environment Act (arbeidsmiljøloven).
How long can a probation period be in Norway?
A probation period in Norway can normally last for a maximum of six months.
The employer and employee may agree on a shorter period or decide not to have a probation period at all.
Special rules apply to temporary employment. If an employee is hired on a fixed-term contract, the probation period cannot exceed half of the agreed employment period.
Does a probation period have to be included in the employment contract?
Yes. A probation period must be agreed in writing.
In practice, prøvetid should be included in the employee's written employment contract, stating how long the probation period will last. An employee is therefore not automatically considered to be on probation simply because they have recently started working for the company. This is important because the special rules concerning termination during probation generally depend on a valid probation period having been agreed.
Is probation a separate employment contract in Norway?
No. A probation period is not a separate type of employment contract in Norway.
An employee can, for example, be permanently employed (fast ansatt) from their first day of work while having an agreed six-month probation period. Once the probation period ends, there is normally no need to sign a new employment contract. The existing employment relationship simply continues without the special probation provisions.
This is also reflected in the standard employment contract templates provided by the Norwegian Labour Inspection Authority (Arbeidstilsynet), where probation is included as one of the terms of employment.
What is the notice period during probation in Norway?
The statutory notice period during an agreed probation period is normally 14 days, unless otherwise agreed in writing or established by a collective agreement. The 14-day rule applies to both the employer and the employee.
There is also an important difference in how the notice period is calculated. During probation, the notice period generally starts on the date the notice is received by the other party.
Employers should therefore check both the employment contract and any applicable collective agreement (tariffavtale) before determining the correct notice period.
Can an employee be dismissed during the probation period?
Yes, but probation does not give an employer an unrestricted right to dismiss an employee.
Under the Norwegian Working Environment Act, where a dismissal is based on the special rules applicable during probation, it must relate to the employee's:
- adaptation to the work (tilpasning til arbeidet);
- professional competence (faglige dyktighet); or
- reliability (pålitelighet).
The purpose of the probation period is to allow the employer to assess whether the employee is suitable for the position. However, the employer should give the employee a genuine opportunity to perform and adapt to the role.
In practice, employers should provide appropriate onboarding and instructions, communicate expectations clearly and address problems when they arise.
If there are concerns about an employee's performance during probation, documenting feedback, meetings, training and follow-up can become particularly important.
Does an employer have to give a warning during probation?
There is no general rule stating that an employee must always receive a specific number of written warnings before dismissal during probation. However, this does not mean that employers should simply wait until the end of the probation period before raising concerns. If an employee is not meeting expectations, the employer should normally communicate the problem, explain what improvement is expected and give the employee a reasonable opportunity to improve.
The circumstances of each employment relationship must be assessed individually.
Can a probation period be extended in Norway?
In certain circumstances, a probation period may be extended when the employee has been absent from work during the probation period.
There are, however, specific requirements.
The employee must have been informed in writing at the time of employment that the probation period may be extended due to absence. The employer must also notify the employee in writing about the extension before the original probation period expires. The extension may correspond to the duration of the employee's absence. The probation period cannot be extended on this basis where the absence was caused by the employer.
What happens after the probation period ends?
If an employee has a permanent employment contract, the employment simply continues after the probation period expires.
There is no need to issue a new permanent contract merely because prøvetid has ended.
What changes is that the special provisions applicable to dismissal during probation no longer apply. Any subsequent termination must be assessed according to the ordinary rules of Norwegian employment law.
Employers should therefore keep track of when each employee's probation period expires, particularly if performance or suitability concerns have arisen.
Probation period in Norway – key points for employers
Employers hiring staff in Norway should remember that:
- a probation period can normally last for up to six months;
- probation must be agreed in writing;
- for fixed-term employment, probation cannot exceed half of the employment period;
- an employee may be permanently employed while simultaneously being on probation;
- the statutory notice period during probation is normally 14 days;
- dismissal during probation is not automatic or unrestricted;
- employers should provide appropriate instruction, onboarding and follow-up;
- in certain circumstances, probation may be extended due to an employee's absence.
A properly drafted employment contract is therefore particularly important when hiring employees in Norway. The contract should reflect not only the agreed probation period but also the other mandatory requirements imposed by Norwegian employment law.
FAQ – Probation Period in Norway
How long is the probation period in Norway?
A probation period in Norway can normally last for a maximum of six months. The employer and employee may agree on a shorter period.
Is a six-month probation period mandatory in Norway?
No. Six months is the normal maximum, not a mandatory probation period. The parties can agree on a shorter probation period or no probation period at all.
Does the probation period have to be in writing?
Yes. If a probation period is to apply, it must be agreed in writing.
Can a permanent employee have a probation period?
Yes. An employee can be permanently employed (fast ansatt) from the beginning while the employment contract provides for an initial probation period.
Do I need to issue a new contract after probation?
No. If the employee already has a permanent employment contract, the same contract continues after the probation period has ended.
What is the notice period during probation in Norway?
The notice period is normally 14 days, unless another period has been agreed in writing or follows from a collective agreement.
Can an employer dismiss someone during probation?
Yes, but the employer must still comply with Norwegian employment law. A dismissal under the special probation rules must generally relate to the employee's adaptation to the work, professional competence or reliability.
Can probation be longer than six months?
It can be extended in certain cases involving employee absence, provided the statutory requirements are met. An employer cannot simply agree on an ordinary probation period longer than the statutory maximum.
How long can probation be on a fixed-term contract?
The probation period cannot exceed half of the agreed duration of a fixed-term employment relationship. For example, a six-month fixed-term contract may normally have a maximum probation period of three months.
Is probation automatic for new employees in Norway?
No. Being a new employee does not automatically mean that you are on probation. The probation period must be agreed in writing.
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