What rights do you have as a temporary employee?
Temporary employment is common in Norwegian working life, but there are clear rules for when and how such contracts can be used. It is important to know what rights you have, what is required by the employment contract, and when you may be entitled to a permanent job. Here is a simple overview of what you should know about temporary employment.
What is temporary employment?
In Norwegian working life, the main rule is that you must be employed permanently. In some situations, the employer may still offer temporary employment.
That the employment is temporary means that the employment is limited to a specific period or until a specific work has been performed. The employment relationship ends automatically when the agreed period expires, or when the specific work is completed, without any notice of termination being required.
When can you be employed temporarily?
Temporary employment is only permitted when:
- The work is of a temporary nature (such as seasonal work or work peaks)
- If you are going to be a substitute for someone who is temporarily absent
- In connection with practical work
Your rights as a temporary employee
As a temporary employee, you have the same basic rights as permanent employees in terms of salary, working conditions, holidays, sickness benefits, the working environment, training and protection against unfair dismissal before the end of the agreed period and discrimination.
What's different: The main differences lie in the protection against dismissal and special rights that arise over time.
Protection against dismissal
If you have been temporarily employed for more than one year, you are entitled to written notice of the date of resignation at least one month before the employment ends. So if your employment contract states that you are employed until the end of May, you must receive a written notice of this no later than 30 April.
If the employer wishes to terminate the employment relationship before the agreed time, the usual rules on termination in the Working Environment Act apply. This means that the dismissal must be objectively justified, and the formal requirements for dismissal must be followed. Notice periods also apply, unless otherwise agreed.
The longer you work, the stronger your rights
After 12 months:
- You will be given preferential rights to new positions in the same enterprise if you are qualified for the position (does not apply to temporary workers).
- You are entitled to written notice of the date of resignation at least one month before the employment ends.
After 3 years:
- If you have been a continuous temporary employee for more than three years, you will be considered a permanent employee and the rules on protection against dismissal apply.
Pros and Cons of Temporary Employment
Temporary positions can provide valuable experience and be a pathway into the world of work or a new industry. At the same time, they provide less predictability and security than permanent positions, and it can be more difficult to plan for the future when the employment relationship is time-limited.
What do you do if the rules are broken?
You may be entitled to permanent employment or compensation if the conditions for temporary employment are not met. As a NITO member, you can get help in such a case.
NITO is here when it matters
Many people do not know where to start when uncertainty arises in working life. As a trade union, we are here to give you security, support and concrete advice – when you need it most.