7 January 2020

The minimum requirements for content in a written employment contract

The Working Environment Act (Arbeidsmiljøloven) is a set of rules that regulates the relationship between employers and employees. In this article, we present the minimum requirements, which every written employment contract should meet, to be under the established legal norm.

Every employee has a right to know the details concerning the new job, i.e. the agreed salary, working hours and rules that apply in certain worktime situations. The requirements for the content of employment agreements are pointed out in section 14-6 of the Working Environment Act. Mind that these are the minimum requirements, meaning that every written contract that does not present to the employee the basic information, should be treated as incompatible with the Working Environment Act and should be annexed.

The agreement shall as a minimum provide information on the following:

  • The identity of the parties.
  • The place of work. If there is no fixed or main place of work, the contract of employment shall provide information to the effect that the employee is employed at various locations and state the registered place of business or, where appropriate, the home address of the employer.
  • A description of the work or the employee’s title, post or category of work.
  • The date of commencement of the employment.
  • If the employment is of a temporary nature, its expected duration.
  • Provisions relating to a trial period of employment.
  • Agreement concerning a special working-hour arrangement.
  • Information concerning any collective pay agreements regulating the employment relationship. If an agreement has been concluded by parties outside the undertaking, the contract of employment shall state the identities of the parties to the collective pay agreements.

There is also information that may be given in the form of a reference to the Acts, regulations and/or collective pay agreements regulating these matters. These are:

  • The employee’s right to holiday and holiday pay and the provisions concerning the fixing of dates for holidays.
  • The periods of notice applicable to the employee and the employer.
  • The pay applicable or agreed on commencement of the employment, any supplements and other remuneration not included in the pay, for example, pension payments and allowances for meals or accommodation, method of payment and payment intervals for salary payments.
  • Duration and disposition of the agreed daily and weekly working hours.
  • Length of breaks.

Every contractor should keep in mind that the agreements shall contain matters of material importance to the employment relationship. In every event of conflicts or untimely termination, the contract will be the first instance that’ll set the terms of each of the parties involved.


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