Testimonial
Manuel Ramos
TERAO ASIA
Managing Director
We think INS Global is a good solution about starting in a market like China. Understanding the market doesn’t mean you need to set up a company immediately.
5/5
Global expansion doesn’t have to be a lengthy, complicated process. A reliable expansion partner like INS Global can make your market entry fast, efficient, and legally secure in every way. INS Global has been providing businesses with PEO and EOR services for over 15 years now, and our team is well equipped to help you get through any obstacles you might face in the expansion process.
Having an Employer of Record (EOR) in Norway allows you to bring over your existing staff and also add new employees quickly and without a long wait time. An EOR will handle all administrative tasks such as contract management, payroll, and taxes, so you can focus fully on reaching your goals in the new market.
A Professional Employer Organization (PEO) is an expansion service that ensures that all your payroll and HR needs are taken care of effectively. Making legal errors in a new country can mean having to pay costly fees and fines, whereas, with a PEO you can guarantee legal compliance for all your employees
As local labor laws are updated and new bills are passed regularly, our legal team will make sure that your company and employees apply the new regulations as necessary. You’ll never have to worry about legal compliance issues with a PEO partner.
Hiring new employees or training existing staff members to take care of HR services costs time and money that you may not have to spend. A PEO can take care of all those tasks quickly and professionally according to your budget.
A PEO handles every aspect of recruitment, hiring, onboarding, contract management, and payroll. This way, you can devote your time and energy to managing the company and bringing it closer to your market goals.
Normally you might have to wait months when expanding via traditional company incorporation. This can seriously hamper time-sensitive missions or projects. A PEO allows you to be up and running within a week.
You can receive all the advice, support, and services you need for global expansion, all through a single point of contact.
While company incorporation may be a more familiar method of global expansion, it involves setting up a physical subsidiary or branch and all the paperwork and legal processes that will entail. It also means that you have to handle the setup on your own, leaving you vulnerable to risks and costly errors.
A PEO acts as the legal entity allowing you to bring staff over, hire new employees easily, and act in full compliance.
Other benefits of partnering with a PEO include:
Manuel Ramos
TERAO ASIA
Managing Director
We think INS Global is a good solution about starting in a market like China. Understanding the market doesn’t mean you need to set up a company immediately.
INS Global can make your expansion dreams a reality with a simple four-step plan:
While you may often see PEO and EOR services mentioned together, they do have some differences. It is important to familiarize yourself with the distinctions so that you can pick the one to use that best suits your needs.
The cost of expert EOR services in Norway is determined as a portion of a coworker’s monthly salary. This cost covers all HR duties necessary to guarantee adherence to all regional employment laws.
It is safe, legal, and practical to manage employer duties in Norway through an EOR without the need for a specific organizational structure in Norway. EOR services achieve this by retaining excellent HR support and engaging local legal experts.
Your team members will be fully protected by the law, get accurate and timely monthly payments, and have access to all employee benefits in Norway with an EOR service agreement.
Independent contractors working inside a Norwegian EOR framework may be qualified for some or all of the same benefits as regular employees while maintaining complete control over their work. This is what would occur if they had chosen to work with an umbrella company.
By employing their extensive professional networks, in-depth knowledge of local business resources and benchmarks, and persistent dedication to ethical hiring practices, our team of recruiting consultants can locate the best local talent in Norway for your requirements.
As a result, integrating these new recruits into our Norwegian EOR system will be simpler and more efficient than when they were hired utilizing more traditional hiring practices.
Through INS Global, you receive comprehensive compliance-assured employment outsourcing assistance from a truly international EOR services provider. This complies with all applicable local, state, and federal laws.
Certain PEO or EOR service providers in Norway can have stringent hiring criteria or a cap on the number of workers you can hire at once. However, INS Global is aware that depending on your global company model, you can occasionally need to scale up or down swiftly. Working with us gives you the flexibility to hire however few or many individuals you need to reach your objectives.
Payroll expenses, hiring fees, signing bonuses, and other direct and indirect costs, including incentive schemes, handling the taxes of foreign workers, and social insurance, all factor into the cost of hiring in Norway.
You can bypass laborious incorporation laws by employing Norwegian PEO services because you won’t need a local site.
However, it’s still a good idea to provide your employees the choice to operate in a shared workspace or the freedom to do so whenever and wherever it’s most practical.
Absolutely. We can handle the appropriate visa and work permit procedures if Norwegian nationals or foreigners are subject to various local employment rules, tax laws, or employee benefits.
For businesses of all sizes, from SMEs to multinational corporations, the best EOR and PEO solutions are available to guarantee the effective and secure employment of foreign or local personnel. If more workers are needed, it is simple to scale up our services, and they can even replace more complicated internal HR requirements.
Businesses in many industries that either don’t have their own structures in a target country (or desire to avoid cost-scaling issues while focusing on expansion) would benefit significantly from the legal expertise offered by PEO and EOR services.
Two alternative hiring options that can be used to directly or indirectly hire independent contractors in Norway are staffing companies and umbrella businesses.
The majority of independent contractors in Norway work for themselves or own their own small enterprises. According to Norwegian legislation, a labor agreement, not an employment contract, must be used to recruit contractors.
Before the task even begins, an independent contractor in Norway might be required to provide a CV, portfolio, verified references, and possibly a signed NDA.
Employers in Norway are not required to make monthly payments, but this is the standard. Employees must be given a payslip detailing all deductions made for tax and social security and salary details each pay period. Copies of these payslips must be kept for 5 years.
There is no single minimum wage across Norway. Instead, most workers will have a minimum wage set by their industry or CBA. For jobs not covered by these, companies are still required to pay a “reasonable” wage or be investigated.
Citizens of an EU country or Scandinavian country don’t require any additional paperwork to live and work in Norway.
A Residence Visa for Work is the most commonly applied-for visa for non-EU citizens. These are valid for up to 2 years and can be applied for online via the Norwegian Directorate of Immigration (UDI) website either by an individual or their employer.
As well as managing tax payments on behalf of their employees, employers in Norway are expected to contribute to their employees’ social security funds. These contributions are typically equivalent to 14.1% of the employee‘s standard salary. If the employee lives in a less populated part of the country, these costs may be lower.
Employees in Norway are entitled to medical coverage, a pension, and work injury insurance, all of which are paid for by social security. Typical additional benefits may include Work From Home support, life insurance, and supplementary health insurance. The exact benefits required may differ according to the employee‘s CBA.
Employment contracts in Norway must be written, with unilateral changes generally not possible. Some minor changes to hours, pay dates, etc., can be made unilaterally as they fall under a manager‘s prerogative.
Public healthcare is available across Norway, but it is only 100% free for minors and pregnant women. All other workers pay an annual deductible of 2,040 NOK on top of social security contributions.
There isn’t a mandated amount of severance pay required in Norway in general. In cases of redundancy or layoffs, employers may be required to pay the employee 3 weeks of salary to help in their transition to the next job.
Notice periods in Norway depend on the employee’s age and length of service with the company.
The Directorate of Labor Inspection oversees all regulations relating to employment in Norway
There are 13 public holidays in Norway, and employees are eligible for a day off if this day falls on a typical work day. However, only May 1st and May 17th are required to be paid days off in Norway.
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