Employer of Record in Norway & Global PEO in Norway

PEO in Norway

Hire Globally, Pay Locally, Expand Effortlessly

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

PEO in Norway - Summary

PEO in Norway

Top 5 Reasons Why Expanding with a PEO is the Right Choice for You

Be Safe and Legally Secure at All Times

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.

Streamline the Process and Reduce Expenses

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. 

Less Stress, More Success

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. 

Enter Markets Speedily

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. 

All Your Needs Met on One Platform

You can receive all the advice, support, and services you need for global expansion, all through a single point of contact. 

Why Expand with a PEO Instead of Company Incorporation?

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:   

  • Faster market entry 
  • Fewer costs and more available services 
  • Legal advice from experienced counselors 
  • Deeper connections with local businesses and talent 
testimonial from Manuel Ramos


Manuel Ramos


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. 


How Does a PEO In Norway Work?

INS Global can make your expansion dreams a reality with a simple four-step plan: 

  1. We discuss your specific situation and create a unique strategy for you. 
  2. Our PEO in Norway allows you to bring over or hire staff quickly and smoothly. 
  3. Our team of experts helps to handle all administrative tasks in Norway like payroll, taxes, and HR. 
  4. Your company can continue operations as usual while we ensure legal compliance in every way. 

PEO vs EOR: What are the Differences?

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. 

  • A PEO and EOR are both companies that offer human resource services for employees of other companies. They both provide services such as recruitment, contract management, payroll, etc.  
  • One key difference is that an EOR becomes the official employer for any employees it hires. This means that the EOR is also liable for the employees.  
  • PEO and EOR contracts are not the same. With a PEO, the contract is made between the company and the employee. However, in an EOR contract, the contract is directed by the company but officially made between the Employer Of Record and the employee. 

Labor Law in Norway

Employment Contracts

  • Employee contracts must be made in writing and provided to the employee within a month of the commencement date. Salary amounts should be stated in the local currency of the Norwegian krone. 
  • The national minimum wage is determined by both trade unions and collective bargaining agreements (CBA) 
  • Probation periods cannot last longer than six months. 
  • During the probation period, the employer must give 14 days’ notice before termination; otherwise, the notice period length is determined by seniority and ranges from 1-6 months. 
  • Severance pay is determined by the contract or trade union agreement, whichever is more favourable to the employee. 

Working Hours

  • A typical work week in Norway is 40 hours a week, 9 hours a day including one hour for a lunch break. 
  • Overtime must be compensated with an additional 40% above regular wages or with extra time off. 
  • Employees should not work more than 10 hours of overtime a week or 25 hours per month. 


  • There are 10 annual public holidays in Norway. 
  • Employees who work during public holidays are entitled to the same compensation they would receive for working on Sunday (which differs according to contract types).

Sick leave

  • The first 16 days of sick leave are covered by the employer. The government then covers payments from the 17th day. 
  • Employees can take up to three consecutive days of sick leave without needing to present a doctor’s note. 

Maternity/Paternity Leave

  • Parents are entitled to a combined total of 49 weeks of fully paid parental leave per child. This amount can be shared between both parents according to preference, with 15 weeks being specifically reserved for each parent. Additionally, 6 weeks are reserved for the mother after birth and 12 weeks may be taken by the mother before the birth. 
  • This leave is paid at 100% salary, with the option for an additional 10 weeks of leave paid at a lower rate of 80%.  
  • All parental leave is covered by the government via social security. 

Tax Law in Norway

  • Corporate tax is 22%.  
  • VAT is 25%. 
  • Income tax is paid at a flat rate of 22%. 
  • Foreign employees who are not residents of Norway can opt to join the PAYE tax scheme. This tax scheme offers a flat rate of 25% income tax, including social security tax. Salary restrictions and other requirements are necessary to qualify for the tax benefit. 
  • Employers pay 14.1% for social security contributions. Employees pay 7.9%, and self-employed individuals pay 11.1% 
PEO in Norway


Discover More Solutions in Norway


No, it is necessary to use a local entity abroad to comply with each country labor law.

Foreign companies can either set up a local entity in each country or use the services a local PEO (Professional Employment Organization) to hire the staff on-site directly.

The employer of record is the legal entity liable for the staff employed in a specific country. In practice, a foreign company can either open a subsidiary to become the employer of record of its abroad employees or use a PEO to act as the employer of record.

Liabilities may vary from country to country and include all the staff management responsibilities: labor contract issues, payroll management, and tax compliance, social security management, expenses claim declaration, hiring and termination
procedures, etc.

In general, 1-month is necessary to have an employee based out abroad using an existing PEO as the employe of record. When incorporating a new subsidiary to be the employer of record, the delay varies from 4-12 months.