Employer of Record (EOR) in Norway
Expand into Norway without the hassle of setting up a legal entity. Native Teams’ EOR services let you compliantly hire and manage employees in Norway while we handle payroll, taxes, benefits, and local regulations.
How does an EOR in Norway work?
When you partner with Native Teams, we become the legal employer of your team in Norway. We manage all administrative responsibilities—from employment contracts to payroll and statutory compliance—while you remain in charge of your employees’ day-to-day work. It’s the fastest, most efficient way to build your local team without setting up a branch or subsidiary.
Who can use EOR services in Norway?
Whether you're a startup or a large enterprise, an EOR simplifies global expansion. We already have an established legal entity in Norway, so you don’t have to go through the time-consuming process of opening one yourself. Besides speeding up your hiring efforts, an EOR takes admin tasks, like payroll processing and managing taxes, off your plate. This allows you to solely focus on the growth of your business.
Features of Native Teams EOR services in Norway
Employment status
Provide legal employment status and compliant employment contracts for your team in Norway through Native Teams’ legal entities in the country.
HR administration and documentation
Centralise HR administration in a single platform, allowing you to access, arrange, and manage important documents for your employees all around the world.
Global payroll
Process global payroll with ease using Native Teams’ localised payroll calculators. Determine salaries, contributions, and other employee taxes with just a few simple clicks.
Benefits
Ensure that all your employees are receiving mandatory benefits in Norway, including healthcare, insurance, and pension. Using the Native Teams platform, you can also provide additional benefits such as gym memberships, wellness programmes, and others.
If you want to learn more about Norway’s labour laws, take a look at our hiring guide.
What legal requirements exist for employment in Norway
Company registration
Every employer must have a registered company before hiring and onboarding employees from Norway.
Registration with authorities
Every employer in Norway is required to register with the Norwegian Labour Inspection Authority (Arbeidstilsynet) and the Norwegian Tax Administration (Skatteetaten).
Income taxes
Employers are required to withhold income taxes from their employees’ salaries and submit them to the Norwegian tax administration.
Social security contributions
Employers must also withhold social security contributions from their employees’ gross salaries and submit them to the relevant tax authorities.
Labour law adherence
Organisations that employ individuals from Norway must comply with the country’s labour laws regarding minimum wages, working hours, paid leave entitlements, and termination of employment policies.
Please note that the list above is not comprehensive and that certain legal requirements may vary based on specific circumstances and different job categories.
Why choose Native Teams as your Norway Employer of Record?
Native Teams is an all-in-one work payments platform with legal entities across 85+ countries, including Norway. Partnering with us means eliminating the need for company registration in the country and offloading HR tasks, such as tax withholding and social security contributions. We ensure full compliance with Norway’s laws and regulations and don’t strain your budget.
``What is an Employer of Record?
An Employer of Record (EOR) is a third-party entity that functions as the legal employer on paper for your employees or individuals working globally. The EOR manages tasks such as payroll, tax compliance, benefits, and legal adherence to local labour laws. They have legal entities enabling quick market entry for businesses and access to employee benefits for freelancers.
What are the costs of using an Employer of Record in Norway?
EOR costs in Norway depend on the services required, the number of employees, and the provider itself. Native Teams offers custom pricing depending on your business preference. To know more about the EOR pricing, visit our pricing page.
What is the difference between PEO and EOR?
An EOR is a great choice if you want to expand in a certain country but don’t have the resources or time to open a local legal entity. The EOR takes on all legal employment responsibilities like payroll, taxes, and compliance.
On the other hand, a PEO shares these responsibilities with the client in a co-employment arrangement. PEOs are more suitable for businesses which already have a presence in the country and want to streamline their HR operations.
What are the responsibilities of an Employer of Record (EOR) service provider?
EOR providers act as legal employers, managing payroll, benefits, and employment contracts while ensuring compliance with labour laws. They handle specific requirements such as employer pension contributions, social security enrollment, and work visa sponsorship. This reduces the liability risk for employment issues and offers HR support, enabling businesses to focus on operations.
Is using an Employer of Record in Norway legal?
Yes, using an EOR in Norway is fully legal and complies with Norwegian labour regulations. International companies often use EOR services to enter the Norwegian market, particularly when they need to navigate complex local employment laws and visa requirements.
Why should I use EOR instead of opening my own company or an office in Norway?
An EOR allows businesses to avoid the complexities of setting up a legal entity in Norway, which can be time-consuming and expensive. The EOR manages legal employment tasks, such as payroll and compliance with Norway’s strict labour laws, and offers flexibility to scale operations without the challenges of closing a company if plans change.
How many people can I employ in Norway?
There is no legal limit on the number of employees a company can hire in Norway as long as labour laws are followed. However, certain regulations apply based on company size—for example, companies with more than a certain number of employees may be required to establish health and safety committees or comply with specific reporting obligations.