This checklist covers direct recruitment of a skilled worker by a Norwegian employer. It does not cover posted workers, staffing agencies in detail or EEA nationals.
1. Check whether a residence permit is needed
Under Section 55 of the Immigration Act, a foreign national who will work in Norway – paid or unpaid – must have a residence permit that gives the right to work, unless an exception applies.
EEA nationals have a right of residence as workers under chapter 13 of the Act. If they stay for more than three months, they must register within three months of entry (Section 117). Nordic nationals are exempt from registration (Section 19-22 of the Regulations).
Others need a residence permit. Check:
citizenship and any existing Norwegian residence permit
whether the existing permit covers the proposed job and working hours
its expiry date and whether it is tied to a specific employer
2. Match qualifications, position and terms
The skilled worker criteria are in Section 6-1 of the Immigration Regulations:
completed vocational training at upper secondary level (UDI: at least three years), a trade certificate, university or university college education, or special qualifications
the position must require skilled worker qualifications, and the competence must be relevant to the position
regulated professions require approval or authorisation from the relevant authority
Section 23 of the Immigration Act requires:
a concrete job offer, as a main rule full-time work for one employer (UDI accepts a position of at least 80 per cent)
that the worker is at least 18 years old
pay and working conditions not poorer than the applicable collective agreement or pay scale, or – where none applies – what is normal for the place and occupation. UDI publishes the current pay levels it applies; check UDI’s page on pay and working conditions before making the offer
that the worker is covered by the skilled worker quota or that the position cannot be filled from Norway or the EEA/EFTA area (see Section 6-1 fourth paragraph)
3. Prepare the job offer and the application
Job offer form: The employer must provide the necessary information about the employment on the prescribed job offer form, signed by the employer and the applicant unless UDI has decided otherwise (Section 6-9). The form and the employment contract should describe the same arrangement.
Confirmation of the job offer: When the worker applies personally and submits the application abroad, UDI requires the employer to confirm the job offer by submitting a form to UDI. The employer receives a code, which the worker must enter in the application form. UDI introduced this in February 2026. It does not apply where the employer applies on the worker’s behalf.
Applying on the worker’s behalf: With a written power of attorney, the employer may submit the application from Norway on behalf of the worker and the worker’s closest family members, to the police in the district where the employer has its place of business or through a Service Centre for Foreign Workers (SUA) (Section 10-3). Follow UDI’s instructions for submitting online and delivering documents.
4. Confirm the lawful start date
The main rule is that a first-time residence permit must be granted before entry (Section 56 of the Act). Section 10-1 of the Regulations makes exceptions, including for skilled workers under Section 6-1 first paragraph. Applying from Norway requires lawful stay, and is not available to persons staying in Norway in connection with an asylum application (Section 10-1 third paragraph).
Being allowed to apply from Norway does not mean the worker may start working. As a rule, work may not start before the permit is granted.
Early work start
The early work start arrangement allows work to begin before the decision, based on a confirmation from the police (Section 10-4):
the worker must have at least a three-year completed university or university college education and have submitted a complete application as a skilled worker under Section 6-1 first paragraph
the police check that the employer may use the arrangement (Section 6-8 – for example, employers excluded under Section 6-34 or subject to a decision under Section 27 fifth paragraph of the Act cannot)
the police will not issue a confirmation if there is doubt about whether the conditions are met, and the Public Administration Act chapters IV–VI do not apply to a refusal to issue one
the confirmation allows work only for the named employer until the application has been decided
According to UDI:
the confirmation must be requested when the application is handed in to the police; it cannot be obtained once the police have sent the application to UDI
it is not available when the application is submitted at an embassy
the SUA offices in Bergen, Oslo, Stavanger and Trondheim cannot issue it
citizens of Iran and North Korea, and applicants as religious leaders or teachers, are not covered
the worker cannot change employer while relying on the confirmation
Keep a copy of the confirmation and check its scope before agreeing the start date. See also our article on early work start in Norway.
5. Arrival and registration
A worker who was granted a permit before entry must report in person to the police where they live within one week of entry (Section 19 of the Act and Section 4-22 of the Regulations). The same applies to a worker who applied from abroad but enters before the application has been decided. The residence card is issued after an appointment with the police or SUA – see politiet.no for booking.
6. Employment contract and other employer duties
Written contract: A written employment contract is required in every employment relationship. Where the employment lasts more than one month, the contract must be in place as soon as possible and no later than seven days after the employment began (Section 14-5 of the Working Environment Act). Section 14-6 lists the minimum content.
Tax and reporting: The employer must make tax deductions and report employment and income information monthly through the a-melding. See skatteetaten.no for current rules and deadlines.
Health, safety and environment: The ordinary HSE duties under the Working Environment Act apply.
7. Follow up changes during the employment
Any change to duties, hours, pay or employer requires a fresh check against the permit.
A permit under Section 6-1 first paragraph applies to a type of work. According to UDI, the worker may change employer within the same type of position without a new permit, but must notify the police within seven days of starting the new job (see also Section 6-11).
A different type of position requires a new permit before the new work starts.
Permits under Section 6-1 second and fifth paragraphs are tied to a specific job for a specific employer (Section 6-1 sixth paragraph).
If the employment ends, the worker may stay for up to six months to look for work, but not beyond the expiry of the permit, provided the worker notifies the police within seven days (Section 6-11). The permit may otherwise be revoked when the employment ends.
Changes to matters covered by the employment contract must be included in the contract as early as possible and no later than the day the change takes effect (Section 14-8 of the Working Environment Act).
An employer who uses the labour of a foreign national who does not have the necessary permit may be punished by fines or imprisonment for up to two years (Section 108 third paragraph of the Immigration Act).
How we can help
We assist employers with work permit applications, early work start and compliance during the employment. Contact us if you would like Advokatfirmaet Sterk AS to look at your situation.
This article provides general information as of 29 October 2026 and is not legal advice for your specific situation.
