In Norway, public holidays are generally designated as non-working days. However, there are specific regulations governing when employees can work on these days and how they should be compensated. This article outlines the legal framework for working hours and pay on public holidays, including special provisions for Christmas, Easter, and the national holidays of May 1st and May 17th.
Which Days Are Considered Public Holidays?
Public holidays in Norway, commonly referred to as "red days," include:
Regular Sundays
Christmas Day and Boxing Day (December 25-26)
New Year's Day (January 1)
Maundy Thursday (Skjærtorsdag)
Good Friday (Langfredag)
Easter Sunday and Monday
Labor Day (May 1)
Constitution Day (May 17)
Ascension Day (Kristi Himmelfartsdag)
Whitsunday and Whitmonday (first and second days of Pentecost)
When Can Employees Work on Public Holidays?
The general principle is that employees should have time off on public holidays and Sundays. However, several exceptions permit work on these days:
Necessary Work Activities
Work on public holidays is permitted when the nature of the work makes it necessary. Examples include:
Factories with continuous operations
Security services
Newspapers
Hotels
Healthcare institutions
Police services
Commercial Establishments
The Act Relating to Public Holidays (Helligdagsfredloven) specifies exceptions for certain retail outlets where work on public holidays is permitted, such as:
Kiosks
Stores smaller than 100 square meters
Cafés and restaurants
Gas stations
Museums
Special Agreements
Companies bound by collective agreements may enter into arrangements with employee representatives allowing Sunday work in exceptional cases where there is a special and time-limited need.
Payment for Work on Public Holidays
Whether an employee is entitled to compensation for public holidays depends on what has been agreed upon. Collective agreements typically include provisions regarding payment for these days.
Special Rules for Christmas and New Year's Eve
While Christmas Eve (December 24) and New Year's Eve (December 31) are not official public holidays, the Working Environment Act establishes specific rights to time off:
Employees have the right to leave after 3:00 PM on Christmas Eve
Employees have the right to leave after 6:00 PM on New Year's Eve
If an employee must work after these times, the conditions for Sunday work must be met.
Easter Holiday Regulations
The public holidays during Easter are Maundy Thursday, Good Friday, Easter Sunday, and Easter Monday. Additionally, the Working Environment Act provides regulations concerning time off around these holidays:
On the Wednesday before Maundy Thursday, employees have the right to leave after 6:00 PM
Easter Saturday is not a public holiday, but employees have the right to leave after 3:00 PM
If an employee must work after these times, the conditions for Sunday work must be satisfied.
The Working Environment Act does not guarantee specific supplementary payments for work during these periods. However, many businesses have alternative arrangements in personnel handbooks or collective agreements that may result in shorter working hours or specific supplementary payments for work on these days.
Special Regulations for May 1st and May 17th
A separate law governs regulations for May 1st (Labor Day) and May 17th (Constitution Day). Payment obligations depend on whether these days fall on a Sunday or another public holiday, or on a regular weekday.
When May 1st or May 17th Falls on a Weekday
The working hours on May 1st and May 17th are regulated similarly to other public holidays—the principle is that these should be non-working days.
When May 1st and/or May 17th do not fall on a Sunday or another public holiday, employers must pay full wages even if the employee does not work that day. This is relevant for hourly-paid employees, as monthly-salaried employees receive fixed wages regardless of public holidays. For an employee to be entitled to pay on May 1st or May 17th when they have the day off, they must have been continuously employed by the same employer for 30 days prior to the holiday or be in a job expected to last at least 30 days.
Example: If an employee is scheduled to work every Monday, and May 1st or May 17th falls on a Monday, the employee should receive payment for that day, even if they do not work.
If an employee must work on these days, they should receive the same wage supplement as they would be entitled to for Sundays. If the amount of the supplement is not specified, for example in a collective agreement, the employee should receive a minimum supplement of 50% added to their regular wages.
When May 1st or May 17th Falls on a Sunday
If May 1st or May 17th falls on a Sunday, employees do not have any special rights according to the law. This means:
Employees who have the day off are not entitled to any payment
Employees who work should be paid as they would on any other Sunday (typically regular wages plus a Sunday supplement)
However, there may be specific regulations in employment contracts or collective agreements.
Compensatory Time Off for Work on Sundays or Public Holidays
Employees who have worked on a Sunday or public holiday should, as a general rule, have the following Sunday or public holiday off.
Example: An employee who has worked on Ascension Day should have the first Sunday after Ascension Day off.
The law allows exceptions to this rule through written agreements with employees regarding the averaging of Sunday and public holiday work. With such averaging, the employee should have at least every fourth Sunday off. This means, for example, that it is permissible to work throughout the Easter period, including Palm Sunday and the subsequent public holidays, as well as Easter Sunday, provided that the employee gets the first Sunday after Easter off.
Additionally, an employee who works on Sundays may request time off in connection with vacation time.
Conclusion
Working on public holidays in Norway is generally only permitted under specific circumstances. When employees do work on these days, they are entitled to various forms of compensation and subsequent time off, as outlined in the Working Environment Act and related legislation. Employers should be aware of these regulations to ensure compliance with Norwegian labor law.
