[{"data":1,"prerenderedAt":1014},["ShallowReactive",2],{"article-en-permitting-in-norway-temporary-layoff":3,"footer-articles-en":1005},{"_path":4,"_dir":5,"_draft":6,"_partial":6,"_locale":7,"title":8,"description":9,"date":10,"category":11,"image":12,"body":13,"_type":998,"_id":999,"_source":1000,"_file":1001,"_stem":1002,"_extension":1003,"sitemap":1004},"/news/permitting-in-norway-temporary-layoff","news",false,"","Permittering in Norway - when can you temporarily lay off an employee?","Find out when employee permittering in Norway is legal, which deadlines employers must follow, and how many days of pay must be provided.","2026-10-13","Employees","/assets/images/blog/permitting-in-norway-temporary-layoff.jpg",{"type":14,"children":15,"toc":979},"root",[16,24,34,39,52,59,72,141,146,189,194,227,232,244,259,265,277,305,319,324,329,362,368,373,378,385,397,416,421,464,476,482,501,526,531,537,542,547,557,574,653,658,670,682,688,699,711,730,735,783,811,816,841,847,853,858,864,876,882,887,893,898,904,952,965],{"type":17,"tag":18,"props":19,"children":21},"element","h1",{"id":20},"permittering-in-norway-when-can-you-temporarily-lay-off-an-employee",[22],{"type":23,"value":8},"text",{"type":17,"tag":25,"props":26,"children":27},"blockquote",{},[28],{"type":17,"tag":29,"props":30,"children":31},"p",{},[32],{"type":23,"value":33},"Hi, I run a renovation company and we just lost a contract for two months. I have four employees, but because we lost this contract I have no work for them during that time, I don't know if I'll be able to find anything, and I don't have the money to pay them either. I read that I can put them on permittering - how does it work?",{"type":17,"tag":29,"props":35,"children":36},{},[37],{"type":23,"value":38},"A temporary lack of assignments can quickly destabilise a company's finances. If you employ staff, you may be considering reducing their working hours or temporarily removing them from work without terminating their contracts.",{"type":17,"tag":29,"props":40,"children":41},{},[42,44,50],{"type":23,"value":43},"In this article, we explain when ",{"type":17,"tag":45,"props":46,"children":47},"em",{},[48],{"type":23,"value":49},"permittering",{"type":23,"value":51}," (a temporary employee layoff) is permitted, how to select employees, which notices you need to prepare, and how long the obligation to pay wages lasts.",{"type":17,"tag":53,"props":54,"children":56},"h2",{"id":55},"when-does-permittering-comply-with-employment-law-rules",[57],{"type":23,"value":58},"When does permittering comply with employment law rules?",{"type":17,"tag":29,"props":60,"children":61},{},[62,64,70],{"type":23,"value":63},"Permittering means a ",{"type":17,"tag":65,"props":66,"children":67},"strong",{},[68],{"type":23,"value":69},"temporary, full or partial release of an employee from their duty to work",{"type":23,"value":71},". The employment contract remains in force, and the employee is expected to return after the layoff ends or if recalled earlier by the employer.",{"type":17,"tag":73,"props":74,"children":75},"table",{},[76,100],{"type":17,"tag":77,"props":78,"children":79},"thead",{},[80],{"type":17,"tag":81,"props":82,"children":83},"tr",{},[84,90,95],{"type":17,"tag":85,"props":86,"children":87},"th",{},[88],{"type":23,"value":89},"Type of layoff",{"type":17,"tag":85,"props":91,"children":92},{},[93],{"type":23,"value":94},"Scope of work",{"type":17,"tag":85,"props":96,"children":97},{},[98],{"type":23,"value":99},"Pay",{"type":17,"tag":101,"props":102,"children":103},"tbody",{},[104,123],{"type":17,"tag":81,"props":105,"children":106},{},[107,113,118],{"type":17,"tag":108,"props":109,"children":110},"td",{},[111],{"type":23,"value":112},"Full permittering",{"type":17,"tag":108,"props":114,"children":115},{},[116],{"type":23,"value":117},"The employee temporarily does not perform any work",{"type":17,"tag":108,"props":119,"children":120},{},[121],{"type":23,"value":122},"The employer pays during the notice period and during the initial employer pay period",{"type":17,"tag":81,"props":124,"children":125},{},[126,131,136],{"type":17,"tag":108,"props":127,"children":128},{},[129],{"type":23,"value":130},"Partial permittering",{"type":17,"tag":108,"props":132,"children":133},{},[134],{"type":23,"value":135},"The number of working hours or days is reduced",{"type":17,"tag":108,"props":137,"children":138},{},[139],{"type":23,"value":140},"The employer pays for work performed and for hours covered by the initial employer pay period",{"type":17,"tag":29,"props":142,"children":143},{},[144],{"type":23,"value":145},"To use permittering, you must meet all of the following conditions:",{"type":17,"tag":147,"props":148,"children":149},"ul",{},[150,163,174,179,184],{"type":17,"tag":151,"props":152,"children":153},"li",{},[154,156,161],{"type":23,"value":155},"the reason must be ",{"type":17,"tag":65,"props":157,"children":158},{},[159],{"type":23,"value":160},"objective and connected to the company's situation",{"type":23,"value":162},",",{"type":17,"tag":151,"props":164,"children":165},{},[166,168,173],{"type":23,"value":167},"the reduced need for work must be ",{"type":17,"tag":65,"props":169,"children":170},{},[171],{"type":23,"value":172},"temporary",{"type":23,"value":162},{"type":17,"tag":151,"props":175,"children":176},{},[177],{"type":23,"value":178},"the layoff must be necessary from the perspective of the business,",{"type":17,"tag":151,"props":180,"children":181},{},[182],{"type":23,"value":183},"reasonable alternatives must first be assessed, such as other duties, changes to work organisation, or reducing other costs,",{"type":17,"tag":151,"props":185,"children":186},{},[187],{"type":23,"value":188},"permittering must not replace a procedure related to issues with a specific employee.",{"type":17,"tag":29,"props":190,"children":191},{},[192],{"type":23,"value":193},"Valid reasons may include:",{"type":17,"tag":147,"props":195,"children":196},{},[197,202,207,212,217,222],{"type":17,"tag":151,"props":198,"children":199},{},[200],{"type":23,"value":201},"a temporary lack of orders,",{"type":17,"tag":151,"props":203,"children":204},{},[205],{"type":23,"value":206},"the temporary loss of a contract or tender,",{"type":17,"tag":151,"props":208,"children":209},{},[210],{"type":23,"value":211},"sales problems and excess inventory,",{"type":17,"tag":151,"props":213,"children":214},{},[215],{"type":23,"value":216},"a breakdown or accident preventing work from being carried out,",{"type":17,"tag":151,"props":218,"children":219},{},[220],{"type":23,"value":221},"a natural disaster or another extraordinary event,",{"type":17,"tag":151,"props":223,"children":224},{},[225],{"type":23,"value":226},"a temporary need to reduce costs due to a clear decline in business activity.",{"type":17,"tag":29,"props":228,"children":229},{},[230],{"type":23,"value":231},"The wish to reduce costs alone is not enough. You must demonstrate the company's specific situation, its impact on the need for work, and the expected duration of the problem.",{"type":17,"tag":29,"props":233,"children":234},{},[235,237],{"type":23,"value":236},"If the workforce reduction is intended to be permanent or the employee is unlikely to return, you must use the dismissal procedure. We discuss this in the article ",{"type":17,"tag":238,"props":239,"children":241},"a",{"href":240},"/en/news/how-to-legally-dismiss-an-employee-in-norway",[242],{"type":23,"value":243},"How to legally dismiss an employee in Norway?",{"type":17,"tag":29,"props":245,"children":246},{},[247,249,257],{"type":23,"value":248},"The basis for permittering comes primarily from collective agreements and established employment law principles. The ",{"type":17,"tag":238,"props":250,"children":254},{"href":251,"rel":252},"https://lovdata.no/dokument/NL/lov/1988-05-06-22",[253],"nofollow",[255],{"type":23,"value":256},"Act relating to the obligation to pay wages during lay-offs",{"type":23,"value":258}," mainly regulates the employer's pay obligation.",{"type":17,"tag":53,"props":260,"children":262},{"id":261},"how-do-you-select-employees-for-permittering",[263],{"type":23,"value":264},"How do you select employees for permittering?",{"type":17,"tag":29,"props":266,"children":267},{},[268,270,275],{"type":23,"value":269},"If the layoff does not cover the entire workforce, the selection of employees must be ",{"type":17,"tag":65,"props":271,"children":272},{},[273],{"type":23,"value":274},"objective, documented, and non-discriminatory",{"type":23,"value":276},". You may take into account:",{"type":17,"tag":147,"props":278,"children":279},{},[280,285,290,295,300],{"type":17,"tag":151,"props":281,"children":282},{},[283],{"type":23,"value":284},"qualifications needed to carry out the remaining tasks,",{"type":17,"tag":151,"props":286,"children":287},{},[288],{"type":23,"value":289},"experience,",{"type":17,"tag":151,"props":291,"children":292},{},[293],{"type":23,"value":294},"length of service,",{"type":17,"tag":151,"props":296,"children":297},{},[298],{"type":23,"value":299},"the ability to perform several types of duties,",{"type":17,"tag":151,"props":301,"children":302},{},[303],{"type":23,"value":304},"the company's actual organisational needs.",{"type":17,"tag":29,"props":306,"children":307},{},[308,310,317],{"type":23,"value":309},"A company covered by the ",{"type":17,"tag":238,"props":311,"children":314},{"href":312,"rel":313},"https://lovdata.no/dokument/TARH/tariff/tarh-1/KAPITTEL_1-9",[253],[315],{"type":23,"value":316},"Hovedavtalen LO-NHO",{"type":23,"value":318}," uses length of service as its starting point. This principle may be departed from if justified by an objective business need, for example, the need to retain a person with the qualifications required to complete an assignment.",{"type":17,"tag":29,"props":320,"children":321},{},[322],{"type":23,"value":323},"If your company is not covered by this agreement, length of service is not automatically the overriding criterion. You must still be able to explain why specific employees were included in the permittering.",{"type":17,"tag":29,"props":325,"children":326},{},[327],{"type":23,"value":328},"Companies covered by a collective agreement must conduct the required consultations with employee representatives and prepare minutes. Outside a collective agreement, there is no general statutory duty to consult for every instance of permittering, but written minutes help document:",{"type":17,"tag":147,"props":330,"children":331},{},[332,337,342,347,352,357],{"type":17,"tag":151,"props":333,"children":334},{},[335],{"type":23,"value":336},"the reason for and expected duration of the layoff,",{"type":17,"tag":151,"props":338,"children":339},{},[340],{"type":23,"value":341},"measures taken to avoid permittering,",{"type":17,"tag":151,"props":343,"children":344},{},[345],{"type":23,"value":346},"the number of people affected,",{"type":17,"tag":151,"props":348,"children":349},{},[350],{"type":23,"value":351},"the criteria used to select them,",{"type":17,"tag":151,"props":353,"children":354},{},[355],{"type":23,"value":356},"the degree to which work is reduced,",{"type":17,"tag":151,"props":358,"children":359},{},[360],{"type":23,"value":361},"the position of employee representatives.",{"type":17,"tag":53,"props":363,"children":365},{"id":364},"how-do-you-carry-out-permittering",[366],{"type":23,"value":367},"How do you carry out permittering?",{"type":17,"tag":29,"props":369,"children":370},{},[371],{"type":23,"value":372},"It is advisable to begin the procedure by gathering documents showing a decline in orders, the loss of a contract, production problems, or other circumstances justifying the layoff.",{"type":17,"tag":374,"props":375,"children":377},"steps",{":items":376},"[{\"title\":\"Document the temporary reason\",\"text\":\"Record why the company is temporarily unable to provide work and which alternatives have been considered.\"},{\"title\":\"Define the scope and select employees\",\"text\":\"Determine whether the layoff is full or partial and use objective selection criteria.\"},{\"title\":\"Conduct the required consultations\",\"text\":\"Check the collective agreement and prepare minutes of discussions with employee representatives.\"},{\"title\":\"Provide written notice\",\"text\":\"As a rule, the employee must receive it at least 14 calendar days before the layoff begins.\"},{\"title\":\"Report the layoff\",\"text\":\"Include the start date and degree of permittering in the monthly a-melding.\"}]",[],{"type":17,"tag":379,"props":380,"children":382},"h3",{"id":381},"notice-period",[383],{"type":23,"value":384},"Notice period",{"type":17,"tag":29,"props":386,"children":387},{},[388,390,395],{"type":23,"value":389},"The standard notice period is ",{"type":17,"tag":65,"props":391,"children":392},{},[393],{"type":23,"value":394},"14 calendar days",{"type":23,"value":396},". During this time, the employee normally works and receives full pay.",{"type":17,"tag":29,"props":398,"children":399},{},[400,402,407,409,414],{"type":23,"value":401},"In the case of unforeseen events, the notice period may be reduced to ",{"type":17,"tag":65,"props":403,"children":404},{},[405],{"type":23,"value":406},"2 calendar days",{"type":23,"value":408},", but you must check the relevant collective agreement. Special rules apply in the event of a fire - the notice period is still generally ",{"type":17,"tag":65,"props":410,"children":411},{},[412],{"type":23,"value":413},"14 days",{"type":23,"value":415},".",{"type":17,"tag":29,"props":417,"children":418},{},[419],{"type":23,"value":420},"The written and signed notice should include:",{"type":17,"tag":147,"props":422,"children":423},{},[424,429,434,439,444,449,454,459],{"type":17,"tag":151,"props":425,"children":426},{},[427],{"type":23,"value":428},"the employee's full name,",{"type":17,"tag":151,"props":430,"children":431},{},[432],{"type":23,"value":433},"the specific reason for the layoff,",{"type":17,"tag":151,"props":435,"children":436},{},[437],{"type":23,"value":438},"the date it was issued,",{"type":17,"tag":151,"props":440,"children":441},{},[442],{"type":23,"value":443},"the start date of the permittering,",{"type":17,"tag":151,"props":445,"children":446},{},[447],{"type":23,"value":448},"the expected end date or expected duration,",{"type":17,"tag":151,"props":450,"children":451},{},[452],{"type":23,"value":453},"information on whether the layoff is full or partial,",{"type":17,"tag":151,"props":455,"children":456},{},[457],{"type":23,"value":458},"the percentage reduction in work,",{"type":17,"tag":151,"props":460,"children":461},{},[462],{"type":23,"value":463},"the employer's signature.",{"type":17,"tag":29,"props":465,"children":466},{},[467,469,474],{"type":23,"value":468},"If you postpone the start of permittering by more than ",{"type":17,"tag":65,"props":470,"children":471},{},[472],{"type":23,"value":473},"4 weeks",{"type":23,"value":475},", you generally need to issue a new notice.",{"type":17,"tag":379,"props":477,"children":479},{"id":478},"reporting-collective-permittering-to-nav",[480],{"type":23,"value":481},"Reporting collective permittering to NAV",{"type":17,"tag":29,"props":483,"children":484},{},[485,487,492,494,499],{"type":23,"value":486},"You must notify ",{"type":17,"tag":45,"props":488,"children":489},{},[490],{"type":23,"value":491},"NAV",{"type":23,"value":493}," (the Norwegian Labour and Welfare Administration) if the planned layoff covers ",{"type":17,"tag":65,"props":495,"children":496},{},[497],{"type":23,"value":498},"at least 10 employees",{"type":23,"value":500}," who:",{"type":17,"tag":147,"props":502,"children":503},{},[504,509],{"type":17,"tag":151,"props":505,"children":506},{},[507],{"type":23,"value":508},"will be subject to permittering without pay, or",{"type":17,"tag":151,"props":510,"children":511},{},[512,514,519,521,525],{"type":23,"value":513},"will have their weekly working hours reduced by more than ",{"type":17,"tag":65,"props":515,"children":516},{},[517],{"type":23,"value":518},"50%",{"type":23,"value":520}," for more than ",{"type":17,"tag":65,"props":522,"children":523},{},[524],{"type":23,"value":473},{"type":23,"value":415},{"type":17,"tag":29,"props":527,"children":528},{},[529],{"type":23,"value":530},"The notification must be sent as early as possible, no later than at the same time as employee representatives are called to consultations. For a smaller number of employees, notification is voluntary.",{"type":17,"tag":53,"props":532,"children":534},{"id":533},"how-long-is-the-employers-pay-obligation",[535],{"type":23,"value":536},"How long is the employer's pay obligation?",{"type":17,"tag":29,"props":538,"children":539},{},[540],{"type":23,"value":541},"In a standard situation, a layoff follows this sequence:",{"type":17,"tag":543,"props":544,"children":546},"timeline",{":items":545},"[{\"title\":\"Notice period\",\"text\":\"Usually 14 calendar days of normal work and full pay.\"},{\"title\":\"First day of permittering\",\"text\":\"The initial employer-funded pay period begins.\"},{\"title\":\"First 15 working days\",\"text\":\"The employer pays wages for the days the employee would normally have worked.\"},{\"title\":\"After the employer period\",\"text\":\"The pay obligation may end, and the employee may apply for dagpenger.\"}]",[],{"type":17,"tag":29,"props":548,"children":549},{},[550,555],{"type":17,"tag":65,"props":551,"children":552},{},[553],{"type":23,"value":554},"15 working days",{"type":23,"value":556}," means days based on the employee's normal schedule. Weekends and public holidays do not count towards this period unless the employee was scheduled to work.",{"type":17,"tag":29,"props":558,"children":559},{},[560,562,566,568,573],{"type":23,"value":561},"With partial permittering, the layoff hours are accumulated until they equal 15 normal working days. For example, with a ",{"type":17,"tag":65,"props":563,"children":564},{},[565],{"type":23,"value":518},{"type":23,"value":567}," reduction in work, the initial employer-funded period may last ",{"type":17,"tag":65,"props":569,"children":570},{},[571],{"type":23,"value":572},"30 working days",{"type":23,"value":415},{"type":17,"tag":73,"props":575,"children":576},{},[577,597],{"type":17,"tag":77,"props":578,"children":579},{},[580],{"type":17,"tag":81,"props":581,"children":582},{},[583,588,592],{"type":17,"tag":85,"props":584,"children":585},{},[586],{"type":23,"value":587},"Reason for permittering",{"type":17,"tag":85,"props":589,"children":590},{},[591],{"type":23,"value":384},{"type":17,"tag":85,"props":593,"children":594},{},[595],{"type":23,"value":596},"Initial 15 days of pay",{"type":17,"tag":101,"props":598,"children":599},{},[600,618,636],{"type":17,"tag":81,"props":601,"children":602},{},[603,608,613],{"type":17,"tag":108,"props":604,"children":605},{},[606],{"type":23,"value":607},"Standard lack of work",{"type":17,"tag":108,"props":609,"children":610},{},[611],{"type":23,"value":612},"Usually 14 calendar days",{"type":17,"tag":108,"props":614,"children":615},{},[616],{"type":23,"value":617},"Yes",{"type":17,"tag":81,"props":619,"children":620},{},[621,626,631],{"type":17,"tag":108,"props":622,"children":623},{},[624],{"type":23,"value":625},"Accident or natural circumstances",{"type":17,"tag":108,"props":627,"children":628},{},[629],{"type":23,"value":630},"2 calendar days may be possible",{"type":17,"tag":108,"props":632,"children":633},{},[634],{"type":23,"value":635},"No",{"type":17,"tag":81,"props":637,"children":638},{},[639,644,649],{"type":17,"tag":108,"props":640,"children":641},{},[642],{"type":23,"value":643},"Fire",{"type":17,"tag":108,"props":645,"children":646},{},[647],{"type":23,"value":648},"Generally 14 calendar days",{"type":17,"tag":108,"props":650,"children":651},{},[652],{"type":23,"value":635},{"type":17,"tag":29,"props":654,"children":655},{},[656],{"type":23,"value":657},"The standard initial employer pay obligation also does not apply where permittering is a direct consequence of a strike.",{"type":17,"tag":29,"props":659,"children":660},{},[661,663,668],{"type":23,"value":662},"The employer may be exempt from paying wages for a maximum of ",{"type":17,"tag":65,"props":664,"children":665},{},[666],{"type":23,"value":667},"26 weeks within an 18-month period",{"type":23,"value":669},". The limit is counted from the first day after the initial employer period ends and includes consecutive periods of permittering with the same employer. A new notice does not automatically create a new 26-week limit.",{"type":17,"tag":29,"props":671,"children":672},{},[673,675,680],{"type":23,"value":674},"Once the limit has been exhausted, the obligation to pay wages returns if the employment relationship continues. In companies covered by the Hovedavtalen LO-NHO, permittering should generally not last longer than ",{"type":17,"tag":65,"props":676,"children":677},{},[678],{"type":23,"value":679},"6 months",{"type":23,"value":681},", unless the parties agree that the justified reason still exists.",{"type":17,"tag":53,"props":683,"children":685},{"id":684},"returning-to-work-dagpenger-and-a-melding",[686],{"type":23,"value":687},"Returning to work, dagpenger and A-melding",{"type":17,"tag":29,"props":689,"children":690},{},[691,693,698],{"type":23,"value":692},"The employee must return to work after the period stated in the notice ends. If you recall them earlier, they should generally report for work within ",{"type":17,"tag":65,"props":694,"children":695},{},[696],{"type":23,"value":697},"1-2 days",{"type":23,"value":415},{"type":17,"tag":29,"props":700,"children":701},{},[702,704,709],{"type":23,"value":703},"A full return to work for up to ",{"type":17,"tag":65,"props":705,"children":706},{},[707],{"type":23,"value":708},"6 consecutive weeks",{"type":23,"value":710}," does not automatically end the existing permittering. If full-time work lasts longer, a later reduction in employment requires a new notice. The employee must also apply for benefits again.",{"type":17,"tag":29,"props":712,"children":713},{},[714,716,721,723,728],{"type":23,"value":715},"After the employer-funded pay period ends, the employee may apply for ",{"type":17,"tag":45,"props":717,"children":718},{},[719],{"type":23,"value":720},"dagpenger",{"type":23,"value":722}," (unemployment benefit). The notice of permittering itself ",{"type":17,"tag":65,"props":724,"children":725},{},[726],{"type":23,"value":727},"does not guarantee payment",{"type":23,"value":729},". NAV separately assesses the reason for the layoff and the employee's situation.",{"type":17,"tag":29,"props":731,"children":732},{},[733],{"type":23,"value":734},"In 2026, the basic conditions include, among other things:",{"type":17,"tag":147,"props":736,"children":737},{},[738,749,754,759,778],{"type":17,"tag":151,"props":739,"children":740},{},[741,743,748],{"type":23,"value":742},"losing at least ",{"type":17,"tag":65,"props":744,"children":745},{},[746],{"type":23,"value":747},"50% of total working hours",{"type":23,"value":162},{"type":17,"tag":151,"props":750,"children":751},{},[752],{"type":23,"value":753},"losing all or part of income,",{"type":17,"tag":151,"props":755,"children":756},{},[757],{"type":23,"value":758},"registering as a jobseeker,",{"type":17,"tag":151,"props":760,"children":761},{},[762,764,769,771,776],{"type":23,"value":763},"income of at least ",{"type":17,"tag":65,"props":765,"children":766},{},[767],{"type":23,"value":768},"NOK 204,824",{"type":23,"value":770}," in the last 12 months or ",{"type":17,"tag":65,"props":772,"children":773},{},[774],{"type":23,"value":775},"NOK 409,647",{"type":23,"value":777}," in total over the last 36 months,",{"type":17,"tag":151,"props":779,"children":780},{},[781],{"type":23,"value":782},"submitting an activity report every 14 days.",{"type":17,"tag":29,"props":784,"children":785},{},[786,788,793,795,800,802,809],{"type":23,"value":787},"Dagpenger amounts to up to ",{"type":17,"tag":65,"props":789,"children":790},{},[791],{"type":23,"value":792},"62.4% of previous income",{"type":23,"value":794},", while income above ",{"type":17,"tag":65,"props":796,"children":797},{},[798],{"type":23,"value":799},"NOK 819,294",{"type":23,"value":801}," is not included in the calculation basis. These amounts correspond to the G value in force from 1 May 2026. The employee should submit an ",{"type":17,"tag":238,"props":803,"children":806},{"href":804,"rel":805},"https://www.nav.no/dagpenger",[253],[807],{"type":23,"value":808},"application for dagpenger",{"type":23,"value":810}," around 2 weeks before the final day of entitlement to wages.",{"type":17,"tag":29,"props":812,"children":813},{},[814],{"type":23,"value":815},"Permittering does not end the employment relationship. Therefore, you do not deregister the employee from the employment register or enter an employment end date.",{"type":17,"tag":29,"props":817,"children":818},{},[819,821,826,828,833,835],{"type":23,"value":820},"In the ",{"type":17,"tag":45,"props":822,"children":823},{},[824],{"type":23,"value":825},"a-melding",{"type":23,"value":827}," (monthly employer report), you must report the start date and the degree of permittering. You submit employment information every month, including when you do not pay wages. The deadline remains unchanged - it is the ",{"type":17,"tag":65,"props":829,"children":830},{},[831],{"type":23,"value":832},"5th day of the following month",{"type":23,"value":834},", or the next working day if it falls on a weekend or public holiday. You can read more about the report itself in the article ",{"type":17,"tag":238,"props":836,"children":838},{"href":837},"/en/news/what-is-an-a-melding-and-when-must-it-be-sent",[839],{"type":23,"value":840},"What is an a-melding and when must it be submitted?",{"type":17,"tag":53,"props":842,"children":844},{"id":843},"faq-frequently-asked-questions",[845],{"type":23,"value":846},"FAQ - frequently asked questions",{"type":17,"tag":379,"props":848,"children":850},{"id":849},"can-the-owner-of-an-enk-put-themselves-on-permittering",[851],{"type":23,"value":852},"Can the owner of an ENK put themselves on permittering?",{"type":17,"tag":29,"props":854,"children":855},{},[856],{"type":23,"value":857},"No. The owner of an ENK is not an employee of their own business and therefore cannot put themselves on permittering. Income from an ENK alone does not entitle you to dagpenger.",{"type":17,"tag":379,"props":859,"children":861},{"id":860},"can-the-owner-of-an-as-use-permittering",[862],{"type":23,"value":863},"Can the owner of an AS use permittering?",{"type":17,"tag":29,"props":865,"children":866},{},[867,869,874],{"type":23,"value":868},"An owner who is employed and receives wages from their own AS may be treated as an employee. If they are the company's only employee, they can generally place themselves on permittering of up to ",{"type":17,"tag":65,"props":870,"children":871},{},[872],{"type":23,"value":873},"80%",{"type":23,"value":875}," and apply for dagpenger.",{"type":17,"tag":379,"props":877,"children":879},{"id":878},"can-an-on-call-employee-be-put-on-permittering",[880],{"type":23,"value":881},"Can an on-call employee be put on permittering?",{"type":17,"tag":29,"props":883,"children":884},{},[885],{"type":23,"value":886},"Only to the extent of work agreed in advance. If the employee has no guaranteed future shifts or specific employment period, there is no established work from which they can formally be laid off.",{"type":17,"tag":379,"props":888,"children":890},{"id":889},"what-happens-if-the-employer-terminates-the-contract-during-permittering",[891],{"type":23,"value":892},"What happens if the employer terminates the contract during permittering?",{"type":17,"tag":29,"props":894,"children":895},{},[896],{"type":23,"value":897},"Permittering ends when the notice of termination is delivered. The employer must pay wages throughout the applicable notice period, even if there are no tasks available for the employee.",{"type":17,"tag":53,"props":899,"children":901},{"id":900},"summary",[902],{"type":23,"value":903},"Summary",{"type":17,"tag":147,"props":905,"children":906},{},[907,918,930,941],{"type":17,"tag":151,"props":908,"children":909},{},[910,912,917],{"type":23,"value":911},"Permittering is permitted where there is an ",{"type":17,"tag":65,"props":913,"children":914},{},[915],{"type":23,"value":916},"objective, temporary reason related to the company",{"type":23,"value":415},{"type":17,"tag":151,"props":919,"children":920},{},[921,923,928],{"type":23,"value":922},"The employee must usually be given ",{"type":17,"tag":65,"props":924,"children":925},{},[926],{"type":23,"value":927},"14 calendar days' notice",{"type":23,"value":929}," before the layoff begins.",{"type":17,"tag":151,"props":931,"children":932},{},[933,935,940],{"type":23,"value":934},"After permittering begins, the employer normally funds ",{"type":17,"tag":65,"props":936,"children":937},{},[938],{"type":23,"value":939},"15 working days of wages",{"type":23,"value":415},{"type":17,"tag":151,"props":942,"children":943},{},[944,946,950],{"type":23,"value":945},"Exemption from the pay obligation may last for a maximum of ",{"type":17,"tag":65,"props":947,"children":948},{},[949],{"type":23,"value":667},{"type":23,"value":951},", and the layoff must be reported correctly in the a-melding.",{"type":17,"tag":29,"props":953,"children":954},{},[955,957,963],{"type":23,"value":956},"If you need help carrying out permittering, call us: ",{"type":17,"tag":238,"props":958,"children":960},{"href":959},"tel:+4721383821",[961],{"type":23,"value":962},"+47 21 38 38 21",{"type":23,"value":964},". We help employers in Norway organise their payroll and reporting obligations.",{"type":17,"tag":29,"props":966,"children":967},{},[968],{"type":17,"tag":45,"props":969,"children":970},{},[971,973],{"type":23,"value":972},"Article author: Marcin - ",{"type":17,"tag":238,"props":974,"children":976},{"href":975},"mailto:marcin@efirma.no",[977],{"type":23,"value":978},"marcin@efirma.no",{"title":7,"searchDepth":980,"depth":980,"links":981},3,[982,984,985,989,990,991,997],{"id":55,"depth":983,"text":58},2,{"id":261,"depth":983,"text":264},{"id":364,"depth":983,"text":367,"children":986},[987,988],{"id":381,"depth":980,"text":384},{"id":478,"depth":980,"text":481},{"id":533,"depth":983,"text":536},{"id":684,"depth":983,"text":687},{"id":843,"depth":983,"text":846,"children":992},[993,994,995,996],{"id":849,"depth":980,"text":852},{"id":860,"depth":980,"text":863},{"id":878,"depth":980,"text":881},{"id":889,"depth":980,"text":892},{"id":900,"depth":983,"text":903},"markdown","content:news:permitting-in-norway-temporary-layoff:index.md","content","news/permitting-in-norway-temporary-layoff/index.md","news/permitting-in-norway-temporary-layoff/index","md",{"loc":4},[1006,1010],{"_path":1007,"title":1008,"date":1009},"/news/purchasing-services-from-abroad-mva-reverse-charge","Purchasing Services from Abroad and MVA - When Does a Business Apply the Reverse Charge?","2026-10-20",{"_path":1011,"title":1012,"date":1013},"/news/withdrawing-money-from-enk","Withdrawing Money from an ENK - Why Can't the Owner Pay Themselves a Salary?","2026-10-15",1792669860585]