There are times when you simply cannot complete all the necessary work within your normal working hours. A report may need to be delivered early in the morning and require evening work the day before. Other times, the only suitable option for everyone is to hold a meeting in the evening.
In some situations, the work you perform may involve particular risk or danger, and you may be entitled to additional pay for this type of work as well.
When are you actually entitled to extra pay, and how much should you reasonably receive?
What is an inconvenience allowance?
An inconvenience allowance is an additional payment given to employees who work at times outside what is specified in their employment contract. This typically includes work carried out at less favourable hours of the day – for example evenings, nights, Sundays or public holidays. Work during these periods is usually compensated with what is known as an inconvenience allowance.
The allowance is intended to compensate for the disadvantages of working at such times.
Where can you find rules on inconvenience allowances?
Inconvenience allowances are only lightly regulated in Norwegian legislation. Only section 10‑6 (11) of the Working Environment Act and the act governing 1 May and 17 May set out rights to overtime pay or additional pay when an employee is required to work beyond normal working hours, or must work on 1 May or 17 May.
In the public sector, the right to an inconvenience allowance is regulated through collective agreements. This is different from the private sector, where such allowances are only occasionally regulated in local collective agreements (special agreements). Otherwise, inconvenience allowances are typically regulated in the individual employment contract or in the company’s staff handbook.
Salary supplements in the municipal sector
Under the collective agreements in the municipal sector, work carried out between 17:00 and 06:00 is considered evening and night work.
“Employees working during these hours are entitled under the collective agreement to an allowance of at least NOK 32 per hour worked. Local discussions may lead to different rates being set, so you must check whether any local rules deviate from the agreement,” says Christel Kirkøen, legal adviser for the municipal sector.
Saturday and Sunday work covers the period from Saturday at 00:00 to Sunday at 23:59.
“Employees who normally work regular daytime hours are entitled under the collective agreement to an allowance of at least 22 per cent when working during these times. The allowance must not be lower than NOK 70 per hour worked. Local discussions may also lead to different rates being set, so you should check whether any local rules deviate from the collective agreement.”
Holiday and public holiday work covers work carried out between 00:00 and 23:59 on holiday and public holiday dates. This also applies to the day before Maundy Thursday from 12:00 to 23:59, as well as on the eve of Pentecost, Christmas and New Year.
“Employees working during these times are entitled under the collective agreement to an allowance equivalent to 1 1/3 of their hourly wage for each hour worked,” she says.
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Salary supplements in the government sector
The collective agreements in the government sector define what counts as inconvenient working hours, and therefore when you are entitled to additional pay. Note that you are not necessarily entitled to these supplements if you are working flexible hours during these periods.
Night work is defined as work carried out between 20:00 and 06:00 in the government sector. Employees receive an allowance for each hour worked that corresponds to 45 per cent of their hourly wage. This allowance is paid in addition to the compensation for work on weekends and public holidays.
– For work carried out between 06:00 and 07:00, as well as between 17:00 and 20:00 on weekdays, an inconvenience allowance of NOK 25 per hour worked is paid, says Alina Paul, who is a legal adviser for the government and municipal sectors.
Saturday and Sunday work covers the period from Saturday at 00:00 to Sunday at 23:59. Employees who are required to work on a Saturday or Sunday receive an allowance of NOK 65 per hour worked.
Compensation for work on holiday and public holiday dates in the government sector:
Under the main collective agreement, the following dates are defined as public holidays: 1 May and 17 May, as well as New Year’s Day, Maundy Thursday, Good Friday, Easter Eve, Easter Sunday and Monday, Ascension Day, Pentecost Sunday and Monday, and Christmas Day and Boxing Day.
– Work on these days (not overtime) is compensated with hourly wages plus 100 per cent, unless a local agreement specifies that public holiday work should be compensated with time off instead. Any time off must correspond to double the number of hours worked on these days. This compensation comes in addition to allowances for night work, Saturday work and Sunday work.
As long as service needs allow it, employees should be given time off from 12:00 on the following days: the Wednesday before Maundy Thursday, and the eves of Pentecost, Christmas and New Year.
– If this is not possible due to service requirements, the employee is paid hourly wages plus 100 per cent. This compensation comes in addition to the allowances for night work, and Saturday and Sunday work. Any overtime supplements are added on top of these, she says.
Employees can receive allowances for night work, weekend work, and public holiday work at the same time in the government sector.
– Do employees need to keep track of this themselves?
– In both the municipal and government sectors, we assume the time‑registration systems calculate these supplements automatically when working hours are entered, says Paul.
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Salary supplements in the private sector
– The only salary supplements that are regulated by law are the overtime supplement under the Working Environment Act, which is at least 40 per cent, and the supplements for work carried out on 1 May and 17 May under the Act relating to 1 May and 17 May.
This is explained by Tine Mjølsnes, legal adviser in the private sector.
– If an employee must work on 1 May or 17 May, they are entitled to the same supplement as for Sunday work. If the company does not have an established Sunday supplement, an allowance of at least 50 per cent of the employee’s average hourly wage must be paid per hour worked.
– Most employees who have regulated inconvenience allowances in the private sector receive supplements that are similar to those used in the public sector. The public sector’s collective agreements often set a norm for the level of inconvenience allowances in the private sector, but the actual amounts will vary from industry to industry and from company to company, she says.
For example, many private companies pay overtime supplements of 50 and 100 per cent, similar to what is regulated in the public sector.
– As mentioned, salary supplements in the private sector vary in practice. Depending on a company’s financial capacity, how exposed it is to competition, and other factors, salary conditions will differ. But within individual industries, similar levels and types of supplements often develop over time, says Mjølsnes.
The “evening and night allowance” is, as noted, not always regulated in every company. In businesses where it is regulated, the timing typically mirrors that of the public sector. This means, for example, that you may be entitled to a “night allowance” after 20:00, even though the Working Environment Act defines “night work” as work performed after 21:00.
– Supplements for weekend and public holiday work are paid as overtime supplements when the work extends beyond ordinary working hours.
Other allowances (inconvenience allowances) are not something employees automatically have a right to. Nevertheless, employers often have an interest in offering such supplements to motivate and reward employees who take on work at unfavourable times.
– Must salary supplements be specified in the employment contract?
– Yes, in principle, they must be specified in the employment agreement. Section 14‑6 (1) (i) of the Working Environment Act states that the employment contract must include “all supplements and other remuneration that are not included in the agreed salary”. Alternatively, the contract may refer to a local collective agreement that regulates the supplement.
– Can an employee receive several supplements at the same time?
– The basic rule is that each inconvenience allowance should compensate for a specific aspect of the work – whether it involves particular risk or simply the disadvantage of not being able to spend time with friends and family. Most employers try to specify which conditions trigger a salary supplement.
– If the work involves several disadvantages, this may entitle the employee to several supplements “on top of” each other, says Mjølsnes.
A risk allowance is an additional payment given to employees who carry out work under dangerous or high‑risk conditions.
This allowance is intended to compensate for the increased risk and hazard associated with such tasks.
When is a risk allowance paid?
A risk allowance is triggered by work that involves an increased danger of injury or health problems. Here are examples of the types of risk that may entitle an employee to a risk allowance:
- Physical hazards: Working at height, heavy lifting, or working in dangerous environments such as construction sites or industrial areas.
- Chemical hazards: Exposure to hazardous chemicals, gases or dust.
Biological hazards: Working with infectious materials or in environments with a high risk of infection. - Psychosocial hazards: Working with people in situations where interpersonal factors can create risk or danger.
What you receive as a risk allowance – and when you receive it – is mostly regulated in special agreements.
You can check what applies in your sector:
- Municipal sector: To receive a risk allowance, it must be regulated in a special agreement. The amount is also set in such agreements, for example the Fire Service Agreement. The conditions for when the allowance is paid and how much it is vary between agreements.
- Government sector: Risk allowances are regulated through special agreements. The amount and conditions differ from one agreement to another.
- Private sector: The allowances an employee may be entitled to vary from company to company, and there is no automatic right to a risk allowance. In occupations involving high levels of risk, a higher base salary is often used instead of, or in addition to, explicit risk allowances.
