Brief information on end date

The end date is the date on which the employment relationship and the obligation to work cease.

State the end date which is stipulated in the employment contract or which is otherwise agreed. If the employment type is ordinary or maritime you must also state the cause of end date.

 

Examples

Kari is employed by a shop. In August, Kari resignes from her position and the end date is 31 December. The shop can state the end date and the cause of the end date in the a-meldings for August, September, October and November. They must state the end date and the cause of the end date in the a-melding for December.

William is a freelancer and carries out an assignment for a design agency. He completes the assignment on 20 May and is paid the final fee in June.  The end date of the assignment is 20 May. The design agency must state the end date in the a-melding for June.

 

Is it mandatory

Yes, you must state the end date for all ordinary and maritime employment.

In the case of freelancers, contractors and fee recipients, you must state the end date in the a-melding in the month in which you pay the final fee for the assignment concerned.

You should not specify an end date if the employment type is pension or other non-employment benefits.

 

When you must report end date

• How often?
  State the end date in the month in which it occurs. You can state the end date as soon as the date is known. You must then repeat the date in all months until the month in which the end date occurs.
  
  
• How early?
  You can state the start date before it is reached.
  
  
• How late?
  State the end date by no later than the reporting deadline for the month in which it falls.

 

In the case of seasonal workers, cover staff, staff on call-out duty, etc.

State the end date when the season or cover period is over and there is no longer an ongoing employment contract with the obligation/right to work. You must do this even if they will work for you again in the future. If no work has been agreed for the next 30 days, set an end date.

Exemption:
You do not need to set an end date if the period between the respective periods of employment is so short that the employee has had work in each of the past few months.

Once you have set an end date, you will no longer be obliged to submit the a-melding if you have no other employees or payments. Create a new employment relationship with a new start date and a new employment ID for the employee in connection with the next employment period. Each employment relationship must be kept separate with a unique employment ID.

 

In the case of severance packages or redundancy with severance pay

State the end date when the obligation to work ceases, even if you report salary after the employment has ceased. See Income of employee who has left.
See Severence pay.

 

Employee stops working before their notice period has expired

When an employee resigns from their job or is made redundant and is not physically at work during the notice period, state the last day of the notice period as the end date. You must not state this as leave.

 

In the case of time off in order to work for another employer

If you give an employee time off from an existing job in order to work for another employer, you must state the end date of the employment. This is because the employer responsibility is transferred to the other employer. You must not state this as leave.

 

Employee leaves their job and retires

When an employee leaves their job in order to retire, the end date must be set to the date on which their obligation to work ceases. Many pensioners leave their job early in order to take holiday or time-off in lieu. In these cases, you should set the end date to after the period of holiday/time-off has ended. You must not declare the holiday/time-off as leave.

If a pensioner receives a pension or other benefit/allowance after the employment has ceased, you must declare this in the a-melding and state the type of employment as “pension or other non-employment benefits”. No new ordinary or maritime employment should be created.

 

Changing the end date  

If the end date for one of your employees has changed since the most recently submitted a-melding, you can state a new end date in the next a-melding.

 

Example

Lisa works for a construction firm. She will stop working for them on 10 August. In the a-melding for August, the firm specifies an end date of 10 August.

After the a­melding for August is submitted, the firm agrees that Lisa will work until 30 August. In order to implement the change, they state the correct date of 30 August in the a-melding for September. They use the same employment ID as previously.

 

If the employee is not to leave after all

If you have stated an end date and the cause of the end date for one of your employees, but the person does not leave after all, delete the end date and the cause of the end date in the a-melding for the same month in which you stated the end date.

 

Example

Noah works for a bank and will leave his job on 20 August. The bank states the end date and the cause of the end date for Noah in the a-melding for August.

After the a-melding for August has been submitted, they agree that Noah will not leave after all. The bank must then submit a new a-melding for August without any end date and the cause of the end date.

If 20 August is stated as being the end date several months into the future, the bank must report the employment without an end date and the cause of the end date in the last month in which the information was stated.

In the Aa Register, it is the employment period from the last month in which information is given on the employment which applies.

 

Correcting errors

 

 

 

Consequences if you do not set an end date

The end date determines when rights and obligations cease, both for you as employer and for the employee.

Incorrect start and end dates will have consequences for the employee. For example, they could result in delays in payments from NAV or incorrect processing of benefit cases. The employee may also end up receiving over- or underpayments from NAV.

 

What do we use the information for

The end date is used by NAV and is used in the preparation of statistics by Statistics Norway (SSB).

Information concerning the end date is transferred to the Aa Register. NAV distributes information concerning employment from the Aa Register to private and public sector companies and organisations that are permitted to receive it.  Examples of such organisations are the Norwegian Tax Administration and the Norwegian Labour Inspection Authority.