Employment ID
Use a unique employment ID for each employment. If you use the same ID several times, we will not know whether you're specifying a new employment or changing an old one.
Brief information on Employment ID
An employment ID is an identifier for the employment relationship and information that is transferred to NAV. If an employee or freelancer has multiple employment relationships with the same enterprise, the employment ID separates the employment relationships from one another. You must therefore use a unique employment ID for each employment.
If you use a payroll or HR system, the employment ID will normally be generated when you create a new employment relationship.
Specify the employment ID when:
- You hire a new employee or enter a new contract with a freelancer
You must provide a unique employment ID when an employee or freelancer is hired by the employer. The employment relationship must be reported by the sub-entity where the employee/freelancer is working. - An employee or freelancer has left the sub-entity and is starting again
If an employee or freelancer leaves an employment relationship and later begins a new employment relationship with the same sub-entity, you must specify a new employment ID in order to distinguish the employment relationships. The same applies to seasonal workers. If you employ a seasonal worker who has previously worked for you, you must provide a new employment ID that is different than the one specified for the previous season. - Multiple employment relationships with the same sub-entity
If an employee or freelancer has multiple employment relationships with different sub-entities in the same company, each sub-entity must provide a unique employment ID for each of their employment relationships. - Multiple employment relationships with the same sub-entity at the same time
If an employee or freelancer has multiple employment relationships with the same sub-entity at the same time, you must provide these with different employment IDs so that it’s possible to distinguish between the employment relationships. The employer must determine when the person has one or multiple employment relationships with the same sub-entity. A person typically has multiple employment relationships when:
- the employment positions are so different that they have different occupational codes
- the positions are paid differently
- one position is permanent and the other is temporary
This is not considered to be multiple employment relationships:
- If an employee or freelancer has several positions or contracts in the same sub-entity with the same content (for example, one occupational code) and the same pay.
- If an employee or freelancer has a number of different duties or work on different projects, this must in most cases be specified as one employment relationship. Employers often need to assign costs to different activities or projects, but this must not be specified as several employment relationships in the a-melding.
Important information
If you use the same employment ID on multiple occasions, we will not know whether you're specifying a new employment or changing the old one. You should therefore use a unique employment ID for each employment.
Provide the correct employment ID also when you correct employment information retrospectively so that it’s clear which employment relationship you’re correcting.
Employee has left the enterprise and is starting again. Has previously been reported with an employment ID.
Jacob was employed by the hairdresser Nyklipt until 29 June. He is being re-hired by Nyklipt with effect from 4 December. The original employment relationship was specified with an employment ID 10. Jacob must also be registered with an employment ID for the new employment relationship.
|
Original employment |
|
| Income recipient | Jacob |
| Employment ID | 10 |
| Employment start date | 1 June |
| Employment end date | 29 June |
They also enter the other mandatory information.
| New employment A-melding for December |
|
| Income recipient | Jacob |
| Employment ID | 20 |
| Employment start date | 4 December |
| Employment end date | |
They also enter the other mandatory information.
Employee has left the enterprise and is starting again. Has previously been reported without an employment ID.
Michelle was employed by a service firm until 29 June. She is being re-hired by the service firm with effect from 4 December. The original employment was specified without an employment ID. Michelle must be registered with an employment ID for the new employment.
|
Original employment |
|
| Income recipient | Michelle |
| Employment start date | 1 June |
| Employment end date | 29 June |
They also enter the other mandatory information.
| New employment A-melding for December |
|
| Income recipient | Michelle |
| Employment ID | 20 |
| Employment start date | 4 December |
| Employment end date | |
They also enter the other mandatory information.
Example – employee who has multiple employment relationships with the same sub-entity – different work duties
Emma works in a hotel. She has two separate employment contracts with the hotel. She starts in one position as a receptionist on 1 August and in the other as a guest room attendant on 16 August. No end date has been agreed.
A-melding for August
The hotel provides this information about Emma’s various positions:
|
Employment 1: |
|
| Income recipient | Emma |
| Employment ID | 10 |
| Occupation code | 4222 105 |
| Employment start date | 1 August |
|
Employment 2: |
|
| Income recipient | Emma |
| Employment ID | 20 |
| Occupation code | 9132 118 |
| Employment start date | 16 August |
They also enter the other mandatory information.
Example – employee who has several positions with the same work duties within the same sub-entity
Lene has a 20% temporary position in a nursing home. On 1 November, she is given an additional 30% temporary position in the same nursing home. She is to perform the same work duties and receive the same salary for both temporary positions. In the a-melding for November, the employer changes the percentage of employment from 20 to 50 percent and provides a new date for the change.
Note!
This is not a new employment relationship because the work duties and salary are the same.
A-melding for October
| Income recipient | Lene |
| Employment ID | 501 |
| Employment start date | 1 June |
| Percentage employment (FTE percentage) | 20 |
| Date of change in percentage employment | 1 June |
They also enter the other mandatory information.
A-melding for November
| Income recipient | Lene |
| Employment ID | 501 |
| Employment start date | 1 June |
| Percentage employment (FTE percentage) | 50 |
| Date of change in percentage employment | 1 November |
They also enter the other mandatory information.
Is it mandatory
Yes, you must specify the employment ID for all employments. When a person has more than one employment in the sub-entity it is important that you use a uniqe employment ID for each employment. This also applies when there is a break between an old employment and a new employment with the same sub-entity.
You must not specify an employment ID if the employment type is pension or other non-employment benefits.
Correcting errors
| MAGNET_EDAG-108 Employment information is missing |
| MAGNET_EDAG-242 Employment ID is missing |
| MAGNET_EDAG-291 Employment information is missing |
Forgot to provide an employment ID
If you’ve forgotten to specify an employment ID or you’ve specified an incorrect employment ID and not received an error message concerning this in the feedback (A 03), you can correct it in the next a-melding. You do not need to correct previously submitted a-meldings.
Reused employment ID
If you’ve re-used an employment ID for an employment relationship with the same enterprise and not received an error message concerning this in the feedback (A03), the way in which you implement the change will depend on whether it concerns employment with or without overlapping periods of employment/contracts.
With overlapping periods
If you’ve used the same employment ID for two employments where the start and end dates are overlapping, each employment must have its own employment ID. You can change this by sending a new a-melding where you state each period with its own employment ID. State a start date and any end date for the first period. Specify a new employment relationship with a new employment ID, new start date and other obligatory information for the second employment.
In most cases, it will not be necessary to replace a-meldings that are many months old.
Note!
If you’ve reused employment IDs for two employments that are overlapping, the old employment is updated with the new employment period. Then the Aa Register might not record all the periods in which the employee or freelancer has been employed by you.
Examples
William works in a consulting firm. They specify a start date of 1 January and an end date of 28 February for William, and later a start date of 28 February and an end date of 31 March.
In this case, 28 February was included in both employment periods. The periods therefore overlap each other. If they use the same employment ID, only the period 28 February to 31 March will appear in the Aa Register.
Option 1 – used if the same employment relationship is being extended
Specify the same employment ID and start date. A new end date must be specified when an employment relationship is extended.
| A-melding for January | |
| Income recipient | William |
| Employment ID | 10 |
| Employment start date | 1 January |
| Employment end date | 28 February |
In addition to other mandatory information.
| A-melding for March | |
| Income recipient | William |
| Employment ID | 10 |
| Employment start date | 1 January |
| Employment end date | 31 March |
In addition to other mandatory information.
Option 2 – used in the case of two consecutive periods of employment
Specify a new employment with the start date set to the day after the end date of the previous employment.
| A-melding for January | |
| Income recipient | William |
| Employment ID | 10 |
| Employment start date | 1 January |
| Employment end date | 28 February |
In addition to other mandatory information
| A-melding for March | |
| Income recipient | William |
| Employment ID | 20 |
| Employment start date | 1 March |
| Employment end date | 31 March |
In addition to other mandatory information.
Option 3 – used where two parallel employment periods overlap by one or more days.
Specify two separate employment relationships with different IDs.
| A-melding for January | |
| Income recipient | William |
| Employment ID | 10 |
| Employment start date | 1 January |
| Employment end date | 28 February |
In addition to other mandatory information.
| A-melding for March | |
| Income recipient | William |
| Employment ID | 20 |
| Employment start date | 28 February |
| Employment end date | 31 March |
In addition to other mandatory information.
Without overlapping periods
If you’ve re-used an employment ID for two consecutive, non-overlapping periods in the same enterprise, both periods will appear in the Aa Register. However, this may cause problems for later reporting. You can correct the mistake in the next a-melding by stating a new employment relationship.
Example
Vegard has a temporary position in a carpentry firm. They have previously stated his employment with a start date of 1 January, end date of 15 January and employment ID 100. In August, Vegard starts again as a temporary worker. They state that the employee has a start date of 8 August and use the same employment ID 100 as before.
They want to use a new employment ID for the new temporary position and correct this the next month by sending a new a-melding with a new employment ID.
|
A-melding for January |
|
| Income recipient | Vegard |
| Employment ID | 100 |
| Employment start date | 1 January |
| Employment end date | 15 January |
They also enter the other mandatory information.
|
A-melding for August |
|
| Income recipient | Vegard |
| Employment ID | 100 |
| Employment start date | 1 August |
| Employment end date | - |
They also enter the other mandatory information.
|
A-melding for September |
|
| Income recipient | Vegard |
| Employment ID | 200 |
| Employment start date | 1 August |
| Employment end date | - |
They also enter the other mandatory information.
When an employer states a new employment ID (200) in the a-melding for the next month, it appears as the same employment relationship in the Aa Register. Vegard now has 2 employment relationships with this employer registered in the Aa Register.
The employment relationship with ID 100, start date 1 January and end date 15 January.
The employment relationship with ID 200 and start date 1 August.
Stated too many employment relationships for an employee in the same enterprise/sub-entity
If you’ve stated multiple employment relationships with different employment IDs for one employee, and only one employment relationship should have been stated, you can correct this by ending one of the employment relationships. If the employment relationships have different start dates, end the employment relationship with the most recent start date.
Example
Turid works at a fitness centre. She works in the reception every Tuesday, Wednesday and Thursday, and as an instructor every Monday and Friday. The employer must specify two separate employment relationships with different employment IDs for Turid. There is only one and the same employment relationship, even though the work duties are different.
The employer would like to correct this, and ends the employment relationship with the most recent start date in the a-melding for November.
|
A-melding for October with two employment relationships |
||
| Income recipient | Turid | Turid |
| Employment ID | 611 | 627 |
| Employment start date | 1 January | 15 July |
| Employment end date | - | - |
| FTE percentage | 40 | 30 |
| Date of change in FTE percentage | 1 May | 15 July |
They also enter the other mandatory information.
Turid has only one employment relationship and the FTE percentage should be 70% (40% + 30%= 70%).
|
A-melding for November |
||
| Income recipient | Turid | Turid |
| Employment ID | 611 | 627 |
| Employment start date | 1 January | 15 July |
| Employment end date | - | 31 October |
| FTE percentage | 70 | 30 |
| Date of change in FTE percentage | 1 November | 15 July |
They also enter the other mandatory information.
The employer continues to specify one employment relationship for Turid.
|
A-melding for December |
|
| Income recipient | Turid |
| Employment ID | 611 |
| Employment start date | 1 January |
| Employment end date | - |
| FTE percentage | 70 |
| Date of change in FTE percentage | 1 November |
They also enter the other mandatory information.
Important information
If you use a payroll system, please contact your system supplier if you are unsure how to correct reporting in your system.
What do we use the information for
NAV uses employment IDs to determen whether an person has several employment relationships with the same sub-entity. This can be either to distinguish between several employment relationships that a person has with the same sub-entity during the same period, or to distinguish between several employment relationships that a person has with the same sub-entity over different periods.
If an employee has several employment relationships with the same sub-entity, NAV will need an ID to distinguish the two sets of information from each other. An employee may fall ill or be laid off in only one of their employment relationships, and the public agencies will then need to know which employment information is linked to which employment relationship.
When applying for sickness benefits, parental benefits, maternity benefits, care allowances or training allowances, NAV expects to receive one income statement (NAV 08-30.01) for each employment relationship the employee has in the Aa Register without an end date. If the employer don't send the same amount of income statements as employments registered in the Aa Register, the case processing time in NAV is prolonged and this creates more work for both employee, employer and NAV.
Information concerning employment ID is transferred to the Aa Register. NAV distributes information concerning employment relationships from the Aa Register to private and public sector companies and organisations who are permitted to receive it. Examples of such organisations are the Norwegian Tax Administration and the Norwegian Labour Inspection Authority.
Applicable regulations
These regulations are only available in Norwegian.
