A summary of types of appointment 

The type of appointment denotes the employee’s employment relationship. The type of appointment can be permanent or temporary. State the type of appointment that is in the employee’s employment contract. 

You can choose between the following types of appointment: 

• Permanent employment 
• Temporary employment 
• Permanent employment and hired out 
• Temporary employment and hired out 
• Temporary employment as on-call cover staff 

 

Permanent employment 

When the employee is permanently employed, the employment is continuous and not time limited. For a permanent appointment to be terminated, the rules concerning termination of employment must be followed.  

An employee who is permanently employed can, for a period, work temporarily in another position or as a temporary replacement with the same employer. How this is stated in the a-melding depends on whether the temporary replacement is in the same sub-entity or in another sub-entity under the same main entity.

If the temporary replacement is in the same sub-entity, the employee must still be listed as permanently employed. But if there is a change to the occupational code and/or salary, this information must be changed. If the temporary replacement is in another sub-entity under the same main entity, a leave from the permanent employment must be stated and a new temporary employment must be stated for the temporary replacement with a new start date and a new employment ID.

Example	Type of appointment	Comment
Kine works in an administrative position in a municipality. She is permanently employed in the municipality in a full-time position.	Permanent employment
Laila is permanently employed in a consultancy firm. She is tasked with writing a report for another company. The consultancy firm manages the work and is responsible for the result.	Permanent employment	The work is managed by the consultancy firm and the responsibility for the result lies with the consultancy firm.
Peder is permanently employed at a petrol station. His manager at the petrol station is taking maternity leave from 1 May and Peder will be acting manager while she is on leave.	Permanent employment	The employer must, from 1 May, still state this as a permanent employment, but must change the occupational code.
The hair-dressing salon Scissors has two sub-entities, one in Oslo and one in Bergen. Bente is permanently employed at the sub-entity in Oslo but will be acting daily manager at the branch in Bergen for 10 months. Bente will be on leave from her permanent position in Oslo while she is acting daily manager in Bergen.	Oslo:   Permanent employment and on leave   Bergen:  Temporary employment

 

Temporary employment 

A temporary employment is agreed upon for a certain period of time or for a certain task, which must be specified in the employment contract.  

Typical instances of temporary employment are: 

• seasonal work 
• project work 
• temporary replacements 
• fixed-term appointments 

You can read more about temporary employment on the Labour Inspection Authority’s website (in Norwegian only). 

Example	Type of appointment	Commentary
Knut works at a garden centre and has an employment contract that lasts from April until July. Knut works at the garden centre every year. This is seasonal work that is limited to only part of the year.	Temporary employment
Anne is employed in a project position to build a line-of-business system and give the employer advice and guidance in the use of this system. The employment contract lasts for two years and is time limited.	Temporary employment

 

If you have hired out employees to another enterprise  

If you have hired out employees, you must state either permanent employment and hired out or temporary employment and hired out as the type of appointment.   

If the employee is hired out, the employee is hired out to an enterprise (main entity) through an agreement with this enterprise. For an employee to be considered hired out, the work the employee does must, as a general rule, be managed by the enterprise that is hiring. The responsibility for the result of the work must also, as a general rule, be with the enterprise that is hiring. If this applies to you, you must select either permanent employment and hired out or temporary employment and hired out as the type of appointment.

It is the company that is hiring out the employee who must report the employment for the hired out employee. The enterprise that is hiring must not report the employment for the hired employee in the a-melding.  

You can find more information about what is meant by the hiring out labour in section 14-2 of the Working Environment Act, as well as in the Ministry of Labour and Social Inclusion own guide to hiring labour (in Norwegian only).  

The criteria for being hired out 

There are two criteria that are decisive in deciding whether the employee must be defined as hired out. 

1. If it is stated in the employee’s employment contract that hiring out to customers or contractors is part of the position, the employee must be reported as hired out. This applies regardless of whether the employee actually has been hired out to another enterprise in the relevant period. If the employee has periods without assignments for a customer or contractor, you must not change the type of appointment to permanent employment or temporary employment.  

Or  

2. If the employee has been hired out for at least one day a month, you must report the employee as hired out. If the employee has been hired out to customers or contractors, but only in certain periods, you must report the employee as hired out. This applies regardless of what is stated in the employment contract. 

Example	Type of appointment	Commentary
Kari is permanently employed at a staffing agency. She is hired out to work in a warehouse for 2 months.	Permanent employment and hired out	The user undertaking has entered into an agreement with the staffing agency, the work is managed by the user undertaking, and the user undertaking is responsible for the result of the work Kari does.
Tommy is permanently employed at Consultancy Firm AS. He is hired out to a customer one day each month.	Permanent employment and hired out	Since Tommy is hired out for at least one day in the reporting month, he is considered permanently employed and hired out.
Victor is permanently employed as a carpenter in a carpentry enterprise. He is hired out to another carpentry enterprise for 4 months to work on a construction project.	Permanent employment and hired out	The company that has hired Victor manages and is responsible for the work Victor does during the construction project.
Ole is permanently employed as a developer at a staffing agency. He is hired out to a government agency to work on an IT project.	Permanent employment and hired out	The government agency has entered into an assignment contract with the consultancy firm, and the government agency manages and is responsible for the work Ole does during the project.
Thomas is permanently employed as a cabin crew member for an airline. In the group Thomas works for, cabin crew are part of a separate enterprise (the main entity) and are hired out to another enterprise in the group through an agreement.	Permanent employment and hired out	The enterprise that has hired Thomas manages and is responsible for the work Thomas does while he is hired out to them.
Line is temporarily employed at a staffing agency. She is hired out to work in a child day care centre for 3 months.	Temporary employment and hired out	The child day care centre that hires Line manages and is responsible for the work Line does in this period.

 

Temporary employment as on-call coverstaff 

An on-call coverstaff is a person who does not have a set FTE percentage and who works when there is demand. On-call coverstaff are also known as part-time workers.  

The employment usually does not have a set duration, excepting scheduled shifts. 

In the employment contract, the employer must specify that on-call coverstaff only work when there is demand. 

If you have an employee who is permanently employed as an on-call coverstaff, you must state the type of appointment as a permanent employment. 

Example	Type of appointment	Commentary
Petter has a temporary employment as on-call coverstaff at a school. The contract does not state how much and, if applicable, when he will be working. He works if and when his employer needs him.	Temporary employment as on-call coverstaff
Karl has a temporary employment as on-call coverstaff at the outdoor restaurant “Good weather”. The demand for staff varies with the weather and Karl’s contract states that he works when there is demand.	Temporary employment as on-call coverstaff
Sofie is permanently employed at an SFO (after-school supervision scheme) and as an on-call coverstaff at an elementary school in the same municipality.	SFO:  Permanent employment    The elementary school:   Temporary employment as on-call coverstaff	Sofie has several employments with the same employer, see the guide to EmploymentID for more information about how employments are reported in these cases.

 

Is it mandatory 

Yes, you must state the type of appointment for all ordinary and maritime employments. 

You must not state the type of appointment for freelancers, contractors and persons who receive fees or for pensions and other benefits outside of an employment. 

When to submit reports 

You must state the type of appointment when you are reporting the employment and repeat every month up to and including the month you end the employment.  

Changing the type of appointment 

If an employee changes their type of appointment, you can state the new type of appointment the month it changes. 

 

Correcting errors 

 

 

What we use the information for 

Information concerning type of appointment for ordinary and maritime employment relationships is transferred to the State Register of Employers and Employees. Nav distributes information about employments from the State Register of Employers and Employees to private and public sector companies and organisations that are permitted to receive this information. Examples of this are the Tax Administration and the Labour Inspection Authority. Nav also uses this information for statistics on employments. 

Information about type of appointment makes it possible for Nav to adjust and improve their case processing, public employment service and follow-up of the people receiving benefits. 

Nav needs information if an employee has temporary employment as on-call cover staff in order to assess the right to benefits under, among other things, the folketrygdeloven, Chapter 8. To be entitled to sickness benefits, one must have been working for the last four weeks immediately before becoming incapacitated for work. An employee who has temporary employment as on-call cover staff does not have fixed working days and in practice a separate assessment of this condition is made for them. Nav is therefore dependent on being able to identify an employee who has temporary employment as on-call cover staff.

Statistics Norway uses the information for statistics on type of appointment and on the scope of hired out employees.