Type of appointment (permanent or temporary)
Type of appointment denotes whether the employee is employed on a permanent or temporary basis. This should be included in the employment contract. What you report in the a-melding must be consistent with this.
Brief information about type of appointment
Type of appointment describes the nature of the employee’s position in the employment relationship. The type of appointment can be permanent or temporary. State the type of appointment given in the employee’s contract of employment.
If the employee has a permanent position, the employment relationship is continuous and not time-limited. In order to terminate a permanent position, the rules regarding termination of appointment must be followed. Generally, appointments should be permanent in order to create a stable and predictable framework for both parties in the employment relationship.
If the employment is temporary, the employment relationship is determined for a limited period or for a specific assignment, and this must be specified in the contract.
Typical positions where the appointment is temporary are:
- Seasonal work
- Part-time work
- Project-based work
- Temporary replacement
- Fixed-term appointments
Example of permanent types of appointment
Kine works in an administrative position in a municipality. She has a permanent, full-time position in the municipality.
Janne works for a staffing agency. She has a permanent FTE position of 80% at this agency. She is leased out to another employer as an Executive Officer for a period of 6 months. Janne has a permanent FTE position of 80% at the staffing agency, even though the Executive Officer assignment lasts 6 months.
Example of temporary position in the same sub-unit
Peder has a permanent position at a gas station. His manager at the gas station is taking parental leave as of 1 May and Peder is going to fill in her position while she is on leave. Peder also gets a salary increase during this period.
As of 1 May, employers must still report this as a permanent position, but they must change the occupation code and the date of the most recent salary change.
| A-melding for mai: | |
| Enterprise | 1 |
| Income recipient | Peder |
| Employment ID | 5 |
| Employment type | ordinary |
| Employment start date |
1 January |
| Employment end date | |
| Type of appointment | Permanent |
| Occupation code | General Manager 1210127 |
| Date of the most recent salary change | 1 May |
They also enter other mandatory information.
A permanent employee that functions in a temporary position/replacement for another person
An employee who has a permanent position can function in another temporary position or as a replacement for another person for a period for the employer. How this should be reported in the a-melding depends on whether the temporary position is within the same sub-unit or in another sub-unit under the same main unit. If the temporary position is within the same sub-entity, the employee must still be reported as having a permanent position. However, if there’s a change in occupation code and/or salary, this must be changed. If the temporary position results in the employee changing sub-entity, the employee must be reported to be on leave from the permanent position and a new temporary employment must be created for the temporary replacement with a new start date and employment ID.
Examples of temporary types of appointment
Knut works at a garden centre and has an employment contract that lasts from April to July. Knut works at the garden centre every year. This is seasonal work, which is limited to part of the year. The employer lists Knut’s type of appointment as temporary.
Anne has a project-based work appointment to build a specialised software system and give the employers advice and guidance on how to use this solution. The employment contract is limited to two years. The employer lists Anne’s type of appointment as temporary.
Example – gets a temporary position in another sub-entity
Main entity 1 has two enterprises, sub-entity A and sub-entity B. Bente has a permanent position as sales consultant in sub-entity A, where she has worked for many years. From 10 August, Bente will function as the general manager for sub-entity B. The temporary position has a duration of 10 months. After this, she will return to her permanent position in sub-entity A.
They must terminate Bente’s employment with sub-entity A and create a new employment for her in sub-entity B. This must be registered in the a-melding for August.
| A-melding for August: | |
| Main entity | 1 |
| Sub-entity | A |
| Income recipient | Bente |
| Employment ID | 19 |
| Employment start date | 1 February |
| Employment end date | |
| Cause of end date | |
| Description of leave | Other non-statutory leaves |
| Leave ID | 2 |
| Start date of leave | 10 August |
| End date of leave | 10 June |
| Sub-entity | B |
| Income recipient | Bente |
| Employment ID | 25 |
| Employment start date | 10 August |
| Employment end date | |
They also enter other mandatory information.
Is it mandatory
Yes, you must state the type of appointment for all ordinary and maritime employment relationships.
You must not specify type of appointment for freelancers, contractors and recipients of royalties or for pensions or other non-employment benefits.
When you must submit reports
You must state the type of appointment when you report the employment relationship, and you must repeat this every month up to and including the month you end the employment relationship.
Changing type of appointment
If an employee changes their type of appointment, you can report the new type of appointment the month it changes.
Example
Fatima has worked part-time at a florist in June, July and August. From and including 1 September she receives and accepts an offer of a permanent position at the florist.
| A-melding for August: | |
| Income recipient | Fatima |
| Employment ID | 10 |
| Employment type | ordinary |
| Employment start date |
2 may |
| Employment end date |
|
| Percentage employment (FTE percentage) | 100 |
| Type of appointment | Temporary |
They also enter other mandatory information.
| A-melding for September: | |
| Income recipient | Fatima |
| Employment ID | 10 |
| Type of appointment | ordinary |
| Employment start date |
2 May |
| Employment end date | |
| Percentage employment (FTE percentage) | 100 |
| Type of appointment | Permanent |
They also enter other mandatory information.
Correcting errors
| MAGNET_EDAG-114B Invalid value for this calendar month |
| MAGNET_EDAG-114 Ivalid value |
| MAGNET_EDAG-187-4 Employment information is incorrect |
| MAGNET_EDAG-187-7 Employment information is missing |
| MAGNET_EDAG-273 Employment information is missing |
| MAGNET_EDAG-275 Employment information is incorrect |
| MAGNET_EDAG-291 Employment information is missing |
| MAGNET_EDAG-299 Ivalid value |
If you have reported the wrong type of appointment but have not received an error message (MAGNET/EDAG) concerning this in the feedback (A03), you can correct the error in the next a-melding. You do not need to correct previously submitted a-meldings.
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
Information concerning type of appointment for ordinary and maritime employment relationships is transferred to the Aa Register. NAV distributes information concerning employment relationships from the Aa Register to private and public sector companies and organisations that are permitted to receive this information. Examples of such organisations are the Norwegian Tax Administration and the Norwegian Labour Inspection Authority. NAV also uses the information for statistics on types of appointment.
Information about types of appointment allows NAV to adjust and improve their case processing, public employment service and follow-up of the people receiving benefits.
Applicable regulations
These regulations are only available in Norwegian.
