Brief information on working time arrangement

A working time arrangement is an agreement concerning when in the day the work will be performed and any variations in this arrangement over a period of time.

Shift and rota work is normally understood as an agreed working hours scheme, where the working hours are added to different times for certain specified periods. Occasional variations in working hours as a result of absence due to illness, holidays, leave, overtime, irregular extended hours, etc. are not to be considered to constitute shift or rota work.

If an employee works at the same time every week, e.g. always in the evenings or on Saturdays only, this is not considered to be shift or rota work.

If it is agreed that working hours will vary over a period of time, e.g. between ordinary daytime and weekends, this will be considered to be shift or rota work.

State the working time arrangement which is given in the employee’s employment contract.

You can choose between the following working time arrangements:

• Offshore work - 33.6 hours per week (offshore336).
• 24-hour continuous shift work and rota work - 35.5 hours per week (24-hourcontinuousShiftAndRotation355)
• Continuous shift work and other schemes at 33.6 hours per week (fullycontinuousShiftAndOtherSchemes)
• Shift work 36.5 hours/week (shift365)
• Shift/rota arrangements other than those referred to above (other shift arrangements)
• Not shift (not shift work)

If the employee works shifts or on a rota and none of the four options at the top is stated in the employment contract, select the option “other shift arrangements”. If the employee does not work shifts or on a rota, select "not shift work”.   

 

Examples

Julie works for an industrial company with an employment contract which stipulates continuous shift work amounting to 33.6 hours per week. Specify “fullycontinuousShiftAndOtherSchemes”.

Noah works in a grocery store with an employment contract which states that he must work Wednesday evenings and every other Saturday. Specify "other shift arrangements".

Knut works in a shop with an employment contract which states that he must work alternate weeks from 8am - 4pm and 12pm - 8pm. Specify "other shift arrangements".

Nils works at a petrol station with an employment contract which states that he must work every evening Monday to Friday on a permanent basis. Specify “not shift work”.

Anne works at a pub with an employment contract which states that she must work Saturday evenings on a permanent basis. Specify “not shift work”.

Christian works in an art society. He has an employment contract with work hours from 08:00-16:00 every day. In addition, he has two fixed evenings per month when he holds lectures. If Christian can take leave for a few hours on a weekday for the hours he has worked in the evening, you must choose other shift arrangements. If shorter daytime work has not been agreed, you must choose not shift work.

 

Note!
The working hours scheme and what you state as the number of hours per work to which a full-time position equates must match. With the exception of "other shift work” and “not shift work".

The number of hours per week to which a full-time position equates varies for the various working hours schemes.

 

Is it mandatory

Yes, you must state the working time arrangement for all ordinary and maritime employment.

It is voluntary for freelancers, contractors and fee recipients.

You should not specify the working time arrangement for pensions or other non-employment benefits.

 

When you must submit reports

State the working time arrangement the first time you report the employment and repeat this every month up to and including the month in which you terminate the employment.

 

Change in working time arrangement 

If an employee's working time arrangement has changed, you must specify the new working time arrangement in the month in which the change takes effect. 

 

Correcting errors

 

 

What do we use the information for

Statistics Norway (SSB) uses the information in statistics for pay negotiations in order to elucidate pay trends for people with specific working time arrangements.

Information on working time arrangements 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.