Requirements for Foreign Employees to Work
Foreign employees from outside the EEA/EFTA area, including self-employed individuals, must hold a residence permit, which may be obtained at the Foreign Service Mission or the Norwegian Directorate of Immigration, that entails the right to work in Norway. There are different types of permits depending on whether someone is a skilled worker, an unskilled worker (such as seasonal workers and seafarers aboard foreign ships), a specialist, a student, a researcher, etc. A residence permit may be obtained at the Foreign Service Mission or the Norwegian Directorate of Immigration.
Does a Foreign Employer need to Establish or Work through a Local Entity to Hire an Employee?
When a foreign employer wants to hire an employee in Norway, there is no requirement to establish or work through a local legal entity in Norway. However, all foreign enterprises that will operate business activities in Norway are required to register with the Norwegian Register of Business Enterprises. An enterprise is considered a foreign enterprise in Norwegian law if the company does not have its main office in Norway or on the Norwegian continent. The employer also has to register with the various government agencies.
Limitations on Background Checks
Background checks may include verification of information given by the candidate, or more thorough investigations for mapping personal characteristics. It is common to check education, professional experience, business interests, credit, identity, address and references, as well as performing a media search. It is less common to check work permits, “CV-holes”, alcohol or drug issues, salary, medical history, and the reason for termination of the former employment. The employer usually has an extensive right to verify the information given by the candidate.
The employer may not gather information with regards to family life, religious point of view, ethnicity, functional disability, and sexual orientation (unless such information is of fundamental importance for the performance of the work required in the position). In spite of these prohibitions, such data may be gathered if the information is of fundamental importance for the performance of the work required in the position. The employer may have a legal basis to review publicly-available information about a candidate on social media, in order to be able to assess specific risks regarding the candidate for a particular function, but only if it is necessary for the job and the candidate is correctly informed (for example, in the text of the job advert).
Restrictions on Application/Interview Questions
When the employer conducts an interview with the candidate, the employer cannot ask for information concerning sexual orientation, their views on political issues or whether they are members of trade unions. Nor may the employer obtain such information through background checks. The employer cannot ask for certificate of good conduct. The only exception is if the law regulating that particular position or profession requires that the candidate has a certificate of good conduct. Furthermore, information about whether or not the candidate has a clean record is considered as sensitive personal data.
The employer can only obtain a credit report of the candidate, if the vacant position is high-ranking and entails great economic responsibility. In addition, credit reports may only be obtained for candidates selected in the final rounds of the recruitment process. The employer may only ask for information regarding the candidate’s health to the extent that the tasks involved with the position have special health requirements. It is however prohibited to ask general questions about the risk for future health problems.