👶 Parental leave in the land of fjords: how it works and who can take it

⚠️ The following is a general overview, not legal advice. Rules and payment percentages are subject to change: check the details with your employer and on the official NAV/Arbeidstilsynet websites.

👥 Who is this article for

Parents and future parents, relocants, seasonal workers and interns who are planning to have a child or are already in the process — to understand the basic mechanics of leave, how to choose a payment scheme and how to agree on a flexible schedule.

🍼 Types of leave (overview)

📌 Individual shares and total pool

The system is divided into individual quotas (mother and father/mother-2) and a total portion, which the family distributes according to their plan, subject to certain conditions. Payments are made as parental benefit (foreldrepenger) through NAV; there is an income ceiling (up to 6G — ‘six times the basic indicator’, as of 14 August 2025, this is 780,960 NOK).

⚖️ Choice of ‘shorter/higher rate’ or ‘longer/lower rate’

NAV offers standard schemes with different durations and compensation levels (commonly referred to as ‘shorter and higher’ or ‘longer and lower’). Specific quotas (maternity/paternity) and the general part are published on the NAV page ‘Foreldrepenger’. Check the current figures before planning.

🔄 Flexible schedule

Splitting, breaks and part-time work

Leave can be taken continuously, divided into blocks, combined with part-time work (gradert uttak) and deferred for individual weeks by agreement — for example, for holidays, shifts or exams. The right to leave as ‘time off work’ is regulated by the Arbeidsmiljøloven, and the right to benefits is regulated by NAV.

• Gradert uttak = part-time work + partial benefits, the period is extended (formally ‘diluted’ with work). The employer's consent is required for part-time work/breaks.
• Breaks during leave. NAV allows you to suspend payments for the period of statutory leave under Ferieloven (ferieloven); a list of conditions and limits can be found on the NAV page on holidays and leave.

🗂 How to plan

👶 Steps before birth

• Check your entitlement to benefits. You need to have worked for a certain period of time and be employed, as well as provide an income report from your employer — without this, your benefits may be delayed.
• Choose a payment scheme. Decide on ‘shorter/higher’ or ‘longer/lower’, check the quotas and the general section on NAV.
• Agree on the ‘framework’ of the plan. Indicate each parent's blocks, windows of possible part-time employment, and ‘what if’ scenarios (illness, vacation, relocation). It is important for your employer to understand the entry/exit points in advance.
• Prepare a package of documents. Personal data, references, bank details, proof of employment — all in one place.

👶 Steps after birth

• Confirm the dates. Clarify the actual start/end dates for each parent and inform your employer of any changes.
• Revise the plan if necessary. Partial leave/work, transfer or pause are permitted, subject to the rules and a written agreement with your employer.

🏢 Career and return to the office

Soft landing

• Part-time employment + partial leave. Formally — delvis permisjon with gradert uttak; done by written agreement. The employer has the right to refuse only if there are significant production costs.
• Flexible schedule. Flexible start to the day, hybrid/remote for a transition period — agree in advance and set out in a supplementary agreement.
• Remember the difference between ‘leave vs. payments’. The right to take time off work (permission) is governed by labour law; the right to money is governed by NAV. These are different ‘circuits’.

✅ Pre-leave checklist

• Checked entitlement to payments and reference amount (ceiling 6G).
• Agree on a schedule: continuous/blocks, part-time work, possible breaks.
• Appoint a responsible person for the period of absence and transfer access/cases.
• Set up an answering machine and email templates (for internal/external partners).