Under Norway’s Equality and Discrimination Act, employers must report on the gender distribution within their workforce, either in their annual report or on their website. At least every two years, employers must also include information about the gender pay and degree of part-time work in this report. These rules apply to companies with 50 or more employees, and companies with 20-49 employees if their workers’ representatives request it.
Norway Gender Pay Gap Reporting: What You Need to Know
LAST MODIFIED: January 10, 2025
At a glance
Who:
All employers with 50+ employees; employers with 20+ employees upon worker representative request
What:
Pay Gap Report
When:
Biennially (every two years) for pay gap metrics
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2025 gender pay gap reporting requirements in Norway
When is Norway’s gender pay gap report due?
Employers must calculate and report on pay gap metrics biennially, within six months of the end of the company’s fiscal year.
Who needs to report on pay gaps in Norway?
All public sector (governmental) companies, companies with 50 or more employees, and companies with 20-49 employees when required by one of the company’s social partners (worker representatives or trade unions) must complete the report. Smaller companies may voluntarily include a gender report, but they do not have the same requirement.
What pay gap metrics do I need to report in Norway?
As part of the Norway reporting requirements, employers must investigate whether there is a risk of discrimination or other obstacles to equality, analyze the causes of identified risks, and implement and evaluate measures to correct identified issues. As part of this review, employers must calculate the following metrics:
- Gender balance at the workplace;
- Gender of part-time workers;
- Proportion of temporary workers;
- Proportion of employees who have taken parental leave (women and men’s share in weeks);
- Gender pay gap reporting, i.e.,
- Percentage of women and men employed in each equal work and work of equal value worker category (groupings must consider competences, responsibilities, effort and working conditions); and
- Mean (average) pay of men and women in the relevant subcategories (equal work and work of equal value); and
- The degree of involuntary part-time work, based on a survey of part-time workers to determine how many want to and are available to work more.
Note: Employees have the opportunity to participate in the assessment on what type of work belongs in the different subcategories.
Where do I need to share the pay gap report in Norway?
Employers must include a summary report of their findings in their annual report or an alternative reporting document. If the statement is given in another public document, the annual report must reference this.
The company’s employees and their representatives, the Discrimination Board, the Equality and Discrimination Ombud, and researchers also have the right to view the results of the salary survey, even when the results cannot be anonymised. The information can only be given to the extent that it is necessary to investigate whether there is illegal discrimination in salary determination.
Syndio’s Global Pay Reports help you centralize and automate reporting for 48 jurisdictions across 43 countries. Our software makes reporting easy, fast, and accurate so you can report with confidence, even as requirements change. And our services team can answer all your detailed questions — we’re experts so you don’t have to be.
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Employers in Norway and the EU Pay Transparency Directive
Norway’s pay gap laws will not be directly impacted by the EU Pay Transparency Directive. Only the 27 Member States of the European Union are required to adopt the Directive.
That said, the EU Pay Transparency Directive will impact employers headquartered in Norway if they have employees in any EU Member State. Many of the Directive’s pay equity and pay transparency obligations will apply to employers with employees in the EU. Some obligations, like pay gap reporting, will apply to employers with more employees in the EU.
There’s also a growing trend of countries learning from and adopting elements of pay gap reporting laws from around the world so the EU Pay Transparency Directive may be a roadmap for future developments in Norway.
Syndio has you covered as pay equity, pay reporting, and pay transparency demands grow with the EU Pay Transparency Directive. Learn more ->
How Syndio helps with global pay equity, pay reporting, and pay transparency
Syndio provides the technology and expert partnership you need to comply with the growing pay equity, pay reporting, and pay transparency demands around the globe.
- Report your pay data and pay gaps — with Syndio’s Global Pay Reports. Our software supports fast, easy, and accurate compliance with pay reporting in 48 jurisdictions across 43 countries, including Norway and for the EU Pay Transparency Directive. Syndio also supports the EU’s CSRD reporting.
- Identify, explain, and fix pay gaps — with Syndio’s PayEQ and OppEQ. Our suite of solutions give you the tools and legally compliant methodologies to analyze, explain, and make progress to close pay and career advancement gaps.
- Keep your pay gaps closed — with Syndio’s Pay Finder. On-demand pay recommendations help managers and recruiters make equitable, explainable pay decisions that don’t exacerbate pay gaps.
- Create a customized action plan — with Syndio’s EU Readiness Strategy Package. Syndio’s team of experts help you build a custom strategy and support project management. This includes a change management strategy session for senior leaders, communications strategy session on pay gap and Right to Information, and ongoing support on best practices and trends.
- Craft tailored communications strategies — with Syndio’s Communications Package. Leverage best practices to build a communications plan that builds your brand while aligning to your values and objectives.
Syndio takes data privacy and security seriously. Syndio is GDPR compliant, SOC 2 Type II and ISO 27001 2022 certified, and has completed the Cloud Security Alliance CAIQv.4.02 security self-assessment for STAR Level One. Learn more in our Trust Center under “Security Reports.”
FAQ: The most asked questions about Norway’s gender pay gap reporting
Syndio helps customers all over the world with their global pay reporting needs. Here are some common questions we get about the reporting requirements under Norway’s pay gap law.
The information provided on this resource does not and is not intended to be legal advice. All information, content, and materials are provided for general informational purposes only. The links to third-party or government websites are offered for the convenience of the reader; Syndio is not responsible for the contents on linked pages.
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