Last updated 2025-08-22
Quick overview
Norway has one of the most advanced frameworks for gender equality in the workplace. Since 2018, the Equality and Anti-Discrimination Act has required employers to publish annual gender equality statements. Since 2020, a biennial gender pay gap review has also been mandatory.
The law applies broadly across public and private sectors. While Norway consistently ranks among the world’s most gender-equal countries, the national pay gap is still about 12%, and progress has slowed in recent years.
Reporting requirements
Which companies must report?
Public and private employers with more than 50 employees must report.
Private sector employers with 20–49 employees must report if employee or union representatives request it.
Employers with 20–49 employees may also report voluntarily.
What information needs to be reported?
1) Annual gender equality statement
Employers must publish an annual report covering:
Gender distribution across the workplace
Proportion of part-time and temporary workers by gender
Employees who have taken parental leave
Risks of discrimination and barriers to equality
Measures implemented to promote equality and diversity, along with progress achieved
2) Biennial pay equity analysis
Every two years, employers must:
Carry out a pay equity review and map involuntary part-time work by gender
Compare men and women in the same or equivalent roles
Define criteria for equal work and equal value
Report on all types of compensation, anonymized and aggregated
When and where to send the data?
There is no formal filing requirement with regulators. Instead:
Annual equality statements must be included in the company’s annual report or another public document
If a company is required to file annual reports to the Public Accounting Registry, the equality report is also submitted there
If not, the equality report must still be made publicly available, for example on the company’s website
The pay equity analysis does not need to be filed separately but should be referenced in the annual statement.
Who can see the results?
The public, via annual reports or the company’s website
Employees and their representatives, if requested
The Equality and Anti-Discrimination Ombudsman, Anti-Discrimination Tribunal, and researchers if cases of discrimination arise
Equal pay laws
The Equality and Anti-Discrimination Act requires men and women to receive equal pay for the same work or for work of equal value. Employers must consider expertise, effort, responsibility, working conditions, and other relevant factors when determining equal value.
Pay includes wages and all other forms of remuneration such as benefits, supplements, and allowances.
Employers are legally required to promote equality across all areas, including hiring, promotions, skills development, pay, working conditions, and work-life balance.
Employee rights
Employees have a right to equal pay for equal work or work of equal value
Employees may access colleagues’ salary information if they suspect pay discrimination
Representatives, lawyers, and the Ombudsman also have access rights
Employees who receive salary information must keep it confidential
Risks of non-compliance
Enforcement is handled by the Anti-Discrimination Tribunal and the Equality and Anti-Discrimination Ombudsman.
Risks include:
Administrative fines if obligations are not met
Orders to remedy non-compliant reports
Daily or lump-sum penalties for missed deadlines
Reputational risks from public reporting
What will change by 2026
New EU-wide rules
Norway is not an EU Member State and thus is not directly obligated to implement the EU Pay Transparency Directive, which will come into force in EU countries by June 2026. However, the directive impacts Norwegian companies that have employees in an EU Member State, as they must comply with its rules in those countries. Norway already has existing national legislation requiring pay surveys and pay discrimination checks every two years for employers with 30 or more employees
FAQ
Do small companies need to report?
Only companies with more than 50 employees are automatically in scope. Smaller companies (20–49 employees) must comply if requested by employees or unions.
Do we need to submit reports to the government?
No. Reports must be made public in annual reports, the Public Accounting Registry, or on the company’s website.
Are consultants or agency staff included?
No. Reporting applies only to employees directly employed by the company.
Do employees have a right to see individual salaries?
Yes, but only if they suspect discrimination. In that case, they can request access under confidentiality rules.
Will penalties become tougher under the EU Directive?
Yes. While Norway already imposes fines, the Directive will introduce heavier sanctions linked to turnover or payroll costs.
