All employees who started work before October 30 are entitled to 25 days’ holiday in the holiday year (corresponding to the calendar year), whether or not they are entitled to holiday allowance. People who start work after October 30 are entitled to six days’ holiday. There are six working days per week and this means in practice that 25 working days correspond to four weeks and one holiday day in a holiday year. An employee may require a leave of absence of up to three consecutive weeks during the main holiday period, which is from June 1 to September 30. You are entitled to complete the remainder of the leave jointly. The leave should be arranged in advance, but it is the employer, within the legal framework that decides when you can take the leave.

The employee and the employer may agree in writing to transfer up to 2 weeks of leave to the next holiday year, subject to the consent of both parties. In the same way, it is also possible to establish early use of holidays from the coming holiday year. You can request an extension of up to 2 weeks of holiday leave to the following year if your illness prevents you from taking your holiday leave before the end of the holiday year. This request must be presented by the end of the year. Leave days transferred due to sickness or as a result of an agreement with an employer are not included in the basic 25 vacation days. The number of days off leave unused due to sickness that can be carried over to the next year is 12 working days (including Saturdays). Thus, the total number of unused vacation days that you can carry over to the next vacation year is 24 working days (12 days of unused vacation + 12 days of unused vacation due to sickness).

Unused leave provided for by law is carried over to the next holiday year. This means that the leave is not lost even if neither the employer or / or the employee shows the initiative to take the leave entitlement. The exception is if the leave is not taken due to illness or maternity leave. In this case, the holiday allowance earned should be paid on the first payday of the following year.

The holiday pay is earned in the year before the holiday is paid. The holiday allowance is 10.2 percent of the salary earned in the previous year. Holiday pay is usually paid in June. This month your employer will withhold part of your paycheck. The deducted amount is the money that will be paid to you when you are actually on vacation. You can require holiday pay to be paid one week before your holiday, or on your final salary if you leave the company.

An employee on sick leave may not demand payment of holiday benefits until he or she actually takes the leave or terminates the employment relationship. The leave is then agreed with the employer and information is sent to NAV to temporarily suspend the sickness benefit payment while the holiday benefit is paid. Please note that a year is made up of 11 months with payment of wages and 1 month with paid holiday allowance.

An employee is entitled to leave in the event of pregnancy, childbirth care, childbirth and maternity leave. The right to leave in connection with the birth of a child gives both parents the opportunity to take leave until the child is three years old. NAV paid leave in the first year. The employer may demand that the special leave be used jointly. This is justified by the need to plan the staffing situation.

Women who are breastfeeding their babies are entitled to a break from work for the duration of the feeding. Breastfeeding time is free.

The employee has the right to be dismissed if the child or the person caring for the child is sick. This right is valid until the end of the calendar year in which the child turns 12. Every year, an employee is entitled to 10 days off, and if he is looking after more than two children – up to 15 days. If the child suffers from a chronic disease or is disabled, the employee caring for such a child has an extended right to dismissal.

Source: https://www.pip.gov.pl/pl/f/v/104848/nowicjusz%20w%20norwegii%202012.pdf

Projekt otrzymał dofinansowanie z Norwegii poprzez Fundusze Norweskie 2014-2021, w ramach programu „Dialog społeczny – godna praca”.