Starting and Ending

When relocation is necessary in connection with the transition from one government position to another, or due to other mandated relocation because of a change in the place of service in Norway, the employee may have expenses covered in accordance with the Special Agreement on the Coverage of Moving Costs.

If the employee has previously had moving costs covered, new coverage is only provided if the employer deems it necessary.

Prior Service Time
Moving costs are generally only covered for relocations after 4 years of immediately preceding service in the state. However, the employer may waive this requirement in certain cases, including for positions that are particularly difficult to recruit for.

When relocation occurs as a result of a mandated or agreed change in the place of service, or due to the geographical relocation of all or parts of the organization, the requirement for 4 years of prior service does not apply.

Commitment Period
When an employee has had moving costs covered, an agreement on a commitment period should generally be made. The normal commitment period is 1 year.

The Moving Regulations § 3 allows for deviations from the requirement of 4 years of prior service as a condition for being granted moving allowance. In a letter dated 28.4.1999, the decision-making authority was delegated to each institution.

The decision-making authority in cases of relocation from abroad is delegated to each institution.

UiT has the following adaptations in the moving regulations:

1. The Administrative Director allows for the coverage of moving expenses according to the regulations, provided there is 1 year of service in the position, see the special agreement on the commitment period.
2. If the employee leaves before the commitment period is over, a proportional part of the moving expenses must be repaid. The amount to be repaid may be deducted from the salary. This will be specified in the commitment period agreement.
3. The Administrative Director permits the use of air travel in connection with moving, if this is the "cheapest way for the state to travel." It is allowed to cover the travel cost equivalent to air travel even if a personal car is used.
4. The Administrative Director allows for the coverage of moving expenses from abroad to Norway up to NOK 80,000 when the individual is the only qualified applicant. In cases where there are multiple qualified applicants, coverage is provided in line with the allowance for domestic relocation according to the Special Agreement on the Coverage of Moving Costs (Page not available in English).
5. Coverage of moving expenses according to § 7, which can only occur when moving from abroad back to Norway, can be granted up to NOK 80,000.

Guidelines for allocation of research and educational leave, January 2021.

The employee must submit a written resignation from their position to their unit/manager, this also applies to AFP/old-age pension. Resignations should be sent via the self-service portal DFØ, except for resignations related to AFP/old-age pension. These should be sent via email directly to the manager.

The reason for the resignation must be stated (for example, transitioning to a new internal/external position, departure with full/partial AFP or old-age pension). The employee must also inform if any remaining vacation days are to be taken before departure. Vacation days must be registered in the self-service portal DFØ. If the employee is not going to take the vacation days, they will be paid out in the final settlement. The final settlement is paid out the following month.

An employee transitioning to pension must submit their resignation at least 3-4 months before the pension starts. A digital meeting with the manager and the joint services should also be held to ensure the correct procedure.

After the employee has resigned, the employer and employee can agree on a shorter notice period. When the employee has resigned, the employer may agree to a shorter period than specified if work conditions allow it.

In some cases, the employee may wish to withdraw their resignation. If the resignation is withdrawn, it is up to the employer to decide whether to accept the withdrawal or not. If the employee has submitted a written resignation that is unequivocal and unconditional, the employer normally has no obligation to accept the employee withdrawing their resignation.

The notice period is calculated from date to date from the time the resignation is received by the recipient. After the resignation has been received, the parties can agree on a different notice period.

What happens when temporary employment ends?

Temporary employment contracts under § 9 of the Civil Servants Act terminate when the agreed period is over, or when the specific work is completed, unless otherwise stated in a written agreement.

Fixed-term appointments

Those who are employed on a fixed-term basis under § 10 of the Civil Servants Act must leave their position without notice at the time the fixed-term period expires.

Requirement for written notice

Civil servants who have been temporarily employed for more than one year are entitled to written notice of the date of termination, at least one month before the termination date.

The notice is considered given when it has been received by the employee. Regardless, the employer cannot require the employee to leave the position before one month after the notice has been received.

The Joint Services at UiT follow up with employees who are applying to take out Contractual early retirement scheme pension (AFP) or who are retiring with old-age pension.

Employees at UiT, who are planning to retire, must participate in a planning meeting together with their manager and a case worker from the Joint Services. The formal process is reviewed during the meeting.

Employees must register for the planning meeting through this page.

Detailed information about AFP/Old-age pension can be found at spk.no and nav.no.

An employee who resigns from their position is entitled to a certificate of employment. In addition to personal data, the certificate should provide information about the nature of the work and the duration of employment.

If the employee desires a more comprehensive certificate of employment than the minimum requirements, this must be specifically requested.

The general retirement age in the public sector is 70 years. Some positions may have a lower age limit.

The employee is obliged to retire at the first change of month after reaching the age limit for the position.

The employment authority can decide that the employee may continue in service beyond the age limit applicable to the position, provided that the individual still meets the requirements of the position.

More information can be found on the Norwegian Public Service Pension Fund's website.

The Contractual Pension (AFP) is an early retirement scheme for those who wish to retire fully or partially between the ages of 62 and 67.

More information can be found on the Norwegian Public Service Pension Fund's website.

Old-age pension is what you will live on when you retire. The service pension from the Norwegian Public Service Pension Fund is in addition to the old-age pension from the National Insurance Scheme (NAV).

More information can be found on the Norwegian Public Service Pension Fund's website.

If you need to reduce your working hours due to illness or injury, you may be entitled to disability pension. You can be granted full or partial disability pension.

More information can be found on the Norwegian Public Service Pension Fund's website.