In Norway, we have many public holidays linked to Christian holidays and public holidays, and at this time of year they come on a continuous basis: Easter, Ascension Day and Pentecost.
But other religions also have their holidays. On Wednesday 10 April, the Eid celebration for Norwegian Muslims starts.
On 16 June, another important holiday is celebrated, namely Eid al-Adha, which marks the end of the Muslim pilgrimage.
Whether you are going to celebrate Eid, Yom Kippur or Diwali, Norwegian law entitles you to time off from work.
Section 18 of the Religious Communities Act namely that employees who have religious holidays other than the public holidays are entitled to time off from work for up to two days each year in connection with religious holidays. But you are not necessarily entitled to pay for these days.
Who can decide which days I can take off?
The law states that you have the right to “up to two self-selected days each year”. You can therefore choose which two days you will have off.
The law only gives the right to time off in connection with religious holidays, not other types of celebrations such as national holidays.
What can the employer demand?
The Religious Communities Act clearly states that employees who wish to take time off in connection with religious holidays must notify their employer no later than 14 days in advance.
What happens if I forget to notify 14 days before?
The rule about notifying the employer at least 14 days before is there so that the employer can plan operations.
Then they can make any changes to the duty schedule in time for others at work who are affected by the changes to have time to think about it.
But workplaces are different. In some places, there is a high degree of flexibility and it is completely unproblematic if you should forget the deadline. Other places depend on being able to plan detailed staffing in good time.
Talk to the employer and explain the situation, and most things will be resolved.
Am I entitled to pay for the days I take off?
No, the law basically does not give you the right to pay for these days. But note: You will not be deducted from your salary either. This has been specified by the Ministry of Culture.
The reason for that is that everyone should have a real opportunity to make use of the right to freedom.
The employer can require you to make up the lost working hours later. So you have to work without pay.
If, on the other hand, the employer does not require that the days be worked, the days off will in practice be paid.
Ultimately, it is the employer who decides at what time you will have to work again on your days off, but the time must first be discussed with you.
The law also states that even if you were to work beyond normal working hours when you work back in during the time you have taken off, this should not be considered overtime.
Can I get more than two days off a year?
The law only entitles you to two days off in connection with religious holidays. But there is nothing to prevent better arrangements being agreed at the workplace or in the collective agreement.
If you do not want to work on your days off, or if you want more than two days off, you can of course also apply to your employer for a holiday.
This requires that the employer agrees that you can cancel your holiday on these days.
Can I exchange time off at Christmas or Easter for time off on another religious holiday?
Section 10–10 of the Working Environment Act states that you can enter into a written agreement with your employer to exchange time off on Sundays and public holidays for equivalent time off on other days that are religious holidays for you.
Such an agreement is not something you are entitled to, but the Working Environment Act allows for it if you and the employer agree on such a solution.
Can the employer require me to document that I belong to another religion or that I am a believer?
No. There is full freedom of religion in Norway, and everyone has the right to be believed that they belong to the religion or have the faith they say they have.
There is also no requirement that you belong to a particular religious community.
What if a lot of people at the same workplace want time off on the same day?
The employer is responsible for the staffing and operations at his workplace, and must take the measures necessary to get the operations going.
The right to time off according to the Religious Communities Act is not something the employer can set aside with reference to the operation, but a good dialogue with the employees in good time will usually solve the challenges.
Sources: Arbeidstilsynet, Simployer, Lovdata.no, Visma