Hvem har rett på ferie ?

Alle arbeidstakere har rett på ferie og feriepenger, jf. ferieloven § 2.

• Gjelder alle ansatte (fast, deltid, midlertidig)
• Gjelder uansett hvor kort du har jobbet
• Loven gir minimumsrettigheter
• Det kan avtales bedre ordninger, men ikke dårligere

 Hovedregel: Du har alltid krav på ferie, ikke bare “rett til å søke”.

Hvor mye ferie har du krav på

Minstekrav etter loven:

• 25 virkedager = 4 uker + 1 dag

I praksis (vanlig i Norge):

• 5 uker ferie (tariff eller avtale)

Ekstra for 60+ år:

• • 6 virkedager (1 uke ekstra)

 Husk: Lørdager regnes som virkedag.

Får du lenger ferie med tariffavtale ?

Ja.

• Ferieloven gir minimum
• Tariffavtale gir ofte 5 uker ferie
• Individuell arbeidsavtale kan også gi ekstra ferie

Viktig: Arbeidsgiver kan ikke gi mindre enn lovens minimum.

Når kan ferie tas ut ?

Hovedregel:

• 3 uker (18 virkedager) i perioden 1. juni – 30. september

Restferie:

• 1 uke + 1 dag (7 virkedager)
• Kan tas samlet innen ferieåret

Varsling:

• Du skal normalt få beskjed om ferie senest 2 måneder før

5. Kan arbeidsgiver bestemme ferie?

Ja, delvis.

Arbeidsgiver fastsetter ferie, men:

• Må drøfte med deg først
• Skal forsøke å bli enig
• Må følge lovens rammer

Hvis dere ikke blir enige, bestemmer arbeidsgiver – men innenfor loven.

Kan ferie endres?

Bare unntaksvis.

Krav:

• Uforutsette hendelser
• Driftsproblemer
• Ingen stedfortreder tilgjengelig

 Dette er en snever unntaksregel.

Hva skjer hvis du blir syk ?

Før ferien:

• Du kan kreve hele ferien utsatt
• Må være 100 % arbeidsufør
• Legeerklæring kreves

Under ferien:

• Du kan kreve nye feriedager senere
• Må meldes “uten ugrunnet opphold”

Sykdom = ikke tapt ferie, men kan flyttes.

8. Ferie og oppsigelse

• Under 3 måneders oppsigelse: du kan nekte ferie
• 3 måneder eller mer: arbeidsgiver kan legge ferie i perioden
• Ferien må fortsatt følge ferieloven

Ferie og permittering

• Ferie skal fortsatt avvikles
• Du har ikke automatisk krav på å flytte ferie
• Krever avtale med arbeidsgiver

Ferie og opptjening

Hos oss siden vi har 12 mnd lønn + feriepenger

Du tjener .:

• 2,08 feriedager per måned siden vi har 12 mnd lønn

Eksempel:

• Jobbet hele året → ca. 25 feriedager opptjent

Viktig prinsipp:

• Du kan ta ferie selv om den ikke er fullt opptjent
• Da får du “forskudd” i praksis
• Endelig oppgjør skjer ved slutt/sluttoppgjør

Eksempel:

Start 1. januar, ferie i august:

• Du har normalt opptjent nok til 3 uker ferie
• Full lønn  fordi du «forskutteres» ferie med betaling

Ved at du slutter i september:

• Har du tatt 25 dager, men opptjent 16,6
• Differanse kan trekkes i oppgjør

Kort oppsummert

• Du har alltid rett på ferie
• Minst 25 virkedager
• Arbeidsgiver bestemmer tidspunkt – men innen loven
• Sykdom gir rett til å flytte ferie
• Ferie og lønn styres av opptjening (2,08 dager/mnd) hos oss siden vi har 12 mnd lønn + feriepenger

Hva er feriepenger ?

Feriepenger er “oppspart lønn” fra året før

Så husk at ferie tar du i kalenderåret vi er i – Feriepengene er oppsparte midler fra året før

Vacation Season: What Do the Rules Actually Say?

Who Is Entitled to Vacation?

All employees are entitled to vacation and holiday pay under Section 2 of the Norwegian Holiday Act.

• Applies to all employees (permanent, part-time, and temporary)
• Applies regardless of how long you have worked
• The law provides minimum rights
• Better arrangements can be agreed upon, but not worse ones

Main rule: You are always entitled to vacation, not just the right to apply for it.

How Much Vacation Are You Entitled To?

Minimum requirement under the law:

• 25 working days = 4 weeks + 1 day

In practice (common in Norway):

• 5 weeks of vacation (through a collective agreement or employment contract)

Additional vacation for employees aged 60+:

• 6 working days (1 extra week)

Remember: Saturdays are counted as working days.

Do You Get More Vacation Through a Collective Agreement?

Yes.

• The Holiday Act provides the minimum entitlement
• Collective agreements often provide 5 weeks of vacation
• Individual employment contracts may also grant additional vacation

Important: An employer cannot provide less vacation than the legal minimum.

When Can Vacation Be Taken?

Main rule:

• 3 weeks (18 working days) may be taken during the period from June 1 to September 30.

Remaining vacation:

• 1 week + 1 day (7 working days)
• Can be taken consecutively within the vacation year

Notice:

• You should normally be informed of your vacation dates at least 2 months in advance.

Can the Employer Decide When Vacation Is Taken?

Yes, to some extent.

The employer determines vacation dates, but:

• Must discuss the matter with you first
• Should try to reach an agreement
• Must comply with the requirements of the law

If no agreement is reached, the employer may decide the timing of the vacation, provided it remains within the legal framework.

Can Vacation Be Changed?

Only in exceptional circumstances.

Requirements:

• Unforeseen events
• Operational difficulties
• No suitable replacement available

This is a very narrow exception to the general rule.

What Happens If You Become Ill?

Before the vacation:

You may request that the entire vacation be postponed.

Requirements:

• You must be 100% unable to work
• A medical certificate is required

During the vacation:

You may request replacement vacation days later.

Requirements:

• The illness must be reported without undue delay

Illness does not mean lost vacation—it can be rescheduled.

Vacation During Notice Periods

• If the notice period is less than 3 months, you may refuse to take vacation.
• If the notice period is 3 months or longer, the employer may schedule vacation during the notice period.

Vacation must still comply with the Holiday Act.

Vacation During Layoff (Permittering)

• Vacation must still be taken.
• You do not automatically have the right to move your vacation.
• Any changes require agreement with the employer.

Vacation and Accrual

At our company, we have 12 months’ salary plus holiday pay.

You accrue:

• Approximately 2.08 vacation days per month

Example:

• Worked the entire year → approximately 25 vacation days accrued

Important principle:

You may take vacation even if it has not been fully accrued.

In practice, this means you receive vacation in advance.

Final settlement takes place when your employment ends.

Example:

Started work on January 1 and take vacation in August:

• You will normally have accrued enough for 3 weeks of vacation.
• You receive full salary because the vacation is effectively advanced and paid.

If you resign in September:

• You may have taken 25 vacation days but only accrued 16.6 days.
• The difference may be deducted from your final settlement.

In Summary

• You always have the right to vacation.
• The minimum entitlement is 25 working days.
• The employer determines the timing of vacation, but within the limits of the law.
• Illness gives you the right to postpone or replace vacation days.
• Vacation pay and salary during vacation are based on accrual (approximately 2.08 days per month in our company, since we have 12 months’ salary plus holiday pay).

What Is Holiday Pay?

Holiday pay is earned income saved from the previous year.

So remember:

• Vacation is taken during the current calendar year.
• Holiday pay consists of funds earned and accrued during the previous year.