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The law was changed on 1 July 2009, and will be changed again on 1 July 2011 with regards to the length of the paternal quota. The date of the birth or adoption determines the length of your paternal quota.  

If the date of birth or the date on which care for the child was assumed was on or after 1 July 2011, the paternal quota is 12 weeks (60 days of benefits).

• If the date of birth or the date on which care for the child was assumed was between 1 July 2009 and 30 June 2011, the paternal quota is 10 weeks (50 days of benefits).
• If the date of birth or the date on which care for the child was assumed was on or prior to 30 June 2009, the paternal quota is 6 weeks (30 days of benefits).

When is the father entitled to a paternal quota?

The law was changed on 1 July 2010 with regards to the requirements for the paternal quota.

• If the date of birth or the date on which care for the child was assumed was on or after 1 July 2010, both parents must be entitled to parental benefits (have received a wage for at least six of the past ten months).  
• If the birth or adoption took place on or prior to 30 June 2010, it is a further requirement that the mother has earned the right to parental benefits through a 50% (or more) position.

When is the father not entitled to a paternal quota?

• If the father is entirely dependent on help looking after the child because he is sick, he is not entitled to the paternal quota. In such cases, an application may be made to the Norwegian Labour and Welfare Administration (NAV) for the deferment of the paternal quota or the transfer of the quota to the mother.
• If the mother has sole custody and is entitled to parental benefits, the paternal quota is transferred to her.
• If the father is not entitled to parental benefits (i.e. he does not meet the requirement that stipulates that he must have had an income for at least six of the past ten months), the paternal quota is transferred to the mother.
• If the mother is not entitled to parental benefits (i.e. she does not meet the requirement that stipulates that she must have had an income for at least six of the past ten months) and has received a lump-sum grant, the father is not entitled to a paternal quota.
• If the birth or adoption took place on or prior to 30 June 2010, the paternal quota is transferred to the mother also when the mother has earned the right to parental benefits in a position that was less than 50%. 

If the father is entitled to parental benefits, he can use his independent right to receive parental benefits.

How to make use of the paternal quota

• The paternal quota may be used at any time in the benefit period, with the exemption of the first six weeks after birth. These weeks are earmarked for the mother for medical reasons.
• FThe father may use the paternal quota in one continuous period, or he may chose to receive graduated parental benefits in multiple ways. If the father wishes to postpone the paternal quota, he must apply for this before the last day of the benefit period that the parents share. If the father applies for postponement after this deadline, he loses benefit days.

Some examples are given below:

• The father may receive parental benefits for 12 consecutive weeks.
• The father may receive parental benefits one day a week while working four days a week, for 60 weeks.
• The father may work 50 percent and receive parental benefits for 120 days.
• The father may receive parental benefits for two weeks and then work two weeks, thus postponing the benefit period by two weeks.
• The father may combine the paternal quota with his holiday or days he normally does not work.            
• If the father works in the North Sea and spends three weeks ashore between each period offshore,  he may use his paternal quota during the periods he is onshore.

These examples are not exhaustive.

Remember that the father must have used the paternal quota

• before the child turns three.
• within three years of the adoption.

What does the mother do while the father uses the paternal quota?

When the father uses his paternity leave, the mother is free to choose whether she wants to work or not. During the paternal quota, the mother and father may receive a total of 150 percent of the parental benefits. It is a requirement that the mother works at least 50 percent.

If the father wishes to receive parental benefits beyond the paternal quota, it is a requirement that the mother works, is enrolled in school, is entirely dependent on childcare assistance due to illness, participates in the introduction programme for recent immigrants or participates in the qualification programme for those with a significantly impaired work capability. This means that beyond the paternal quota the mother cannot be on an unpaid leave of absence in order to stay home with the child and father.

Most of the main information about your entitlements and duties is available here in English. There are also links to other more detailed information; however, some of this information is only available in Norwegian