Parental benefit is intended to ensure parents an income in connection with the birth of a child or, in the case of adoption, assuming care of a child under the age of 15.
Who is entitled to parental benefit?
You must have been in work or an activity deemed equivalent to work for six of the last ten months prior to the start of the leave.
When you apply for parental benefit you can choose between receiving 100 percent of the basis for parental benefit or 80 percent of the basis for it and therefore a longer period of leave. This is called coverage. The total parental benefit paid will be greater if you choose 100 percent coverage rather than 80 percent. This is because the parental benefit period has been extended a number of times since 80% coverage was introduced.
The total benefit period for parental benefit in the case of a birth is 49 weeks at 100 percent coverage, or 59 weeks at 80 percent coverage. The periods are three weeks shorter in the case of adoption. These apply to births after 1 July 2013. Other rules apply if the date of birth or the date on which care was assumed was earlier than 1 July 2013.
In the event of multiple births, the benefit period is extended by five weeks per additional child if you have chosen 100 percent coverage. If you have chosen 80 percent coverage, the period is extended by seven weeks per additional child.
The shared period is that part of the parental benefit period that can be split between the parents as they wish. If the father is going to draw parental benefit for part or all of this period, the mother must be in paid work or an equivalent activity.
The paternal quota is that part of the parental benefit period that is reserved for the father. The parental quota for births or, in the case of adoption, assuming care of a child is 14 weeks from and including 1 July 2013. The mother does not have to be in paid work or an equivalent activity during the father's paternal quota.
The maternal quota is that part of the parental benefit period that is reserved for the mother. The maternal quota for births or, in the case of adoption, assuming care of a child, is 14 weeks from and including 1 July 2013. In the case of a birth, the first six weeks must be taken immediately following the birth, while the remaining eight weeks can be taken at any time during the parental benefit period.
These two options are called graduated parental benefit.
You are not entitled to parental benefit after the child has turned three or more than three years have passed since you assumed care for the child.
If you have another child before the benefit period for the first child has been fully used, you lose the right to claim benefit for any remaining weeks for the first child. However, you are entitled to a full period of parental benefit for the second child. The new benefit period starts three weeks before the due date.
Parents can draw a maximum of 100% parental benefit at the same time during the shared period. When you take your quota, the other parent can in addition draw graduated parental benefit of up to 50%.
As a general rule, the first six weeks following birth are reserved for the mother, but this does not apply in connection with births of multiples. The father may choose one of the options below if he wishes to draw parental benefits at the same time as the mother:
You must choose whether you want to use the paternal quota or the additional weeks extended to you in connection with the multiple birth. Concurrent benefit periods need not be taken continuously, but may be split into several smaller periods of concurrent benefits. If the father chooses to use his paternal quota, the concurrent benefit period is limited to the number of additional weeks extended to parents of multiples.
Employees are also entitled to holiday pay based on their parental benefit. Parents may together receive holiday pay for the first 12 weeks if they choose 100 percent coverage. If only the mother takes leave for the first 12 weeks, only she will receive holiday pay. In these circumstances, the father will not receive holiday pay from NAV. If you have opted for 80 percent coverage (over a longer period of leave), you will receive holiday pay for the first 15 weeks. Only employees are entitled to holiday pay; the self-employed and freelancers are not entitled to holiday pay. If you were drawing unemployment benefit or work assessment allowance before switching to parental benefit, you are not entitled to holiday pay based on your parental benefit.
Holiday pay is paid at the end of May or beginning of June in the year after the holiday pay is earned.
You must submit a written application for parental benefit. This applies even if you receive full pay from your employer during the benefit period. If you are applying for parental benefit or paternal quota following a birth, you must use form NAV 14-05.09. If you are applying for parental benefit or paternal quota following an adoption, use form NAV 14-05.06.
Once you have selected a form, you are automatically taken to a guide to completing the form. Here you must tick the enclosures and sort of documentation you must submit with your application. A cover page will also be generated. Please submit the information given on this cover page; it helps NAV process your application quickly and efficiently. Enclose the cover page at the front of your letter.
Your employer can claim a refund from the National Insurance Scheme if he or she pays you your full wage during your parental leave. To do this, your employer must tick the box for this on the income and tax information form stating that he/she wants the parental benefit paid to them. However, as the employee you must still submit a separate application for parental benefit in order for your employer to get a refund.
Parental benefit cannot be paid in arrears for more than three months prior to the date on which the claim was submitted.
NAV recommends that you submit your application six weeks before you want to start claiming your parental benefit/maternal or paternal quota. If you apply before this, you may be asked to send in up-to-date information.
Changes to your income, family situation and/or work situation or planned stays abroad may affect the payment you receive from NAV. You must therefore report any such changes in circumstances to your local NAV office immediately.
Your money will normally be in your bank account by the last working day of the month, see more information about payments. Some benefits are paid earlier in December.
You can also check your payments using the Dine utbetalinger service. (Available in Norwegian only).