An employment contract shall contain information on the start date for the employment, expected duration if the employment is temporary, any probationary period provisions, employee's and employer's notice periods, agreed daily or weekly working hours, and any agreement on special working time arrangements.
An employment contract is necessary so that NAV can determine the ordinary working hours and calculate how long you will be entitled to pay.
The employment contract shall be dated and signed by the employer and you as the employee.
Termination is the ordinary way of ending employment before the employment contract expires normally. A termination should be made in writing, and it must contain information on the notice period. The termination must also include information on the date the termination was sent/received and the reason why the employment was terminated.
A written termination notice that is dated and signed by the employer is required so that NAV can calculate how long you will be entitled to pay.
A termination agreement entails that the employer and employee agree to terminate the employment. A termination agreement should contain information on:
- Termination date: date the employment is formally terminated. Is normally the same as the end of the notice period.
- Resignation date: The last day the employee is entitled or obligated to work.
- Severance pay: The amount the employee receives in accordance with the termination agreement. How many months of pay the severance pay is meant to cover must be documented.
NAV needs the termination agreement to calculate how long you will receive pay.
The termination agreement should be dated and signed by the employer and you.
Confirmation of the reason for termination
Confirmation of the reason for termination contains information on the reason that the employment was terminated. This must be documented regardless of whether you have resigned yourself or have been terminated.
NAV needs information on why the employment was terminated. If you have resigned from your position, and there was not a valid reason for doing so, you risk that sanctions will be imposed in connection with the approval of unemployment benefits.
Working hours is a summary of how many hours an employee has worked. This can be documented, for example, by an employment contract, or pay slips that state your position percentage or number of hours worked.
You must document the number of hours you have worked so that NAV can determine your ordinary working hours. It is an advantage for you to document the highest possible ordinary working hours, which is of importance to how much you can work part-time and receive unemployment benefits at the same time.
Time sheets contain a summary of how many hours an employee has worked over a given period of time.
You must document the number of hours you have worked so that NAV can determine your ordinary working hours. It is an advantage for you to document the highest possible ordinary working hours, so that you can possibly work part-time and receive unemployment benefits at the same time.
Time sheets may be necessary as documentation of work periods, particularly in offshore cases.