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Norway Flag Norway Gender Equality Reporting Guide

Last reviewed: May 2026

Norway is not an EU member state, but it has a strong domestic equality reporting framework. Covered employers must publish an equality statement and include gender pay reporting at least every two years.

Preparing Data for Gender Equality Reporting in Norway​

Norway's core employer obligation is the activity duty and duty to issue a statement under the Equality and Anti-Discrimination Act. Employers must work actively, systematically, and in cooperation with employee representatives to promote equality and prevent discrimination.

For official English guidance, see the Equality and Anti-Discrimination Ombud: The activity duty and the duty to issue a statement.

Who Needs to Report​

All Norwegian employers have a general activity duty. The more detailed four-step activity duty and public statement requirement applies to:

  • All public sector employers, regardless of size
  • Private employers with more than 50 employees
  • Private employers with 20-50 employees if employees or employee representatives request it

Norwegian Reporting Deadlines and Frequency​

Covered employers must publish an equality and anti-discrimination statement in the annual report or another public document. If published separately, the annual report must refer to it.

Gender pay reporting and mapping of involuntary part-time work must be included at least every two years.

What to Report​

The public statement has two parts:

  1. Actual status of gender equality, including gender balance, part-time work, temporary work, parental leave, gender pay reporting, and involuntary part-time work
  2. Activity duty work, including risks and barriers identified, analysis of causes, measures implemented, and evaluation of results

Gender Pay Reporting Requirements​

Gender pay reporting should:

  • Use quantitative data covering all employees
  • Break employees into relevant subcategories that make it possible to evaluate equal work and work of equal value
  • Use average pay data for women and men in each relevant subcategory
  • Include the proportion of men and women in each subcategory
  • Include all remuneration, such as fixed pay, bonuses, and benefits
  • Publish results anonymously
  • Involve employees in assessing which work belongs in each subcategory

How to Comply​

  1. Set up cooperation with employee or union representatives
  2. Investigate risks and barriers across recruitment, pay, promotion, development, accommodations, and work-family balance
  3. Review pay conditions by gender and map involuntary part-time work at least every two years
  4. Implement measures to address identified risks
  5. Evaluate results and publish the required statement

Penalties and Enforcement​

The Equality and Anti-Discrimination Ombud can request documentation, conduct follow-up, and bring insufficient reporting to the Anti-Discrimination Tribunal. The Tribunal can order remedial measures and impose coercive fines.

Relationship to the EU Pay Transparency Directive​

Norway is not an EU member state, and the directive does not automatically apply as domestic Norwegian law. Employers with operations in the EU should still align Norwegian pay mapping with EU-style data categories where possible to support group-wide readiness.

Frequently Asked Questions (FAQ)​

Which Norwegian employers must publish an equality statement?​

All public sector employers, private employers with more than 50 employees, and private employers with 20-50 employees if requested by employees or representatives.

How often is gender pay reporting required?​

At least every two years.

Where is the statement published?​

In the annual report or another public document. If a separate public document is used, the annual report must refer to it.

Does Norway require pay data by work of equal value?​

Yes. Employers should create relevant subcategories that make it possible to evaluate equal work and work of equal value.

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