Hire into Norway with confidence:one portal, two dashboards.
We find solutions, not just fill forms. From corporate sign-up to your employee's settled new home in Norway, managed in one workspace, with separate logins for your HR team and each relocating employee. Privacy-respecting, pay-per-service, and kept up to date as Norwegian immigration and employment rules change.
Built for HR teams, mobility teams and employers
Four pillars every corporate case rests on, from dual dashboards to continuous rule-change tracking.
Dual Dashboards
Employer and employee log in to separate workspaces. Everyone stays on the same page without sharing the same login.
Privacy by Design
Employees control what personal and family data is visible to the employer. They can disconnect that visibility at any time.
Pay-Per-Service
Employers select and pay only for the services they need: immigration, housing, payroll coordination, accounting or full relocation.
Rule-Change Alerts
Both employer and employee receive structured updates on Norwegian immigration and employment rule changes that affect open cases.
From corporate sign-up to a settled employee in Norway
One workspace. Two dashboards. No chasing emails. Every step is structured, time-stamped and visible to both sides, within their permitted scope.
Company Sign-Up
Your HR or mobility lead creates a corporate account on the Nordic Relocators employer portal. The company profile becomes the parent workspace under which all current and future employee relocations to Norway are managed.
- Company name, organisation number, billing entity
- HR team members invited with role-based access
- Dedicated employer dashboard provisioned
- GDPR-compliant data scoping from day one
Book a Consultation
Schedule a paid discovery call so we understand your hiring volumes, target roles, source countries, urgency, and which Norwegian route fits: a skilled worker permit from UDI (Utlendingsdirektoratet, the Norwegian Directorate of Immigration), a seasonal worker permit, a permit for staff of an international or foreign company on assignment in Norway, or EEA registration for EU/EEA staff. We align scope before any contracts are drafted.
- Hiring goals, headcount and target timelines
- Source countries (EU/EEA and Nordic, or other countries) and permit routes
- Service scope (immigration only, full relocation, payroll coordination)
- Risk review and Norwegian labour-law touchpoints (arbeidsmiljøloven, ferieloven, generalised minimum wages)
Upload Company Documents
Upload the company's registration details, tax and employer registrations, authorised signatories and any sector approvals. These are stored once at company level and reused across every employee case automatically.
- Organisation number and registration certificate (firmaattest) from the Brønnøysund Register Centre (Brønnøysundregistrene)
- VAT registration and employer registration in the Aa-register, run by NAV (the Norwegian Labour and Welfare Administration)
- Authorised signatories, and the people with the Altinn role for UDI's job-offer confirmation
- Sector approvals where required, for example approval by the Norwegian Labour Inspection Authority (Arbeidstilsynet) for staffing agencies and cleaning businesses
- Documents reusable across all employee applications
Service Agreements & Future-Relocation Framework
Sign a master service agreement covering all current and future employee relocations to Norway. We define scope, SLAs, fees per service tier, data handling and renewal terms, so adding the next employee is a click, not a procurement process.
- Master Service Agreement with modular service catalogue
- Pricing tiers selectable per employee or company-wide
- Data Processing Agreement (DPA) per Article 28 GDPR
- GDPR as Norwegian law through the Personal Data Act (personopplysningsloven)
- Auto-renewable for ongoing relocation programmes
Add an Employee to the Portal
From the employer dashboard, add the employee you intend to relocate to Norway. The system automatically sends them a branded invitation email letting them know your company has added them as a relocating employee.
- Add 1 or many employees from a single screen
- Auto-generated invitation email with branded copy
- Employee profile linked to your company account
- Employer sees case-level status, not personal data
Dual Dashboards. Everyone on the Same Page
Once invited, the employee sets up their own login and gets their own dashboard. Both employer and employee see the same case timeline, milestones and required actions, but each side acts on their own tasks. We collect what we need from both sides and move the case forward, step by step.
- Separate logins for employer HR and each employee
- Shared real-time case timeline visible to both sides
- Per-side task lists, no duplicated work
- Threaded messaging with the case manager
Employee Privacy Controls
The employee has the right to keep personal and family information private from the employer. With one toggle they disconnect that visibility, leaving only employment-relevant information and case-status messages visible to the employer until the process completes.
- One-click hide of personal and family details
- Employment-only information remains visible to employer
- Case-status messages stay open both sides
- Aligned with GDPR data-minimisation principle (Art. 5(1)(c))
Connect, Disconnect, Re-Connect
The employee can disconnect their profile from the current employer and connect it to a new employer if they change jobs. The relocation history, document vault and case learnings move with the employee, with no starting over. This matters in Norway, where a skilled worker permit applies to a type of work: a new job of the same type normally needs no new permit if pay and conditions are not worse than normal, but a different type of job needs a new permit before the employee starts. If a job ends, a skilled worker may stay up to six months to look for work while the permit is valid, and must notify the police (Politiet) within seven days after the employment ends and within seven days after starting a new job (utlendingsforskriften § 6-11).
- Connect profile to a new employer in seconds
- Disconnect cleanly when employment ends
- Document vault and case history stay with the employee
- Renewals and follow-ups continue uninterrupted
- Reminders of the seven-day police notification when a job ends or a new one starts
Documents. Employer and Employee Both Upload
Employer uploads HR-side documents: the offer of employment (normally on UDI's form, signed by employer and employee), the written employment contract (for jobs of more than one month: as soon as possible and at the latest seven days after the start, arbeidsmiljøloven § 14-5), pay and working conditions, the role description and, for assignments, the assignment contract. Employee uploads personal-side documents (passport, qualifications, family papers). If the employee applies from abroad on their own, the employer first confirms the job offer to UDI and passes on the four-word code the application needs. With written authorisation, the employer can also apply for the employee's spouse or cohabitant and children. Each side sees only what scope permits.
- Employer uploads the job offer, contract, pay terms and role description
- Employee uploads passport, education and family documents
- Visibility scoped per document type and per side
- Translations by an authorised translator where UDI requires them
- The employer can hand in the application with the employee's written power of attorney
From Day One to Settlement
Once the permit is granted we run the full settlement: travel, housing, the police appointment for the residence card, the identity number in the National Population Register (Folkeregisteret), the tax deduction card from the Norwegian Tax Administration (Skatteetaten), schools, plus accounting and payroll coordination through our partner network. The employer is responsible for confirming that the employee's permit gives the right to work, for example from the residence card. Both employer and employee receive structured updates on Norwegian rule changes affecting the case (UDI salary levels and fees, generalised minimum wages).
- Travel and arrival coordination
- Housing search and rental contracts
- Police appointment for the residence card, then the national identity number or a D-number
- Electronic ID (BankID or MinID) and a bank account
- National Insurance membership, as a rule from the first working day, and a regular GP (fastlege) once registered as resident
- Tax deduction card (without one, the employer must deduct 50 percent tax) and payroll via partners (a-melding, holiday pay)
- Continuous rule-change alerts to employer and employee
What the employer sees, what the employee sees
Each side has its own login. Each side acts on its own tasks. Both stay aligned on the same case timeline, without sharing personal data or duplicating work.
Employer Dashboard
HR · Mobility · Finance- All current and past relocating employees
- Case-level status across the entire roster
- Upload job offers, contracts and role descriptions
- Choose and pay for services per employee
- Consolidated invoicing and audit trail
- Alerts on UDI salary levels, fees and rule changes
- Personal & family details, only when employee permits
Employee Dashboard
The relocating employee- Personal action list and timelines
- Upload passport, education, family documents
- Privacy toggle, hide personal data from employer
- Connect or disconnect from current employer
- Personal vault travels with you between employers
- Direct line to case manager
- Settlement help (housing, identity number, tax card, BankID, GP)
The corporate journey, at a glance
Ten phases from company sign-up to your employee's settled new home in Norway.
From their old home to a new home, pick exactly what you need
Employers select and pay only for the services they want, per employee or company-wide. From immigration alone to fully managed relocation including accounting and payroll coordination.
What we run directly, and what runs via partners
Clear scope, clear accountability, clear data-processing role, defined in writing before the first employee is added.
GDPR-compliant by design
We act as data processor under Article 28 GDPR via a Data Processing Agreement signed with the employer. In Norway the GDPR applies as law through the Personal Data Act (personopplysningsloven). Employee personal data is segregated by visibility scope, with employee consent governing what the employer can see.
Accounting, payroll, logistics
Accounting, payroll (a-melding, tax deductions, the employer's National Insurance contributions, holiday pay), household-goods logistics and currency transfers are delivered through selected partners. Nordic Relocators coordinates and stays accountable as the single point of contact.
UDI review and UNE appeals
Where UDI refuses an employee's application, the employee can appeal within three weeks of receiving the decision. UDI reviews the case first and may change its decision; if not, UNE decides. We assess the reasons and the case handling under the Public Administration Act (forvaltningsloven), and prepare the appeal or a request for reversal on the employee's behalf under power of attorney.
Hire one employee into Norway, or a hundred, from the same secure portal
From sign-up to settled new home. Dual dashboards, employee privacy controls, modular pricing and continuous rule-change updates, built for HR and mobility teams hiring into Norway through UDI's skilled worker, seasonal worker and assignment permits.
- GDPR & DPA
- Dual dashboards
- Pay-per-service
- Payroll · Accounting