Navigating Immigration Requirements for Third-Country Nationals in Norway’s Energy Sector

Known for its natural resources and a forward-thinking approach to renewable energy, Norway has positioned itself as a global leader in energy transition. This in turn has led to a significant demand for skilled professionals from across the globe to support and drive energy initiatives.

For third-country nationals, including UK nationals post-Brexit who seek to contribute their expertise to Norway’s energy market, it is important to understand to relevant immigration requirements to ensure compliance not only for themselves, but also their employers and or clients.

This blog provides an overview for third-country nationals and their employers who are interested in working within Norway’s energy industry. It covers essential points to ensure compliance, particularly regarding fixed and mobile installations, the technical exemption and the importance of strategic workforce planning.

When is a work permit required?

Third-country nationals must follow the Schengen zone travel restrictions, as their stays are limited to 90 days within 180 days rolling period and the purpose of travel must be limited to either leisure or short-term business meetings.

If the nature of travel in Norway entails hands-on work, they usually must undergo immigration formalities such as apply for a work and residence permit or the technical exemption process before starting to work in Norway.

The work permit needs to be sponsored either by the Norwegian client or entity and the individual must meet certain criteria related to their skills and qualifications as well as minimum salary levels.

How does this apply to on-shore and off-shore work?

It vastly depends on the nature of work and if it is within 12 nautical miles or not, as well the whether the platform is fixed to the seabed or a floating offshore unit. If a platform is permanently fixed to the sea floor on the Norwegian continental shelf, the Norwegian Immigration Act applies to all foreign employees traveling to the fixed installation. This also includes the aforementioned work permit requirements.

Additionally, it’s not uncommon for platforms to have their own set of rules and regulations, adding an extra layer of complexity and requiring additional awareness from companies before sending employees offshore.

On the other hand, while a mobile offshore unit is not attached to the sea floor, floating mobile offshore units (FMOs) are often used for petroleum activities in connection with subsea petroleum deposits, such as drilling units, accommodation units, FPSOs, and well intervention units, among others. In these scenarios, employers must pay close attention to the regulations, as they can change depending on the status and location of the mobile unit.

To illustrate with an example: A mobile unit is transported to Norway from Denmark. While in Denmark separate immigration rules will apply, however during transportation and upon entry to Norway, the main requirement for the employees is to report when leaving/entering the Schengen zone (border control). The Norwegian Immigration Act is not applicable to the floating unit under this scenario.

Once in Norway, the installation goes into production or becomes temporarily attached to a fixed offshore installation. At this point, the status of the installation changes, and the Immigration Act might become applicable to the installation and the foreign employees.

Short-term stays less than 90 days

Another key factor in compliance is the duration of the employee’s stay in Norway. For short-term stays less than 90 days, it can be complex and is often where employers face the most challenges in mobilizing their workforce.

Unfortunately, Norway does not offer a short-term work permit. However, there is (amongst the different exemptions in the Norwegian Aliens Act) a technical exemption available. Despite being an exemption, it requires a notification process, and the relevant police district must be notified before the employee travels. Additionally, employees must meet specific criteria to qualify for this exemption. The complexity of the exemption also lies in the fact that depending on the location of the police district they may have a different set of rules and interpretations to apply the exemption.

To illustrate with an example: an existing Subsea Pipeline IMR Project in Norway requires an inspection ROV’s and the ROV pilot and their team consisting of a ROV supervisor, Mechanical technician and Electrical technician are UK nationals. The employees will all travel together and stay in Norway for eight weeks total and will not be required to return on an ad-hoc basis. In this case the technical exemption can apply. 

However, if the same project required a group of subsea engineers to continuously travel to Norway or be in Norway beyond 90 days, a work and residence permit would be required.

Risks around the technical exemption  

Each police district in Norway has the discretionary power to decide if the exemption applies, which affects employers’ ability to plan and mobilize employees across different districts.

Repeated use of the technical exemption, especially for ongoing projects, can expose both the employee and the sponsoring entity or client to fines. Additionally, the Norwegian government has increased scrutiny of the industry, with more frequent spot checks and questioning at the border.

While Norway is not part of the EU, it is part of the EEA and will implement the European Travel Information and Authorisation System (ETIAS) and the Entry/Exit System (EES) later this year. These systems will entail obtaining travel authorization prior to entering Norway which will impact employees’ availability to travel on short notice. It is important to be aware of these changes and especially when travelling to a floating unit. It will be key to identify how each municipality practice this control, to ensure a successful assignment offshore.

Workforce planning

Effective workforce planning in Norway’s energy sector requires a comprehensive understanding of immigration options and early determination of requirements during project bids. Immigration should be a primary consideration in project planning, not an afterthought.

Additionally, educating local clients and employers on immigration requirements is crucial for managing expectations. While the technical exemption may seem like a quick solution, it often complicates long-term talent deployment. Applying for a work and residence permit, though initially cumbersome, allows UK nationals to enter and work in Norway without being restricted by the 90 within 180-day rule.

Need to know more?

For questions related to Norway’s immigration system, please contact Director Audrey Morew at [email protected].

This blog was published on 21 March 2025, and due to the circumstances, there are frequent changes. To keep up to date with all the latest updates on global immigration, please subscribe to our alerts and follow us on LinkedIn, Twitter, Facebook and Instagram.