Work

An overarching goal of integration policy is for more people to enter and gain a lasting foothold in the labour market. Work gives one greater financial independence, selfrealisation, participation and networks. A high employment rate is also crucial for the welfare state, for reducing poverty, for evening out social disparities and for achieving gender equality (Ministry of Labour and Social Inclusion, 2024).

Immigrants are a complex group, and participation in the labour market varies in terms of country of origin, reason for immigration, period of residence, gender, age and existing skills. Labour immigrants have a higher employment rate than refugees and reunited family members. Women with refugee backgrounds in particular have low employment rates. The working conditions of many immigrants are typified by temporary and involuntary part-time employment and low incomes. Therefore, a key objective in integration policy is to contribute to more immigrants having a stable connection to the labour market (Ministry of Labour and Social Inclusion, 2024).

Employment rate – immigrants

Employment rate is lowest for recently arrived refugees

On average, immigrants have lower employment rates than the rest of the population. In 2023, 68 per cent of immigrants were employed, compared to 80 per cent in the rest of the population (Olsen, 2024). At the same time, there are significant differences between groups in terms of reason for immigration, period of residence and gender.

How is the employment rate defined?

A person is considered employed if the person performed income-generating work of at least one hour in duration during the reference week, or has such work, but was temporarily absent due to illness, holiday, paid leave or similar (Register-based Employment Statistics, Statistics Norway).

The employment rate among labour immigrants is about on par with the rest of the population. Unlike other immigrants, period of residence does not influence this percentage (Statistics Norway, 2023m). It often takes longer for refugees and their reunited family members to enter the workforce. Most people in this group participate in the Introduction Programme during the first years, and it can take time to acquire relevant skills.

Figure 4.1 shows the development in the employment rate for immigrants and the rest of the population since 2015. These differences were relatively stable until the outbreak of the COVID-19 pandemic in 2020. Infection control measures in connection with the pandemic had significant consequences for social and economic activities. Some immigrant groups were hit harder than the rest of the population, both through higher rates of infection and hospitalisations and in the labour market (Indseth et al. 2021; NOU 2022).

As a result of the very high numbers of arrivals of Ukrainian refugees, since 2022 we have seen a clear decrease in the employment rate among immigrants with a short period of residence in Norway. The proportion of people with a period of residence of less than four years who are employed fell from 62 per cent in 2021 to 52 per cent in 2023.

Despite this decline, on average immigrants had a higher employment rate in 2023 than in 2015. In other words, the difference in the total proportion of people employed between immigrants and the rest of the population decreased during this period. Immigrants from Africa had the highest growth in the proportion of people employed, from 44 per cent in 2015 to 62 per cent in 2023. Immigrants from Eritrea experienced the strongest growth, which was 34 percentage points during the same period (Statistics Norway, 2024an).

Figure 4.1. Employment rate, by age, period of residence and immigrant background. Percentage (Statistics Norway, 2024b, 2024an)

larger proportion of immigrant men are employed than immigrant women. In 2023, 72 per cent of immigrant men and 64 per cent of immigrant women were registered as employed (Statistics Norway, 2024am). As shown in Figure 4.2, there is a particularly low employment rate among immigrant women in Country Group 2. The figure also shows that the gender differences in employment are greatest among recently arrived immigrants, i.e. those who have lived in Norway for less than four years. These differences level out in proportion to the period of residence in Norway. For immigrants in Country Group 1 who have resided in Norway for seven or more years, there are virtually no differences in the employment rates  of men and women.

Figure 4.2. Employed immigrants (ages 20-66) by period of residence, country of origin and gender. 2023. Percentage (Statistics Norway, 2024an).

Research points to several reasons for lower labour market participation among immigrant women. These reasons include few formal qualifications, limited Norwegian language skills, poor health and discrimination (Umblijs, 2020). Furthermore, starting a family has a more negative effect on the connection immigrant women have to the labour market than for women without immigrant backgrounds. A study of immigrant women’s connection to the labour market shows that this correlation is stronger in more religious immigrant communities, despite them having immigrated to countries that promote gender equality in the labour market (Kanas and Müller, 2021). Immigrant women from some countries are also more likely to stay at home longer with their children than women in the rest of the population (Umblijs, 2020).

Figure 4.3 compares the proportion of workforce participation among men and women aged 25-44 in different family phases. Immigrant women in families with young children, i.e. families where the youngest child is under 6 years of age, clearly stand out as having the lowest proportion who either have or are looking for income-generating work.

Figure 4.3. Proportion of workforce participation by gender, immigration category and family type among people aged 25-44. 2022. Percentage Statistics Norway, 2024ar).

Employment rate - people born in Norway to immigrant parents

Small gender differences among people born in Norway to immigrant parents

As shown earlier in the report, most people born in Norway to immigrant parents are relatively young – seven out of ten are under the age of 18. However, it is interesting to look at their connection to the workforce when compared with immigrants and the rest of the population, particularly in light of the relatively large proportion of people born in Norway to immigrant parents who are enrolled in higher education.

Several studies show that, on average, people born in Norway to immigrant parents do better in the labour market than their parents, but worse than the rest of the population. At the same time, significant differences are found within this group, and these are often linked to background factors such as gender, and their parents’ country of origin and level of education (Hermansen 2016; Umblijs, 2020).

In 2023, 75 per cent of people born in Norway to immigrant parents between the ages of 20 and 66 were employed, compared with 68 per cent of immigrants. Of the population without immigrant backgrounds, 80 per cent were employed (Statistics Norway, 2024ao). The differences in employment rates between people born in Norway to immigrant parents and the rest of the population were marginally higher in 2023 than they were in 2022. However, with the exception of the pandemic year in 2020, the primary trend since 2015 has been a decrease in the differences in the employment rates between these groups.

We see small gender differences in employment rates among people born in Norway to immigrant parents and the rest of the population, and workforce participation is higher among women than among men in this group. In 2023, 74 per cent of men born in Norway to immigrant parents were employed, while the corresponding proportion for women born in Norway to immigrant parents was 76 per cent. When broken down according to the parents’ country of origin, the proportion employed was lowest among Norwegian-born men with backgrounds from African countries. Just under two out of three in this group were employed in 2022 (Statistics Norway, 2024ao).

Figure 4.4. Employment rate among people born in Norway to immigrant parents, by gender and the parents’ country of origin. 2023. Percentage (Statistics Norway, 2024ao).

In recent years, multiple studies have identified possible reasons for people born in Norway to immigrant parents having both higher labour market participation and smaller gender differences in terms of participation than immigrants (Egge-Hoveid and Sandnes, 2015; Hermansen, 2017; Midtbøen and Nadim, 2022; Olsen and Bye, 2023). The high levels of education among both women and men in this group are highlighted as being an important explanation for this. Other factors that may have contributed to evening out the differences in employment rate are the Norwegian unitary school system, which has a high degree of standardization and little variation in quality and learning content between schools, as well as free higher education. In addition, schemes such as paid parental leave and subsidized kindergarten places encourage and enable both men and women to find employment (Kitterød and Nadim, 2020; Midtbøen and Nadim, 2022). Studies also show that people born in Norway to immigrant parents appear more likely to adapt to Norwegian gender equality norms when concerning work and caring for children (Birkelund et al. 2014; Kirkeberg et al. 2019; Kitterød and Nadim, 2020; Lund, 2024; Nadim and Midtbøen, 2023).

Working hours

Four of ten immigrant women work part time

Immigrants work part-time relatively more often than the rest of the population. In 2023, 26 per cent of immigrants were employed in part-time positions, compared to 21 per cent for the rest of the population. Since 2015, the proportion of part-time employees has decreased (Dzamarija, 2022) in both groups, and the differences in the proportion of part-time employees between immigrants and the rest of the population have been reduced during this period. In 2015, 34 per cent of immigrants worked part-time, while the corresponding  proportion for the rest of the population was 28 per cent (Statistics Norway, 2024aq, 2024b).

Women are generally overrepresented among part-time employees. In 2023, women had approximately twice the rate of part-time employment compared to men, and this applied for employees both with and without immigrant backgrounds. The highest proportion of part-time employees is found among immigrant women (36 per cent). Among women without an immigrant background, 30 per cent work part-time. Among men, 17 per cent with an immigrant background and 14 per cent with no immigrant background are employed part-time (Statistics Norway, 2024b, 2024aq).

Figure 4.5. Distribution by percentage of FTE, employed immigrants by country of origin.
2023. Percentage (Statistics Norway, 2024aq).

As shown in Figure 4.5, the part-time status among immigrants also depends on country of origin. Part-time work is relatively more common among immigrants from Africa, Asia and Latin America, while immigrants from European countries, North America and Oceania have a lower rate of part-time work compared to the rest of the population. The differences in the proportion of full-time employees between immigrants from different world regions must be viewed in the context of the types of occupations they have. Immigrants from Africa and Asia are overrepresented in industries in which part-time work is common, such as cleaning and sales and service jobs (Pettersen, 2024).

Figures from the labour force survey show that immigrants more often have involuntary part-time work. More people from the immigrant population than among the rest of the population report that they have to work part-time because they cannot find a full-time job and that they want longer working hours (Lien, 2022).

Working environment

Poorer working environment and more uncertain everyday working life

Employment rate and job percentage are important indicators of workforce integration, but they do not tell us much about how immigrants experience their everyday working life, what opportunities and barriers they face, and whether their connection to work is stable and lasting. Other key aspects that can shed light on the situation of immigrants in the labour market include working conditions, working environment, wage development and career opportunities.

Research and statistics that are currently available indicate that immigrants are overrepresented in occupations that involve physically burdensome work tasks, that they experience more work-related health problems, and that they have a more uncertain connection to the workforce. Research also shows that immigrants experience several stress factors in the working environment, such as discrimination, harassment, threats due to ethnic background and a lack of social support (Akay and Ahmadi, 2022). Workplace injuries are also more prevalent among immigrants (Sterud et al. 2018).

Figures from Statistics Norway’s survey of living conditions indicate that immigrants are more often exposed to a poor working environment than the rest of the population. This applies most to immigrants from Country Group 2, of whom over half experience being physically or mentally exhausted after work on a weekly or more frequent basis. 

Nearly three in ten immigrants in Country Group 2 also experience that they are at risk of losing their job, compared to just over one in ten in the population at large (Statistics Norway, commissioned). A 2018 study shows that immigrants are twice as likely to lose their jobs (in the private sector) as people without immigrant backgrounds. Losing one’s job has particularly negative consequences for immigrants from Country Group 2 in terms of future job prospects and wage development. Researchers have found no clear explanation for this connection, however have noted that limited language skills may have more of an impact on opportunities for finding new work than lack of education or seniority (Bratsberg, Raaum and Røed, 2018).

Figure 4.6. Selected working environment indicators, according to two-part country of origin.
2022. Percentage (Statistics Norway, commissioned).

What is meant by over-qualification?

Formal overqualification refers to people who have completed university college and university education, but who are employed in occupations that do not require higher education (Villund, 2014).

Immigrants also experience having poorer opportunities to use their education and work experience in the workplace than people born in Norway to immigrant parents and the rest of the population, and they are, to a greater extent, overqualified for the jobs they are employed in. This applies irrespective of country group, but the proportion of overqualified people decreases in line with period of residence (Larsen, Rogne and Birkelund, 2018). In 2021, four of ten immigrants worked in occupations that required lower qualifications than their education would suggest. In the rest of the population, 14 per cent were overqualified for their jobs. These differences have remained fairly stable since 2015 (Edelmann and Villund, 2022).

The everyday working lives of immigrants are also typified more by temporary work than the rest of the population. At the end of 2023, 13.8 per cent of immigrants aged 20-66 were employed in temporary positions, compared to 9 per cent for the rest of the population. Immigrants from African countries are particularly overrepresented among temporary employees. 22 per cent from this country group worked in temporary positions in 2023

(Statistics Norway, 2024b, 2024j). This is due to the fact that many immigrants from Africa work in health and social services – which are among the industries with the largest proportion of temporary positions (Taha, 2023). Nordic immigrants have the lowest share of temporary employees among all immigrants (8 per cent) (Statistics Norway, 2024b, 2024j)

Research suggests that the differences in employment between immigrants and employees without an immigrant background vary by profession. There are fewer differences in regulated professions in health, law, finance, education and public administration, and in industries with a high proportion of trade union members. For example, immigrants in professional occupations such as doctor, dentist, nurse and teacher have significantly less risk of being subjected to wage discrimination than immigrants in other occupations (Drange and Helland, 2018). One explanation is that a limited supply of labour in some industries greatly reduces the employer’s ability to discriminate. Research suggests that education which leads to a profession in the healthcare sector provides immigrants with labour market protection and thus smaller differences in wages between people with and people without immigrant backgrounds (Drange, 2016). At the same time, not all of the differences in working environment and working conditions can be explained by occupation. Wage differences exist between employees with and without immigrant backgrounds who are otherwise equal in terms of a wide range of characteristics, such as education, gender, age and career path. The differences occur within the same industry and occupation, as well as within individual businesses (Fedoryshyn and Falch-Monsen, 2024; Kolsrud et al., 2016).

Sick leave

Sick leave increases more with age among immigrants

Norway has a higher level of sick leave and more widespread long-term sick leave than several other European countries (Lien, 2019; Ugreninov, 2023). On average, immigrants have slightly higher doctor certified sick leave than the rest of the population. In Q1 2024, 6.7 per cent of immigrants had doctor certified absence from work, compared to 5.5 per cent for the rest of the population (Statistics Norway, 2022c, 2024p).

However, variations can be found behind these average figures when looking at different immigrant groups. Women both with and without immigrant backgrounds have higher rates of sick leave than men. In addition, sick leave increases with age at a faster rate among immigrants than in the rest of the population (Bruer-Skarsbø, 2020). Immigrants from new EU countries and Latin America and the Caribbean have the highest rates of sick leave among those between the ages of 60 and 66, at twelve and eleven per cent respectively (Statistics Norway, 2022c, 2024e).

Figure 4.7. Doctor certified sick leave among immigrants and the entire population, by age and country of origin. Q1 2024. Percentage (Statistics Norway, 2022c, 2024e)

There are also differences in sick leave percentages for immigrants from different country groups. The highest rates of doctor certified sick leave are found among immigrants from the new EU countries (7.4 per cent), while immigrants from North America have the lowest rates of sick leave (4.3 per cent) (Statistics Norway, 2024at) (Figure 4.7).

Figure 4.8. Doctor certified sick leave among immigrants, by country of origin. Q1 2024. Percentage Statistics Norway, 2024at).

Rates of doctor certified sick leave also vary according to the occupations immigrants work in. Not surprisingly, the sick leave percentage is higher in jobs where employees are more exposed to a harmful working environment and physically demanding work. For example, these include occupations relating to cleaning, sales and transport (Hansen et al. 2014). Nursing assistants, workers in the process industry and employees in sales and service occupations also have higher rates of sick leave (Bruer-Skarsbø, 2020).

The research literature points to several reasons for differences in sick leave between immigrants and the rest of the population. On the one hand, immigrants, especially those from Country Group 2, are overrepresented in jobs with more physically burdensome work tasks, a more uncertain connection to the workforce or a poorer working environment (With, 2019). This can impact one’s health and increase the rate of sick leave. On the other hand, some immigrant groups are in better health than the rest of the population when they arrive in Norway. This phenomenon is referred to as the “healthy immigrant” effect, and can be explained by the fact that it is often the healthiest and most resourceful people who choose to move to another country (Dzamarija, 2022; Ichou and Wallace, 2019).

Unemployment

Unemployment lasts longer for immigrants

What does it mean to be unemployed?

Statistics compiled by the Norwegian Labour and Welfare Administration (NAV) of the "totally unemployed" include people who have been out of income-generating work for the past two weeks, and who are looking for and available to work. Being unemployed therefore means that the person is actively looking for work and is available to start work but has not received a job offer.

Unemployment among immigrants is almost five times as high as in the rest of the population.  In both groups, unemployment is highest among those between the ages of 25 and 29. In May 2024, the unemployment rate was 5.1 per cent among immigrants, while the corresponding figure for the rest of the population was 1.1 per cent. Men have a higher unemployment rate than women, both in the immigrant population and in the rest of the population. In particular, immigrants from countries in Africa are overrepresented among unemployed immigrants. 6.7 per cent with backgrounds from this continent are registered as unemployed. When divided according to age, unemployment is highest among those between the ages of 25 and 29, and this applies to people both with and without immigrant backgrounds (NAV, 2024).

Figure 4.9. People registered as totally unemployed as a percentage of the workforce. 2019–2024. Percentage. (NAV, 2024; Statistics Norway, 2020).

Figure 4.9 shows that the difference in the unemployment rate between people with and without immigrant backgrounds was particularly high in the pandemic year of 2020. The differences between the groups have been reduced since the second quarter of 2021, but increased again at the start of 2024.

Compared to the rest of the population, immigrants are also more likely to be long-term unemployed, which means being unemployed for at least six consecutive months. In 2024, 30 per cent of unemployed immigrants were long-term unemployed, compared to 26 per cent of unemployed people in the rest of the population (NAV, 2024). The duration of unemployment is an indication of the extent to which different groups encounter barriers to transitioning to work. The longer a person has been unemployed, the lower the likelihood of being employed, and the probability of transitioning to health-related benefits increases. These negative consequences of long-term unemployment are more applicable to immigrants than the rest of the population (Kann, Dokken and Yin, 2019).

NEET

Young immigrants are more vulnerable to exclusion

Young people who are not in employment, education or employment schemes are often referred to as “NEET”. This is a heterogeneous group that is composed of young people in different life situations. Some fall under this designation because they choose to take a year off after completing their education. Others may experience more prolonged periods of exclusion even if they want to work or study, for example due to unemployment or disability. Prolonged exclusion is also linked to a weaker connection to the workforce and poorer income development later in life (Normann and Hetland, 2021).

In 2023, 7.5 per cent of all young people in Norway under the age of 30 were not in work, education or employment schemes (OECD, 2023).1 This is a lower percentage than theaverage for other OECD countries, which was 14.7 per cent in 2023 (OECD, 2023). However, there is a higher probability of young immigrants ending up in the NEET group than young people in the rest of the population, and they more often experience long-term exclusion.

Figures from Statistics Norway show that 20.9 per cent of young immigrants were not in work, education or training in 2022, compared to 7.5 per cent of young people in the rest of the population2 (Statistics Norway, 2024d). The proportion of young immigrants in the NEET group is therefore higher in Norway than in other European countries

In part, this can be explained by Norway having a higher share of immigrants who only have primary and lower secondary school education. Low educational attainment and dropping out of upper secondary school are the greatest risk factors for NEET status among young people in Norway (OECD/EU, 2018). Other potential risk factors include demographic characteristics, socioeconomic backgrounds of parents, and physical and mental health (Phyhn, Radlick, and Sveinsdottir, 2021).

Figure 4.10. NEET percentage among young people aged 15-29. 2008–2022. Percentage (Statistics Norway, 2024d).

Figure 4.10 shows that the proportion of young people outside of work and education has decreased among immigrants since 2015, while the proportion in the rest of the population has seen little change. In other words, there has been a decrease over time between immigrants and the rest of the population in terms of the proportion of young people in the NEET group. While the differences have declined, there are still major differences in the proportion of NEET between immigrants and the rest of the population.