One of the main differences is that Norway is not a member of the European Union (EU), but it is a member of the European Economic Area (EEA), which allows for the free movement of goods, capital, services, and people between the EU and the EEA countries. As a result, Norwegian labor law is influenced by EU labor law, but it is not bound by EU regulations and directives.

One of the main similarities between Norwegian and EU labor law is the protection of workers’ rights. Both systems prioritize the protection of workers’ rights and provide for minimum standards such as safety and health, working conditions, and non-discrimination.

One of the key differences between the two systems is the way in which they regulate working hours. The EU has set a maximum limit of 48 working hours per week, while Norway has no such limit. Instead, Norway has a tradition of collective agreements between employers and employees, which often result in shorter working hours.

Another key difference is the way in which the two systems deal with termination of employment. In Norway, employers are obligated to have a termination meeting, the so-called “Drøftelsesmøte” with the employee before terminating employment, where the employee can present his/her point of view. In EU there is no such obligation but the employee should be given a fair notice before termination.

Overall, while Norwegian labor law and EU labor law have many similarities, there are also some key differences. Norway, as a non-EU member, has more autonomy in shaping its labor laws and regulations, and as a result, there can be variations in the level of protection and rights provided to workers.