Covid-19 has led to that many companies have experienced a reduction in the workload, and several companies have had to temporarily lay off employees for longer or shorter periods. Because the rules only to a small degree are legislated and there have been several temporary regulations since the outbreak of Covid-19, it can be difficult for employers and employees to get a good overview of the rules on temporary layoffs.

Finansavisen Jus has published the results of the Annual Lawyer Survey 2021. It is joyous to be able to tell that Homble Olsby | Littler is ranked among the two best law firms in employment law in Norway.

The Government has made several changes to the regulations for reporting and taxation of benefits in kind. Overall, the changes are intended to simplify how the employer should practice the regulations. The changes came into force on 1^st January 2021.

The Government has proposed extending schemes for sickness benefits, work assessment allowance, unemployment benefits and entry quarantine as part of the current crisis package.

The Government has tightened foreigners' access to Norway with effect from 29 January 2021. This article discusses the legal effects for affected employers and employees.

The Government has sent out a proposal to extend the maximum period for daily unemployment benefits and the temporary layoff period until 1 July 2021.

The Supreme Court recently pronounced a judgement in which a female employee was awarded damages for non-economic loss after being subjected to sexual harassment by customers of the company. The verdict provides useful clarifications regarding the conditions, and especially the lower limit, for sexual harassment.

Public enterprises and private enterprises of a certain size are subject to a statutory activity and reporting obligation related to equality and non-discrimination (ARP). The reporting obligation applies from the financial year 2020 and onwards. Many companies will have to spend time and resources on implementing sufficient systems and routines to comply with the new rules.

The Government has previously adopted regulations that impose quarantine on persons entering Norway. Such persons must stay in their own home, or in another suitable place. For foreign workers, this means in most cases a stay in a quarantine hotel.

In the Supreme Court’s judgment of 13th November 2020, the question was if agreements on severance packages in the event of voluntary resignation, which was entered into in a downsizing process, could partly be set aside because they were contrary to good business practices or unreasonableness, cf. Norway’s Contract Act of 1918 section 36. To decide this question, the Supreme Court had to take a stand on whether the employees were entitled to an early retirement pension in such a process based on the previous employer's promise.

The Supreme Court recently ruled on whether hired personnel pursuant to the equal treatment rule in the Working Environment Act (WEA) section 14-12 a were entitled to a company bonus on an equal footing with permanent employees and apprentices in the company in which they were hired.

The Government has put forward a proposal to extend the schemes with extended entitlement to care benefits and sickness benefits, and an increased unemployment benefit rate.

Earlier this year, draft regulations on own pension account were sent out for consultation. The consultation deadline was 3 August 2020, and the new rules will probably enter into force at the beginning of 2021. The purpose of the amendment of rules is to make it easier for employees to receive the best possible pension. Employees must be able to choose who will manage the pension capital, which will lead to greater competition in the market.

The High Court Civil Division recently ruled on whether the termination of two graphic designers in Dagbladet was invalid. It was particularly problematised whether the processing of the case had been insufficient. Despite this, the terminations were not considered invalid.

For the first time in history, The Norwegian Anti-Discrimination Tribunal has awarded remedy for non-economic loss and compensation for gender discrimination in the workplace.