On 11 December, the Labour Court delivered its judgment in what we must assume is the final court decision in the "Grefsenhjemmet complex". The employee side prevailed in a unanimous judgement from the Labour Court. With this judgment, the Labour Court confirms that collectively agreed pay and working conditions have individual retroactive effect, and that any cancellation depends on a specific assessment of whether there is a conflict with the new collective agreement.

Several important rules in the working life area will come into force with effect from January 1, 2024. Below you will find articles with information about the most important legal and regulatory changes that employers and others should be aware of.

New rules on employer liability in groups will enter into force on January 1, 2024. The rules entail special obligations for employers in groups in connection with reorganizations and downsizing. The changes are practically important for any company that is part of a group.

From January 1, 2024, the Working Environment Act's rules on arrangements for safety services and working environment committees will change. Among other things, the thresholds for when such schemes must be established will be lowered and more employers must prepare for how they will relate to the schemes.

When dealing with a whistleblowing case, the person who is the subject of the notification often wants to receive as much information as possible about what the notification is about and who has made the notification. This information may be necessary in order to counter the notification and safeguard own interests. The whistleblower, on the other hand, often requests confidentiality. The employer is then faced with a difficult prioritization between the interests of the person who is the subject of the notification and the whistleblower.

The holiday mood is starting to set in, but have you really caught up on what's been happening in the world of work over the past six months? And are you ready for what's on the other side of summer? Curl up on your sun lounger and enjoy our half-year update from the world of work.

In today's digital world, many people keep an eye on their inbox while on vacation or work a little to extend their travels. This also applies to foreigners who are tourists in Norway. Has your company checked whether you have employees on holiday in Norway and whether they are allowed to work remotely while on holiday here?

The word holiday is related to celebration. But for the completion of the summer holidays to be a feast, both knowledge and planning are required from the employers side. Here is an overview of the basic ground rules that apply in connection with determining, carrying out and possibly changing the employees' holiday.

Effective May 1, 2023, Homble Olsby advokatfirma AS has changed its name to Littler advokatfirma AS and brand to Littler Norway.

On 1 April 2023, the much-discussed tightening of the rules on the hiring of labour will come into force. From this date, the framework is far narrower than previously for businesses that need to hire labour from staffing companies (temporary agencies). Perhaps the most important change is that agreements on hiring of labour can no longer be entered into on the grounds that the work is of a temporary nature - for example during seasonal work and production peaks.

On 8 March we mark International Women's Day. Norway is among the best in the world when it comes to gender equality - also in working life. But despite increased awareness and more regulation, there are still differences between women's and men's income and career patterns.

After the Metoo campaign, the harassment clauses in the Equality and Anti-Discrimination Act, the Criminal Code and the Working Environment Act gained new relevance. There is now a new definition in the Working Environment Act which will clarify what constitutes sexual harassment.

Not all workplaces can turn off the lights and lock the doors when the rest of society goes on holiday. Among other things, in industry, the health sector and the food trade, it is common to engage external labour to cover vacant shifts during holiday periods. Changes to the rules on part-time employees' preferential rights affect how the employer can allocate such shifts.