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.

The employee's right to remain in his position is a distinctive feature of Norwegian labor law and an important factor in termination cases. What consequences does this right have for the employer?

On 1 January 2023, several new rules in the working life area entered into force. Here are some of the most important legislative and regulatory changes that employers and others should be aware of.

On 22 November 2022, the Supreme Court handed down a judgment on the connection between the rules in the Mandatory Wages Act and the rules in the Ship Labor Act on the obligation to pay in case of illness.

The Ministry of Labour and Social Inclusion has proposed changes relating to the definition of employee in the Working Environment Act. Among other things, the government proposes that it now should be the business that must prove that the person is not an employee if there is doubt or disagreement about this.

From January 2022, most of the Norwegian Working Environment Act will apply if a foreign company sends one of its employees to work in Norway for more than 12 months. These changes implement EU rules. Here is an overview.

The Supreme Court has clarified that substitute teachers who are employed temporarily due to a lack of qualified personnel are not entitled to a permanent position after three years. The judgment is important for employers in the training sector who are struggling to recruit qualified teaching staff.

In June, the government proposed strong restrictions on the right to hire workers from staffing agencies. It is expected that the proposal will be adopted within a short time. It is now planned that access to hire should not be so narrow for healthcare personnel and certain types of advisers and consultants.

The government's proposal for the National Budget for 2023 – Prop. 1 S (2022–2023) was presented on 6 October 2022. One of the focus areas is measures to promote a serious and well-organized working life.

Atypical working conditions is a topic that receives a lot of attention in EU law. How can it be ensured that this group gets the necessary rights, and who is actually an atypical employee?

When an employee is dismissed, it is not uncommon for the case to end up in the courts. The decisive factor for who wins the case then is the court's assessment of the grounds for dismissal. In the past year, the Supreme Court has handed down several judgments that clarify the requirements for the grounds for dismissal.