In 2018 Norwegian artists initiated and gathered around a world-unique movement in the fight against plastic pollution. Performing surprise pop-up concerts for volunteers after cleanups, the artists have been engaging, honoring, and inspiring their fans to act. The movement is called #cleansoundsmovement.

The government wants to protect the crew of foreign ships by ensuring them a Norwegian wage level when they work in Norway. As expected, the proposal receives support from the unions. The support from Hurtigruten however, is probably somewhat surprising. Here is a brief summary of the most important points in the proposal.

Employers often experience that employees for various reasons cannot work as normal. Does the employer have to make arrangements for them? What and how much must the employer do?

Summer is coming soon, and many have already begun to look forward to the holidays. Here is an overview of the most important rules in the Holiday Act that employers should be aware of in order for this summer's holiday planning to go smoothly.

On 1^st May, the workers' international day of struggle is celebrated over large parts of the world. The day was introduced and marked as a demonstration day for the labor movement for the first time in 1890. The background was a demonstration in Chicago a few years earlier, where 200,000 American workers went on strike for the introduction of an eight-hour workday and several were killed in clashes between protesters and police. Because the strike had begun on 1^st May, the date was chosen as nternational day of demonstration - and has been ever since.

On March 21, 2022, the Labor Court passed a judgement (Norwegian only) about an Agreement applicable to a large number of private care companies that are members of NHO (The Confederation of Norwegian Enterprise). Agreement 453 determines that weekly working hours on average should not exceed 35,5 hours. Normally, the time limits in the wage agreement are binding for the employees and the enterprise so that it cannot be agreed better or poorer schemes in the company.

In line with the Hurdal platform, the unions can from 1st July 2022 take legal action against companies in matters where they believe there is illegal hiring of labor. They can do this regardless of whether their member supports or wants to participate in the lawsuit. Will this lead to an increase in the number of lawsuits about illegal hiring? And will the union eventually get a "collective right to bring an action" also in other areas, i.e., for temporary employment?

The use of home offices has increased sharply during the pandemic. In many workplaces, work from home has worked well, and several employers have continued flexible home office solutions. However, many have called for clearer rules for working from home. The Government has now adopted amendments to the Home Office Regulations, which apply from 1 July 2022.

The employer is responsible for ensuring that the employees have legal residence in Norway. We assist a number of companies in obtaining legal residence for employees / others who will work for them in Norway. Here we give you some key points that are important to keep in mind.

On Women's Day on March 8, the government sent out a consultation proposal on harassment in the world of work. The proposal is part of the follow-up of the Hurdal platform, where the government announced that strengthening the work against violence and harassment in world of work would be a priority task. 

Dismissals from the employer must in principle be delivered to the employee in person or by registered letter. A recent ruling from the Borgarting Court of Appeal allows for dismissal by e-mail or upon delivery in the employee's mailbox to be accepted as well in some cases.

On 17 February 2022, the first judgment in a long time came from the Supreme Court on the subject of the employer's dismissal of and duty to facilitate towards employee on sick leave. The ruling provides several clarifications of importance that employers should take into consideration in the follow up of sickness absence.

Both among employers and employees, there is a widespread perception that the trial period has no reality. That does not have to be the case. We give you the tips you need to use the trial period for what it is intended for: to test whether the new employee fits in the position.

The activity duty and duty to issue a statement gives all public and many private employers the obligation to report on the company's gender equality work in the annual report. We give you the tools you need to do this in a good and efficient way by the deadline of 1 July.

Many are already well underway with everything that is to be made and quality assured for the financial year 2021. Do not forget the gender equality statement! Your annual report must also include information about this statement. The statement must, among other things, contain the results from the statutory salary mapping you are to perform. Here are some tip to help you get started.