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.

The government has announced major relief in the corona measures, and many now see the possibility of returning to a more normal working life. One of the main reasons for this is the high number of people who have received the corona vaccine. Many employers therefore want to map the employees' vaccination status and ensure that as many people as possible are vaccinated. But what is the employer allowed to do? We answer five key questions related to vaccination in working life.

On 18 January 2022, the government (by the Ministry of Labor and Social Inclusion) sent out a proposal for consultation on tightening the rules for the use of hiring from staffing companies. What does this mean for you as an employer? We summarize the main points.

On 17 January 2022, the Ministry of Labor and Social Inclusion sent out proposals for amendments to the Working Environment Act for consultation. The purpose is to strengthen employees' right to full-time employment. "What do the proposals mean to me as an employer?", you might think. We summarize the main points.

The new year is well underway, and we are eagerly awaiting what it will bring on the labor law front. But what really happened in 2021 - apart from the corona - and what have we learned?

We are often contacted by employers who have employees who do not work well. It may be that the person in question does not deliver according to expectations, delivers too late or that there are cooperation problems. To optimize the business, it is important that employers address the situation, even if it may be uncomfortable. Here you get a brief overview of how you as an employer should proceed.