In the revised budget for 2021, the Government refrains from introducing an employer period II in the event of temporary lay-off (in some jurisdictions referred to as furlough).

'Regulations on work carried out in employees' homes' have obtained new relevance during the pandemic. The Ministry of Labour and Social Affairs has now sent out a proposal for changes to the regulations for consultation. The purpose of the proposed changes is to adapt the rules to current technological and social developments.

On 15 April 2021, LO and NHO agreed on a temporarily extended interruption period for temporary layoff from 6 to 10 weeks. The change will last until 30 September 2021 and makes it easier and less risky for employers to take temporarily laid-off employees back to work.

The Government has recently submitted a proposal to the Parliament on new measures in the combat against work-related crime.

The Government has decided that foreign workers from the EEA area will be compensated for the period they are prevented from working in Norway due to closed borders.

The Government has recently submitted a proposal to the Parliament for the establishment of a low threshold service in the Anti-Discrimination Tribunal for the processing of alleged unlawful retaliation in notofication cases.

Is a jobseeker obliged to inform that he or she was dismissed from his or her previous employer? In a judgment handed down on 18 March this year (reference HR-2021-605-A), the Supreme Court has provided principled guidelines for the content of jobseekers' duty to provide information to potential new employers.

The European Court of Justice recently pronounced two judgments on the demarcation between "working time" and "rest period" under the Working Time Directive (Directive 2003/88 / EC) Article 2, in cases where the employee is on standby duty without being required to stay at the workplace. Among other things, the judgments are important for the interpretation of the Working Environment Act § 10-1, which defines what is "working hours" and "off-duty time" within the meaning of the Act.

On 15 March 2021, a new wage support scheme came into force. The scheme will apply until the end of June 2021 and is aimed at employers who take back their own employees from temporary layoff in the period 15 March to 30 June 2021.

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.