Reopening the workplace - this you should know about the transition to normal working day
At Friday's press conference, the message that many have been waiting for finally came - Norway reopens! For many, this means that everyday work normalizes, and that you can finally go back to the office. But what does the transition to normal working day entail?
For employers who have spent the past year adapting to closures and orders for home offices, it is now important to ensure that the transition to a normal working day is carried out in a good way. However, some industries are struggling, which means that the Government has extended some of the special rules that have been introduced due to covid-19. Below is a quick summary that employees and employers should be aware of now that we are moving into a normal working day.
1. Home office after reopening
Many employers have experienced that the employees want to be able to work from home office also in the future. It will also be the new normal. Employees expect a greater degree of flexibility now than before the pandemic, and this is a reality employers must deal with.
Opening up for increased use of home offices on a more lasting basis has both positive and negative sides for the employer and employee. All forms of change create new challenges, both factual and legal. For employers, it is important to remember that the Working Environment Act, the employment contract and any collective agreements to a large extent also apply to work in the home office. However, a number of special regulations have been issued, e.g. in "Regulations on work performed in employees' homes" (FOR-2002-07-05-715).
The regulations have special rules on, among other things, working hours and the employer's responsibility for the working environment for employees who work from home offices. In the case of homework covered by the regulations, the employer must, in accordance with section 2 of the regulations, also ensure that a written agreement is entered into on the homework in addition to the written employment agreement. It is important that these agreements are designed wisely so that the employer does not lose management and control over their home office arrangements.
As an aid to employers, we at Homble Olsby have developed a package solution where we assist in establishing and implementing a strategy and documents for the use of home offices in the period after covid-19. For employers who are already well under way with the establishment and implementation of measures, we also assist with quality assurance of the process and individual elements in the process in accordance with the employer's wishes and needs.
2. Changes in sickness benefit and care benefit schemes
Due to covid-19, the Government introduced several temporary changes to the sickness benefit scheme. One of these changes was that the employer period was shortened from 16 to three calendar days when the absence was due to covid-19. This rule is repealed with effect for sick leave starting on 1 October 2021 or later. In other words, from 1 October 2021 the employer period is 16 days regardless of the reason for the sick leave.
There are also some schemes that are continued. Until the end of October 2021, employees who are absent due to covid-19, or suspected of such an illness, are entitled to sickness benefits. The scheme for care allowance for parents who have children in quarantine or have children at home because kindergarten or school is completely or partially closed due to covid-19, is extended accordingly. This applies even if the maximum number of days of care allowance has been used up. In addition, parents are entitled to care allowance if the child must be at home as a result of special infection control considerations for the child or another household member.
Although this has not been finally decided, the Government aims for these schemes to be extended until the end of 2021.
3. Extension of the temporary layoff scheme and temporary unemployment benefit rules
The Government has decided to extend the time period for certain special rules on temporary layoff and unemployment benefits. This is justified by the fact that there are still companies in some industries that are struggling as a result of covid-19.
For employers, the extension of the time period for these special rules will mean that they are exempt from wage obligation during temporary layoff until 1 November 2021.
For temporarily laid-off employees and the unemployed, the extension has the effect that the temporary scheme with an increased unemployment benefit rate is continued in the corresponding period. This means that the unemployment benefit is calculated with 80% of the calculation basis up to 3 G, and then 62.4% of the calculation basis. Recipients of unemployment benefits, who would otherwise have used up the unemployment benefit period, will be entitled to unemployment benefits until 1 November 2021.
It has also been decided to extend the rules on grading unemployment benefits. This means that an employee who receives unemployment benefits can work 60% of previous working hours without losing the right to unemployment benefits.
