![]() ![]() The employer has an obligation to provide systematic training on health and safety issues. This shall be carried out in cooperation with the employees and their elected representatives.” “In order to safeguard the employees’ health, environment and safety, the employer shall ensure that systematic health, environment and safety work is performed at all levels of the undertaking. Section 3-1 of the Working Environment Act formulates the general OHS obligations of employers: NHO members are advised to contact their sectoral federation or regional office before any dismissal process is started. In the notice of dismissal, the employer must inform the employee of their right to demand negotiations and to institute legal proceedings. In certain circumstances (age/length of service), a longer period of notice may be required by law. A period of one month’s notice is required to be given by either party. Notice of dismissal must be objectively justified and given in writing unless otherwise agreed in the employment contract or regulated by law. In case of adoption, similar rules apply. The remaining weeks are to be shared as they themselves decide. The leave is shared between the mother and the father such that they are entitled to 15 weeks each, with the first six weeks after giving birth reserved for the mother. Leave due to pregnancy, childbirth and adoptionĪn employee who has been gainfully employed for at least six out of the last ten months prior to the birth of a child is entitled to paid leave for 43 weeks (full daily rate) or 53 weeks (reduced daily rate). Parents may receive such benefits up to and including the year of the child's 12th birthday. Single parents are entitled to such benefits for up to 20 days, or 30 days if they have more than two children, during a calendar year. ![]() Sickness benefits are paid by the employer for the first 16 calendar days, and thereafter by the National Insurance Scheme.Īn employee who is absent from work due to necessary care for a sick child, is entitled to daily cash benefits for up to ten days, or 15 days if they have more than two children, during a calendar year. Employees on sick leave receive a daily sickness benefit equal to 100 per cent of their pensionable income, which is paid from the first day of sickness absence for a period of 260 working days (52 weeks). To be entitled to daily sickness benefits from the National Insurance Scheme, a medical certificate must be presented. The last two weeks can be taken as a single period or broken up into weeks or days.Įmployees who are ill can stay off work for three consecutive calendar days without a medical certificate. An employee may demand to take his main holiday, comprising three weeks, during the main holiday period, 1 June–30 September. If no agreement can be obtained, the employer has the right to make the final decision, within certain limits established in the Act. The employer is obliged to consult the employee(s) concerned or his/her trade union representative when fixing holiday dates. Holiday pay is based on the individual’s income in the previous calendar year. Employees aged 60 and older are entitled to one additional week of holiday. Five weeks is the most common arrangement, even in companies that are not bound by a collective agreement. If the company is bound by a collective agreement, its employees are entitled to five weeks’ holiday a year. All employees are entitled to four weeks and one day of paid holiday each calendar year. The Holiday Act (Ferieloven), supplemented by collective agreements, provides the general framework for annual holidays in Norway. All employees, except leaders and staff in particularly independent posts, have the right to a wage supplement of at least 40% for overtime work. The employer is obliged to keep an account of hours actually worked by each employee. The Act also establishes the right to flexible working hours if this can be arranged without major inconvenience to the employer. Employees may have the right to reduced working hours due to health, social or welfare reasons. ![]() For shift work, the normal working time is shorter. However, the standard laid down in all collective agreements is 37.5 hours per week. This applies both to permanent and temporary work, irrespective of the duration of employment.Īccording to the Working Environment Act, the norm for working hours is 40 hours per week. The Working Environment Act requires a written contract of employment to be provided in all employment relationships. ![]()
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