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Homble Olsby | Littler | Norway | 8 Sep 2021

Focus on inclusion and diversity provides competitive advantage for companies

Ensuring an inclusive and diverse work environment is an important task for companies, as it provides good conditions for creating a non-discriminatory work environment. Legislation in the field of labour law places certain requirements on companies in this regard. This article examines the provisions of the Working Environment Act, the purpose of which is to ensure equal treatment at work.
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Homble Olsby | Littler | Norway | 11 Aug 2021

Update on new regulations

A great deal of recent activity in Parliament has led to the enactment of several new legal provisions, including combining unemployment benefits with education and training, a tribunal solution for retaliation cases and an extension of access to membership in pension schemes. This article offers a brief summary of each.
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Homble Olsby | Littler | Norway | 4 Aug 2021

Seniority calculation – Labour Court judgment provides guidelines

The Labour Court recently handed down a judgment that provides key guidelines for how seniority should be calculated when temporarily laying off staff. The main question to be decided was how seniority of workers should be understood in connection with the selection of staff in a temporary lay-off process – should it be total service time or continuous service time? The judgment provides an......
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Homble Olsby | Littler | Norway | 21 Jul 2021

The Transparency Act: fundamental human rights and decent working conditions

Parliament recently passed the new Transparency Act to oblige companies to respect fundamental human rights and decent working conditions, in addition to guaranteeing the public access to information on how companies handle negative consequences relating to human rights and working conditions. An enactment date for the Act is still pending, but it will likely come into force in 2022.
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Homble Olsby | Littler | Norway | 14 Jul 2021

Proposal adapts Norwegian Model to strengthen future working life

A recent report proposes several amendments to the "Norwegian Model" to strengthen the protection of employees and place greater responsibility on how employers organise their operations and workforce. The proposed amendments include expanding the employer's duty to offer other suitable work before termination of employment in a workforce reduction and clarification of the assessment of what......
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Homble Olsby | Littler | 30 Jun 2021

Companies should assess whistleblowing notification systems following EU directive

The EU has adopted a directive to ensure a high level of protection for whistleblowers. This means that companies should review their notification routines to ensure that they meet requirements for the protection of whistleblowers, including the proper handling of personal data. The directive has expanded the types of persons eligible for whistleblower status and sets considerably stricter......
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Homble Olsby | Littler | 30 Jun 2021

New legislative measures to combat work-related crime

Parliament recently passed several legislative amendments to make it easier to fight work-related crime. The amendments remove the possibility to pay wages in cash and increase the possibility to penalise employers and CEOs. In addition, the Ministry of Labour and Social Affairs will be authorised to prepare and determine regulations concerning a public approval arrangement for motor businesses.
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Homble Olsby | Littler | 23 Jun 2021

ECtHR ruling on use of boycott in labour conflict

The European Court of Human Rights (ECtHR) recently ruled in the 'Holship' case. Two unions had made a complaint against Norway because they believed that the Supreme Court had violated the freedom of association under the European Convention on Human Rights when it declared a notified boycott to be illegal. The ECtHR acquitted Norway but recognised that boycotts as a tool in labour conflicts......
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Homble Olsby | Littler | Norway | 16 Jun 2021

Supreme Court clarifies that provisions in terminated collective agreements can remain effective

In its judgment in the 'Grefsenhjemmet case', the Supreme Court clarified that provisions on salary increases for long service in a collective bargaining agreement must be regarded as wage terms incorporated into individual employment contracts, and that they do not lapse following the termination of the collective agreement. This decision was eagerly awaited; earlier proceedings in this case......
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Homble Olsby | Littler | Norway | 2 Jun 2021

New ruling on termination and offer of new employment on new terms

The Gulating Court of Appeal recently issued a decision which considered whether an employer had issued an unjustifiable termination and offer of new employment on new terms. As opposed to the district court, the majority of the Gulating Court of Appeal accepted the employee's claim and awarded her compensation.
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