Work Agreement Norway

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  • Author: keith

Employees on sick leave receive a benefit equal to 100% of their pensionable income. This is paid from the first day of absence for a period of 260 working days, or about one year. This benefit is paid by the employer for the first 16 days before the State pays the bill. A non-compete obligation (usually a clause in an employment contract) restricts employees` ability to work for other employers or to start or operate another business after their period of employment has expired. The application of non-competition obligations is governed by the Occupational Health and Safety Act. These clauses cannot apply for more than one year after the end of the employment relationship and cannot be applied if the employee has been dismissed. If the employer enforces a non-compete obligation, the employee is entitled to a wage indemnity as long as the agreement is in effect. Sick employees may be absent from work for three consecutive calendar days without a medical certificate. In order to be entitled to daily sickness benefits from the national insurance system, a medical certificate must be presented. Employees on sick leave receive a daily sickness benefit equal to 100% of their pensionable income, which is paid from the first day of absence for a period of 260 working days (52 weeks). Sickness benefits are paid by the employer for the first 16 calendar days and then by the national insurance system. At least 21 days of paid leave per calendar year, all employees are entitled to 21 days of paid leave. Most collective agreements prescribe 25 days.

Employees aged 60 and over are entitled to another week off. The employer is required to keep a register of the hours actually worked by each employee. Overtime must be compensated. All employees, with the exception of managers and employees in particularly self-employed positions, are entitled to a salary supplement of at least 40% for overtime. For those who do not have a collective agreement, the Holiday Act (Ferieloven) provides the general framework for annual leave in Norway. The employment contract must be in writing and must contain certain elements relevant to the employment. In the event that the work is carried out at regular intervals, the employment contract must establish or provide the basis for calculation when the work is performed. If you`re moving to Norway to work, it`s a good idea to familiarize yourself with labor law here. Know your rights! Under the Occupational Health and Safety Act, the standard for hours of work is 40 hours per week.

However, the standard set out in all collective agreements is 37.5 hours per week. In the case of shiftwork, normal working hours are shorter. Workers may be entitled to a reduction in working hours for health, social or social reasons. The law also establishes the right to flexible working hours if these can be regulated without major inconvenience to the employer. – The duration and location of the agreed daily or weekly working hours. Flexible working hours In Norway, trade unions are quite strong. The Norwegian Confederation of Trade Unions (LO) is decidedly the largest and most influential workers` organisation in Norway. On the employer side, NHO is the leading representative organisation of Norwegian employers with companies ranging from small family businesses to multinationals.

If an employee is a member of a union, certain rules may deviate from collective agreements between the union and the employer or the union and a collective of employers, including the employer. However, even lawyers disagree on what a normal employment contract looks like (ansettelsesavtaler). To all employers, employees and labour lawyers – unite! We are pleased to present you with four different templates for Norwegian employment contracts: You are entitled to a written employment contract from your employer. The employment contract must clearly state your salary, hours of work and duties. – The workplace. If there is no fixed or main place of work, the employment contract must indicate that the employee works in different places and the employer must inform the employer of the company`s address. A written employment contract (arbeidsavtale) must be presented in all employment relationships and signed by both parties. This also includes temporary work, regardless of duration. Employers with more than 50 employees are required to consult employee representatives on a regular basis. This is particularly important before redundancies due to downsizing or restructuring.

These consultations should be conducted “as soon as possible”. The aim of these consultations is to minimise the negative impact on workers and should aim to reach an agreement with workers. An employee who is absent from work because of the necessary care of a sick child is entitled to daily cash allowances of up to ten days or 15 days if he has more than two children, during a calendar year. Lone parents are entitled to these benefits for a maximum period of 20 days or 30 days if they have more than two children in a calendar year. Parents can receive such benefits up to and including the year of the child`s 12th birthday. Unless other reasons are clearly very likely, absence from work due to illness is considered the reason for dismissal during that period. Dismissal on grounds of illness is not considered objectively justified. The Occupational Health and Safety Act states that a written contract of employment must be submitted in all labour relations. This applies to permanent and temporary work, regardless of the duration of employment. The Leave Act (Ferieloven), supplemented by collective agreements, provides the general framework for annual leave in Norway. All employees are entitled to four weeks and one paid vacation day per calendar year.

If the company is bound by a collective agreement, its employees are entitled to five weeks of vacation per year. Five weeks is the most common regulation, even in companies that are not bound by a collective agreement. Employees aged 60 and over are entitled to another week off. Saturdays are considered working days. Vacation pay is based on the person`s income from the previous calendar year. You can accept a job if you are 13 years of age or older. Between the ages of 13 and 15, you are only allowed to do light work. Between the ages of 15 and 18, you can do most types of work. However, you must receive special training and follow-up from the employer if the work may be dangerous and requires special care. You cannot work overtime or work between 23:00 and 06:00 until you reach the age of 18. Your combined daily work and school hours should not exceed eight hours. If the dismissal is related to a restriction or rationalization related to the company, the dismissal is not objectively justified if the employer can offer the employee another suitable job in the company.

In addition, in order to decide whether a dismissal is objectively justified by limited operations or rationalisation measures, the needs of the undertaking must be weighed against the disadvantage caused by the dismissal to the individual worker. Special age limits apply to the operation of machinery and cranes, to certain agricultural work and to building and civil engineering. Special age limits also apply to the sale of tobacco and the service of alcohol. One might think that employment is one of the few areas where model agreements already exist. The law is quite strict on what can and cannot be agreed between the employer and the employee, there are many precedents. The agreement must be concluded before the start of the employee`s work and no later than one month after the start of the employee`s work. If the duration of the employment relationship is less than one month, an employment contract must always be concluded before the start of employment. In addition, the rules for terminating the employment relationship may be regulated or supplemented by the Staff Regulations or by an independent agreement between the employer and the employee.

To be valid, such a condition must be better for employees in an individual or collective agreement or agreement than the minimum rules set by the wind turbine. From the right to sick leave to the number of hours worked, employment in Norway is highly regulated. Here`s what you need to know. The employer is required to enter into a written contract with all employees. This applies whether it is permanent or fixed-term employment, and regardless of the duration of the employment. There are no exceptions to this rule. It is the employer`s responsibility to prepare a written contract. The employment contract must be signed no later than one month after the start of the employee`s work. Under the Occupational Health and Safety Act, the standard for hours of work is 40 hours per week.

However, the standard set out in all collective agreements is 37.5 hours per week. An employee who is on probation may be dismissed for lack of fitness for duty or lack of competence or reliability. The termination threshold for these reasons is not considered as strict as in the case of an ordinary termination with termination. .