This article provides a summary of recent amendments to Norway's labour legislation.
Whistleblowers' position strengthened
Parliament recently adopted a proposal to amend Norway's employment legislation in order to further strengthen the position of whistleblowers (for further details please see "Proposal to strengthen position of whistleblowers"). The proposed amendments, which clarify and codify the current practice, will enter into force on 1 January 2020.
In December 2018 the EEA Joint Committee incorporated EU Directive 2015/1794/EU, which amended the following labour directives regarding seafarers in order to provide them with additional rights:
- EU Directive 98/59/EC (on collective redundancies);
- EU Directive 2001/23/EC (on transfers of undertakings);
- EU Directive 2002/14/EC (on information and consultation);
- EU Directive 2008/94/EC (on the protection of employees when employer becomes insolvent); and
- EU Directive 2009/38/EC (on the European Works Council, among other things).
Amendments which will implement these changes into the applicable Norwegian legislation will enter into force on 1 August 2019.
Discrimination legislation amended
In order to lower the threshold for processing sexual harassment disputes, the Anti-discrimination Tribunal has been authorised to enforce the prohibition on sexual harassment in the workplace and may impose damages for non-economic loss during employment. Tribunal decisions may be brought before the courts by either party to a dispute. The amendments to the discrimination legislation further specify employers' duties to:
- promote equality; and
- issue a statement on their workplace's current state of affairs, as well as implemented and planned measures to promote gender equality.
The amendments will take effect from 1 January 2020.
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