A. EMPLOYER POLICY REQUIREMENTS
In order to be legally compliant, employers are required by legislation to create and implement a number of employment policies. The following are required statutory policies for an organization that is commencing work in Norway:
- procedures for whistleblowing regarding censurable conditions (e.g. work place harassment) and procedures for processing and follow-up of such notifications
- required documentation of the systematic health, environment and safety work (HSE).
- written instructions prescribing how the work is to be done and what safety measures are to be implemented, if your business includes work that may involve particular hazards to life or health
- individualized follow-up plan for return to work following an accident, sickness, fatigue or the like
There are a number of policies that employers should create. These policies will help an organization manage employee relations and mitigate the risk of legal liability in the future:
- a general policy on accident risks and health hazards that may be connected with the work, and what safety measures employees should make
- code of ethics, including discrimination, harassment, violence, threat or other improper conduct.
- personnel guidelines
B. EMPLOYEE TRAINING REQUIREMENTS
Employers are required to complete certain training activities. The following are statutorily mandated trainings that employers must provide:
- HSE training appropriate for the individual enterprise and its nature, activities, risks and size, for all employees
- training and other costs associated with the work of the safety representatives
C. EMPLOYMENT AGREEMENTS
As a rule, an employee shall be hired on a permanent basis. Fixed term contracts are only allowed
when certain requirements are met. All employment relationships shall be subject to a written contract of employment. There are minimum requirements regarding the content of the written contract, as it shall state factors of major significance for the employment relationship, including (at a minimum) the following elements:
- The identity of the parties
- The place of work
- The Employee’s title, post or category of work
- date of commencement of the employment
- If the employment is of a temporary nature, its expected duration and the basis for the appointment
- Trial period clause
- The employee’s right to holiday and holiday pay
- The periods of notice applicable to the employer & employee
- The pay agreed on commencement of the employment, any supplements and remunerations not included in the pay, as well as method of payment
- Duration and disposition of the agreed daily and weekly working hours
- Length of breaks
- Agreements concerning special working hours, if any
- Applicable collective agreements, if any