Norway: Industrial relations

Original author: Kjerstin Falkum Løvik, Arntzen de Besche
Updating author: Nina Thjømøe, Littler Norway

See the legal services provided by the updating author of International > Norway, including any discounts/offers for subscribers.

Summary

• Freedom of association is guaranteed by law and workers are free to form and join trade unions. (See Trade unions)
• There are statutory rules regarding collective bargaining, which covers around 70% of the workforce. (See Collective bargaining and agreements)
• Employers with at least 50 employees must provide information on issues of importance regarding employees' working conditions and discuss such issues with the employees' elected representatives. (See Informing and consulting employees - general)
• An employer contemplating collective redundancies must at the earliest opportunity enter into consultation with the employees' elected representatives with a view to reaching an agreement to avoid or reduce the number of redundancies. (See Informing and consulting prior to redundancies)
• Groups of companies with undertakings that together employ at least 50 employees must establish a framework for cooperation, information, and consultation with employee representatives across the undertakings. (See Informing and consulting within a group).
• There are various rules regarding employers' obligations to inform and consult prior to business transfers. (See Informing and consulting prior to transfers)
• "Community-scale" undertakings must, in certain circumstances, establish a body to negotiate with management over the establishment of a European Works Council or an information and consultation procedure. (See European Works Councils)
• There are statutory rules regarding industrial action, which is defined by statute as including strikes and lock-outs. (See Industrial action)
• Employees in companies with 30 or more employees are entitled to representation on the board of directors. (See Board-level representation)