It is the Ministry of Labour and Social Affairs that has overriding responsibility for the Government’s labour policy.
Labour immigration provides Norway with important expertise and covers our need for labour in several sectors. Norway has for many years been part of a common Nordic labour market. Through the EEA Agreement and the EFTA Convention, Norway is also part of a common European labour market.
Labour market measures are one of the most important policy instruments aimed at promoting a well-functioning labour market. Labour market measures aim at contributing to increased participation in employment, reduced unemployment and combating exclusion by helping people with problems on the labour market to find work and become active.
Enterprises are themselves responsible for preventing accidents and harm to health as a result of work. Employers have a duty to ensure that the working environment is both safe and satisfactory.
Shaping the Future of Work in the Nordic countries – the Impacts of the Sharing Economy and New Forms of Work
Program for the Nordic conference on the future of work in the Nordic countries and the impacts of the sharing economy and new forms of work. The conference takes place May 22 – 23, 2017.
Press release from the Norwegian Technical Calculation Committee for Wage Settlements: The Basis for Wage Settlements in 2016 – Preliminary Report.
In December 2013, the European Court of Human Rights (ECHR) ruled in favour of seven North Sea divers, finding that the Norwegian State has violated Article 8 of the European Convention on Human Rights concerning the right to respect for private and family life. The State was unanimously acquitted of the other counts in the case.
The Government presents here a strategy for strengthening of efforts to combat work-related crime.
The Letter of Intent regarding a more inclusive working life (the IA Agreement) is based on a tradition of cooperation and trust between the authorities, employees and employers in Norway, both centrally and locally. This is the fourth letter of intent regarding a more inclusive working life. The agreement will be valid for the period from 4 March 2014 to 31 December 2018.