New requirements for employment contracts

From 1 July 2024, a number of important statutory provisions in labour law will come into force that affect all employers. Several of the changes relate to expanded requirements for employment contracts. This will mean that employers will have to amend their employment contracts for all new hires after 1 July.

The background to the legislative changes is the extensive use of part-time and temporary employment, which can lead to insecurity for employees. The changes are intended to provide greater predictability and promote permanent full-time positions.

The most important changes related to the content of the employment contract are:

• The employment contract shall contain a description of the procedure for termination, including formal requirements and notice periods
• If the employee's remuneration consists of different elements, these must be stated separately, such as bonuses, overtime and the size of various supplements.
• The employment contract shall specify the company's shift arrangements, as well as arrangements for overtime and overtime pay.
• The employment contract must contain information about the right to skills development where the employer offers this.
• The employee's right to any paid absence other than holiday, including paid leave, shall be included in the employment contract.
• Social security benefits organised by the employer, as well as the names of the institutions that receive payments from the employer in this connection, must be stated. Examples include sickness benefits, insurance and pension schemes.
• For employees who do not have a fixed place of work, the employment contract must state that the employee works at different locations, or that the employee is free to decide their own place of work.

The deadline for when employment contracts must be in place for new employment relationships will be reduced from one month to seven days after the start of the employment relationship.

For employment relationships already entered into at the time of entry into force, the written employment contract must be supplemented in line with the changes if the employee so requests. The employer will then have to supplement the employment contract within two months.

The labour law team at Halvorsen & Co AS is well acquainted with the new rules and knows how the employment contracts in your company can best be adapted to the new changes. Contact us for more information and advice.

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Trine Glorvigen

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