New rules for employment contracts give you greater security
Now it will be easier for you as an employee to understand your rights and obligations at work. From 1 July 2024, new rules for employment contracts came into force. Here's what's new.
Short version of the story
- New rules for employment contracts were valid from 1 July 2024. This will give you as an employee greater predictability and clearer working conditions.
- Especially if you are going into your first job, you must be aware that the employment contract meets the requirements.
- The new requirements for content include, among other things, holiday pay, salary, working hours and skills development.
- Employers must follow new deadlines for submitting written employment contracts. You must have an employment contract ready within seven days of starting your job. If the work is shorter than one month, you should have an appointment ready right away.
- There are also changes about how long a probationary period you can have.
- If you already have an employment contract, you do not need to do anything.
- NITO encourages everyone who is offered a job to carefully check their employment contract before signing.
Read about the details of the changes in the article.
Also try NITO's appointment check.
The short version has been created by artificial intelligence and reviewed by NITO employees.
"The requirements will provide clearer working conditions and it will be easier for you as an employee to predict what the employment relationship will be like," says NITO lawyer Tone R. Bjellaanes (pictured).
"At the same time, changes were made to the rules on probationary periods, temporary positions and part-time positions," she says.
The legislative amendments implement the EU's Working Conditions Directive on clear and predictable working conditions.
"NITO has supported the changes and is pleased that this has now been put in place.
Bjellaanes asks you to be aware of this in the future.
What does this mean for your current contract?
- If you already have an employment contract, you do not need to do anything. Your current agreement still applies, unless you require an update yourself. If you request it, your employer must update your agreement within two months.
- If you request an update, or choose to sign an updated employment contract offered by your employer; Make sure that the employer does not use this opportunity to change other contract terms without your agreement.
What's changing? Here are the new requirements for the content of the employment contract
Arbeidssted
Hvis du ikke har et fast arbeidssted, men fritt kan velge hvor du jobber fra, skal dette stå i avtalen.
Feriepenger og annet betalt fravær
Du skal få informasjon om dine rettigheter til feriepenger, reglene for fastsettelse av ferie og eventuell rett til annet betalt fravær.
Oppsigelse eller avskjed
Reglene for fremgangsmåte ved oppsigelse og avskjed skal være tydelig beskrevet.
Lønn
De ulike elementene som utgjør lønn, tillegg og andre godtgjøringer som ikke inngår i lønnen skal angis særskilt. Dette er for eksempel pensjonsinnbetalinger og kost- eller nattgodtgjørelse.
Arbeidstid
Ordninger for vaktendringer skal beskrives der det er aktuelt. Hvis den daglige og ukentlige arbeidstiden vil variere, skal arbeidsavtalen gi opplysninger som gir deg grunnlag for å beregne når du skal jobbe.
Ved uforutsigbare arbeidstidsordninger skal arbeidsavtalen angi varslingsfristen som gjelder før arbeidet starter og innenfor hvilke dager og tidsrom du kan pålegges arbeid.
Innleie
Du skal få informasjon om innleiers identitet så fort denne blir kjent.
Kompetanseutvikling
Avtalen skal inneholde opplysninger om hva slags kompetanseutvikling du eventuelt har rett til som følge av tariffavtale, arbeidsgivers policy eller lignende.
Sosiale ytelser
Du skal få informasjon om sosiale ytelser som arbeidsgiver administrerer eller betaler for, og navnet på institusjoner som leverer slike ordninger. Dette gjelder eksempelvis pensjons- og forsikringsordninger, eller dersom arbeidsgiver forskutterer sykepenger og foreldrepenger.
Arbeidstakere som sendes til utlandet
Hvis du skal jobbe for arbeidsgiveren din i utlandet, skal det inngås en tilleggsavtale. I den skal det stå hvilket land arbeidet skal utføres i. Vilkårene for hjemreise og utgiftsdekning i den forbindelse skal også framgå. Det er også vedtatt nye krav til innholdet av arbeidsavtalen til arbeidstakere som utstasjoneres til et EØS-land.
Employer's deadlines for submitting an employment contract
- From 1 July 2024, you were entitled to have a written employment contract presented as soon as possible and no later than seven days after the employment began. For employment relationships with a duration of less than one month, or in the case of hiring out labour, you must receive a written employment contract immediately.
- If changes are made to the terms and conditions that must be stated in the employment contract, the employer is obliged to include these changes in the employment contract as early as possible and no later than the day the change takes effect. The exception here is if the changes are due to changes in laws, regulations or collective agreements.
Note! New rules on probationary periods, part-time employees and temporary employees
- In the case of temporary appointments, the probationary period can no longer exceed half of the employment period. The maximum length of six months still applies to employment lasting more than one year.
- A new probationary period cannot be agreed for the same or equal position with the same employer, except when the temporary employment was shorter than six months. Then the probationary period can be extended, as long as the total duration does not exceed six months.
- On 1 July 2024, part-time and temporary employees were given the right to request more predictable working conditions. This includes transitioning from temporary to permanent employment or increasing the FTE percentage. Employees must have been employed for more than six months and can request this every six months. The employer must then respond in writing within one month.
- In addition, new provisions are introduced on the burden of proof regarding the scope of employment: If the employment contract does not state the scope of employment, the employee's version shall be used as a basis unless the employer can prove otherwise.