300 were laid off, now increased interest in organizing
- Sorry, if you are not a member, we have limited opportunities to help. Once you have the resignation in your hand, it is often too late," says union representative Line Adelheid Stang. She refers to the fact that 5 out of 15 NITO members at Aker Verdal received assistance that allowed them to keep their jobs or find alternative solutions to losing it.
When the wind projects did not come at the pace that was expected, Aker Verdal had to carry out a workforce reduction of 300 employees in the winter of 2026. This was a demanding process, also for the union representatives. 15 out of 100 NITO members at the company were affected.
"As union representatives, we quickly gathered and worked closely together to take care of our members," says Line Adelheid Stang (pictured), new head of NITO's corporate group at Aker Solutions Verdal. "Our goal was to leave no stone unturned and contribute to solutions that as many people as possible could live with.
Experience has highlighted the importance of being organised, especially in an industry that is perceived as uncertain going forward. They are now receiving signals that more employees are considering membership in NITO for increased security in their work situation.
- We are proud of the collaboration we have had in the company group, and happy that we were able to contribute to solutions for a significant proportion of our members, says Stang.
Among the solutions were both a continuation in the position at Verdal, as well as an offer of new roles elsewhere in the group.
Collaboration and support
Along the way, the business group received support and advice from NITO Trøndelag North and South and NITO's lawyers.
- We also find that the HR department at Verdal has been constructive and available throughout the process. They have shown understanding of the situation and been responsive to input," says Stang.
As part of the measures, severance packages were offered to employees over the age of 62. Several took advantage of this opportunity and resigned from the company.
- Of course, it is sad to lose valuable expertise, Stang points out.
Unrest and uncertainty
The downsizing process naturally created unrest among the employees. The assessments were based on criteria such as seniority, competence and social conditions.
- For many, especially new employees, this came as a shock. The period from the start until the process was over was experienced as long and demanding," says Simon Anfinnes (pictured), who is part of the company group's board.
- A lack of follow-up information from the company contributed to several months of experience of uncertainty. The thought of possibly having to enter into a job search process is also stressful," he says.
Stang acknowledges that the process was initially perceived as abrupt, and that in retrospect it is clear that more preparation and training could have been useful.
"At the same time, we mobilized well along the way, and the result was better than we initially feared," she says.
Berit Leirset, also from the board, emphasizes the importance of supporting colleagues in such a situation: - It is meaningful to be able to contribute for others. As a union representative, it is easier to keep an overview and work constructively on behalf of the members. An important focus has been to identify alternative opportunities internally in the Group, so that more people could be offered new positions.
- Many experienced great uncertainty. We also received inquiries outside working hours from employees who were worried about their own situation," says Stang.
Despite the challenges, the company group feels that they have worked well together: "We have had a close and good collaboration, and have been keen to get support and expertise where necessary," says Otte Storholmen of the board.
Advice on downsizing
- Acquire knowledge
Familiarize yourself with downsizing processes and relevant regulations.
- Preparation must take place in advance. As a union representative, you should complete relevant courses, and as an employee, it is a clear advantage to be organized," Stang emphasizes.
These are your rights in the event of downsizing and restructuring - Make use of available support
NITO offers both legal assistance and advice. Contact your union representative early on if you are affected by a downsizing.
Find your union representative - Be active and don't give up
The discussion meeting (the 15-1 conversation) is the beginning, not the end of the process.
Get five important tips before the discussion meeting
The above advice is given by the company group, based on their experiences.
- After a possible termination, it is important to look at what opportunities exist, both internally and externally. Be active in promoting solutions and arguments," says Stang. - When you know that all options have been considered, the outcome is often perceived as easier to accept.
NITO's business group at Aker Verdal is now better equipped for future restructuring – and at the same time welcomes new members.
Photo: Parts of NITO's business group board at Aker Verdal from left: Simon Anfinnes, Line Adelheid Stang and Otte Storholmen. They are more than happy to welcome more people to NITO!
