Collective agreements in the state

The Basic Collective Agreement between the State and Akademikerne 2024 - 2026

Basic collective agreement entered into between the state through the Ministry of Local Government and Regional Development (KDD) and Akademikerne and Unio. NITO has a negotiation collaboration with Akademikerne in the state, and the agreement also applies to NITO's members. The agreement is valid from 1 May 2024 to 30 April 2026.

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Table of contents

1 Key provisions

1.1 Introduction

1.1.1 Parties

The Basic Collective Agreement has been entered into between the central government, represented by the Ministry of Digitalisation and Public Administration, on the one hand, and Akademikerne and Unio, on the other.

1.1.2 Scope

  1. The Basic Collective Agreement covers any employee who is covered by the Service Disputes Act , unless otherwise agreed.

  2. Part-time employees have the same rights under the Basic Collective Agreement as full-time employees, unless otherwise stated in the individual provision. However, part-time employees with several positions in the state do not have better rights under the Basic Collective Agreement than employees in full-time positions.

  3. Apprentices are covered by the Basic Collective Agreement and by central and local special agreements unless otherwise stipulated (cf. the Special Agreement for Apprentices and Apprentice Candidates).

1.1.3 Positions outside the Basic Collective Agreement

Positions that the parties have removed from the Basic Collective Agreement have their pay and working conditions determined administratively. 

1.1.4 Additional acquisitions

Employees must not hold secondary positions, secondary occupations, directorships or other paid assignments that may inhibit or delay their ordinary work unless there is a special order or permission.

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1.2 Job placement

1.2.1 Salary ladder

Salary ladder, see Appendix 1.

1.2.2 Salary Plans

a) Throughout, see Appendix 1.
b) Ministry areas, see Appendix 1.

1.3 Changes during the period

The central parties may, by agreement, make changes to the Basic Collective Agreement during the agreement period.

1.4 Zoning provision for the 2nd year of the agreement

a) Before the end of the 1st year of the agreement, negotiations shall begin between the state and the main confederations on any salary adjustments for the 2nd year of the agreement.

b) The parties agree that the negotiations shall be conducted on the basis of the general financial situation at the time of the negotiations and the prospects for the 2nd year of the agreement. The nominal wage development for employees in the state tariff area must be assessed in relation to the rest of working life.

c) If the parties do not reach an agreement in negotiations, the parties may terminate the Basic Collective Agreement within 14 days after the negotiations have been concluded and with 14 days' notice, with expiry no earlier than 1 May 2025.

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2 Local regulations

2.1 Parties

The negotiations shall be conducted between the employer at the individual negotiating location and the member organisations of the main confederations, or any subdivisions thereof.

All organisations with the right to negotiate under a main confederation can locally choose to act as a single party (the main confederation model).

For enterprises marked "other", the employer at the individual negotiating location and organisations entitled to negotiate at union level are parties to the negotiations, unless these parties agree otherwise.

As a general rule, the organisations entitled to negotiate must be represented by union representatives at the place of negotiation. The employer at the place of negotiation should have written notification of who the organisations' representatives are.

Employer representatives and representatives of the organisations entitled to negotiate centrally have the right to assist in the negotiations. The parties agree that this should be done in exceptional cases, and that the other parties should then be notified. 

No one can negotiate their own salary in local negotiations. In enterprises where an organisation has only one member, the member's interests in wage negotiations are safeguarded by another organisation under its own main confederation, or by the organisation in question centrally designated.

2.2 Places of negotiation

After discussions with the main confederations, the DFD decides where the negotiations in the ministry areas are to be conducted. The place of negotiation will be discussed before the negotiations on a new Basic Collective Agreement have been concluded. The negotiations shall be conducted for the collective agreement period as shown in Appendix 2 .

The employer at the place of negotiation in Appendix 2 may delegate the negotiations after discussion with the employee representatives at the place of negotiation*. Discussions must take place well in advance of the start of the negotiations.

* It may be delegated to a level/unit that is an operating unit under the place of negotiation pursuant to section 4 no. 3 of the Basic Agreement: "An operating unit means geographically dispersed and/or administratively independent units/district offices, county administrations, etc. within the enterprise."

If, during the collective agreement period, organisational changes occur that make it difficult to conduct local negotiations at the bargaining points stipulated in Appendix 2, DFD will decide where these negotiations are to be conducted during the collective agreement period after prior discussions with the main confederations.

2.3 Local wage policy

The state's wage system presupposes that the local parties have an agreed wage policy on how the wage system is to be used and what wage measures are necessary to achieve the enterprise's goals.  can also be used. The salary policy must be laid down in writing and be known among the employees. In connection with the preparation of local wage policy, the parties are encouraged to establish minimum wage levels for positions where bachelor's and master's degrees are required. 

On the basis of its tasks, personnel situation and budget, each ministry/agency prepares a personnel policy in which the wage policy is an incorporated part.  competence, experience and responsibility, temporary employees and employees on leave are taken care of.

Local wage policy shall include the salary development of union representatives. Union representatives shall not lose out in terms of salary from office.

Necessary overviews and summaries of pay at all levels, divided between women and men, must be prepared, and any differences must be mapped.

The local wage policy is reviewed after each main collective agreement.

2.4 Scope of application

During local negotiations, the parties may not agree on pay and working conditions, etc., that have automatic effect beyond their own place of negotiation, cf. section 2.2.

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2.5 Local negotiations

2.5.1 Annual negotiations

Local negotiations are conducted at the place of negotiation, cf. section 2.2, if one of the following conditions is met:

a) Funds have been allocated centrally from the financial framework for local negotiations. DFD calculates the allocation to the individual negotiating location specified in Appendix 2. The provision is distributed proportionately according to the annual salary base, unless otherwise agreed between DFD and Akademikerne and Unio.

b) The employer side allocates financial resources, and assesses any recycled funds.

With effect from 1 May 2025, DFD and Akademikerne and Unio have agreed that local negotiations will take place within a framework of 3.3% as of the date of the salary base.

The negotiations must be concluded by 31 October 2025.

If the negotiations have been delegated, the parties shall agree on the amount of the provision at the place of negotiation specified in Appendix 2 . If no agreement is reached, the provision is distributed proportionately according to the annual wage base. Minutes of the meeting will be drawn up. 

The following employees are also covered by the negotiations and must be assessed in terms of salary:

a) Employees who are on paid leave
b) Employees who are on parental leave without pay, cf. Section 12-5 of the Working Environment Act
c) Employees who, at the time of effect, are on other unpaid leave of up to one month's duration.

Employees who, before the effective date, have re-entered after unpaid care leave; cf. Section 20 no. 7, must also be assessed in terms of salary.

2.5.2 Annual salary adjustment for managers

The ministry or the enterprise's board of directors determines a salary change for the enterprise's senior manager.

Salary changes for managers at the next management level are determined by the company's top manager in agreement with the organisations entitled to negotiate. If the parties do not reach an agreement, the dispute cannot be appealed. The employer's most recent offer must then apply. Minutes from the meeting must be drawn up.

The salary changes are conditional on coverage in the enterprise's budget, in addition to centrally allocated funds, cf. section 2.5.1 (a).

The local salary policy is the guiding principle for assessing salary changes for managers. The basis for assessing the manager's salary may otherwise be achieved results, the exercise of good management, significant organisational changes and the need to retain qualified labour, etc.

Salary adjustment may only be made in connection with local negotiations pursuant to section 2.5.1, or when the conditions for salary changes on special grounds, section 2.5.3 are met.

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2.5.3 Special grounds

  1. The parties at the place of negotiation, cf. section 2.2, may conduct negotiations if:
    a) Have there been significant changes in the circumstances that have been used as a basis for determining the salary of the positions/employees.
    Remark:
    Negotiation requirements based on point 1 a) above should be documented by a job description/job assessment or information that in some other way makes it possible to measure the changes in the assigned tasks.
    b) Are measures planned or implemented that lead to increased efficiency, productivity, simplification or better user orientation. The employer defines the goals for the measure and the size of the provision. The parties negotiate the distribution of the provision between the employees who have contributed to the measure.

    c) Reorganisations/organisational changes have been carried out and where unjustified pay differences have arisen as a result. Negotiations are conditional on coverage in the company's budget.

  2. By agreement with the employee representatives, a fixed-term or permanent salary change may be granted to an employee or groups of employees when there are particular difficulties in recruiting or retaining specially qualified labour, or who have made an extraordinary effort. If the parties do not reach an agreement, the dispute cannot be appealed. The employer's most recent offer must then apply. Minutes from the meeting must be drawn up.

  3. Where documented pay differences cannot be explained by anything other than gender, the employer shall , in consultation with the employee representatives, correct the pay differences in accordance with Section 34 of the Equality and Anti-Discrimination Act. The same applies where documented pay differences cannot be explained by anything other than the grounds for discrimination in Section 6 of the Equality and Anti-Discrimination Act. Minutes from the meeting must be drawn up.

2.5.4 Policy instruments

Pursuant to sections 2.5.1, 2.5.2 and 2.5.3, the following instruments may be used:

a) General Supplement.
b) Group Supplement.
c) Individual supplements.
d) Move employees between salary ladder and directly placed remuneration.
e) Changed job code.
f) Agree on a minimum wage for employees with special tasks, place of employment and the like.
g) Create and amend special agreements.

The instruments in letters a) to c) may be fixed, the instruments in letters b) and c) may also be limited in time.

2.5.5 Appointments to vacant positions, etc.

  1. Before advertising a vacant position, employee representatives in the relevant enterprise/operating unit/work area must be informed of the salary with which the position will be advertised.

    The union representatives can demand to discuss the salary placement.

  2. Equal pay is taken into account when determining salary.

  3. Up to 12 months after employment, and in the event of a transition from temporary to permanent employment, the employer must assess the employee's salary determination. This is done after dialogue with the employee.

  4. Employees who have been on leave without pay must be assessed in terms of salary by the employer upon reinstatement. This is discussed with the employee representatives.

    Employee representatives are given an annual written overview of the use of the provision for the enterprise.

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2.6 Rules of negotiation

2.6.1 Requirements

Demands for negotiations must be submitted in writing to the individual negotiating location. When negotiations are required to be resumed, the employer must notify all organisations entitled to negotiate in writing.

2.6.2 Deadline

No later than 14 days after the request for negotiations has been received, the employer must agree on progress with the organisations entitled to negotiate that will participate in the negotiations.

2.6.3 Conduct of annual local negotiations pursuant to section 2.5.1

Before the annual local negotiations pursuant to section 2.5.1 begin, a preparatory meeting shall be held between the parties at the place of negotiation specified in Appendix 2. At the meeting, the basis for the negotiations, the total allocation to the negotiating venue, including distribution to any delegated negotiating venues, consideration for gender equality/equal pay, etc., are reviewed, including the results of the equal pay survey. In the preparatory meeting, the parties must discuss whether parts of the pot should be used for general supplements and/or group supplements.

In addition, the parties agree on a claim deadline and a meeting schedule for implementation. Local negotiations require that the parties act as equal parties. Local negotiations also require that wage data is available in such a form that the parties avoid disagreement about the basis for the figures. Before the negotiations, the local parties must therefore clarify which wage data and statistics will form the basis for the negotiations. The statistics may, as necessary, include job title, job fraction and code, possibly information on seniority and other salary information, including historical salary data, that is necessary for the implementation of local negotiations.

Minutes of the preparatory meeting must be kept.

Where the negotiations have been delegated, these parties must hold a corresponding preparatory meeting after they have received the minutes of the preparatory meeting and minutes showing the allocation, from the place of negotiation specified in Appendix 2.

The local parties are encouraged to agree on a process for local negotiations that suits the business. If the local parties do not agree, DFD and the main confederations agree that the annual local wage negotiations will be conducted in the following manner, unless the local parties have agreed otherwise in the preparatory meeting:

  1. Sufficient time must be set aside to assess claims and offers during the negotiations.

  2. The negotiations are conducted in joint meetings with the organisations entitled to negotiate on the basis of the local parties' common wage policy platform.

  3. Either party may request a special meeting with one or more of the organisations or with the employer.

  4. During the preparatory meeting, the parties shall discuss how much of the total provision is to be included in the first offer from the employer, and the offer must reflect the requirements of both the employer and the organisations.

  5. The demands are exchanged at the same time if one of the parties so demands.

  6. The parties shall argue for their prioritised and ranked claims and offers, as well as state their views on the claims submitted.

  7. The salary supplements are given as general supplements, group supplements and/or individual supplements, cf. section 2.5.4.

  8. The parties have a joint responsibility for ensuring that the financial framework has been used and that agreed guidelines have been followed.

2.6.4 Postponement and termination

If negotiations cannot commence within 14 days after the claim has been submitted, as stipulated in the Service Disputes Act, the postponement must be agreed between the parties. If 14 days have passed after the actual negotiations have begun, either party may demand that the negotiations be concluded one week after such claims have been made.

2.6.5. Protocols

Minutes are kept of the negotiation meetings at which the negotiations are conducted, cf. Section 9 of the Service Disputes Act. If the negotiations have been delegated, cf. section 2.2, the minutes shall be sent to the parties at the overall negotiating venue for information

2.6.6 Evaluation meeting

Shortly after the local negotiations pursuant to section 2.5.1 of the HTA have been completed, an evaluation meeting will be held at which the parties will exchange experiences from this year's negotiations locally.

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2.7 Dispute

2.7.1 Delegated negotiations pursuant to sections 2.5.1 and 2.5.3 no. 1

Disagreements at the delegated level are decided by the parties at the place of negotiation specified in Appendix 2. 

The parties at the place of negotiation specified in Appendix 2 must consider the case within 14 days, unless they agree otherwise.

2.7.2 The State Salary Committee

In the event of negotiations on a change of salary allocation pursuant to section 2.5.1 and in the event of negotiations on a special basis pursuant to section 2.5.3 no. 1, each of the parties at the place of negotiation specified in Appendix 2 may bring the matter before the State Salary Committee in accordance with the rules of the Service Disputes Act.

Notice that the case is to be brought before the State Salary Committee must be given to the other parties at the place of negotiation specified in Appendix 2 no later than 2 weeks after the negotiations have been concluded. Before the case is brought before the State Salary Committee, DFD, Akademikerne and Unio must be informed of the dispute before a summons is issued, so that they have the opportunity to comment.

A summons is sent to the State Salary Committee within 3 weeks after the notification deadline as mentioned in the second paragraph has expired.

For cases that have first been processed in accordance with section 2.7.1, the deadline for notice is 1 week, and the deadline for filing a summons is 2 weeks.

The result of the agreement between those of the parties who may agree cannot be implemented until the State Salary Committee's ruling has been made.

In special cases, the State Salary Committee may deal with disputes where the deadlines have been exceeded.

2.7.3 Special agreements

Disputes concerning the establishment and amendment of a special agreement may be brought before a special tribunal or the State Salary Committee in accordance with the rules of the Service Disputes Act.

2.7.4 Litigation

Before any legal dispute, cf. Section 20 (1) of the Service Disputes Act, concerning local special agreements is brought before the Labour Court pursuant to Section 24, first paragraph, of the Service Disputes Act, DFD and the main confederations shall be informed of the dispute before a summons is issued, so that they have the opportunity to comment.

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3 The common provisions

§ 1 General

  1. When references to statutory provisions are made in the joint provisions, this is done in order to create coherence in the text and to make it more easily accessible to the user. The references are not intended to create rights or obligations for the parties beyond what these laws themselves prescribe. Nor are the references intended to limit the rights or obligations contained in mandatory provisions of law.

  2. Employees may not receive municipal, county or private supplements in their position unless the Storting or the person it authorises gives their consent.

§ 2 Definitions

  1. Annual salary is individually agreed salary, unless otherwise agreed in this agreement or in a special agreement entered into between DFD and the main confederations. Individually agreed salary also includes fixed monthly supplements, which are not linked to specific functions, tasks, etc. The part-time employee's salary is calculated in relation to the person's part-time percentage.

  2. Monthly salary is annual salary according to no. 1 divided by 12. Daily wage is monthly salary divided by 30. Hourly wage in Sections 13, 15 and 16 means annual salary divided by 1,850 unless otherwise agreed. Hourly earnings for hourly employees are calculated on the basis of the annual salary and working hours for the corresponding full-time position.

  3. Overtime pay is hourly pay plus 50%. Increased overtime pay is hourly pay added to 100%. Overtime allowance is 50% of the hourly wage. Increased overtime supplement is 100% of the hourly wage.

  4. The terms enterprise and operating unit are defined as in section 4 no. 2 and 3 of the Basic Agreement.

  5. The term spouse is defined in Sections 1 and 95 of the Marriage Act.

  6. Cohabitants are considered cohabitants
    − two people who have lived together in a marriage-like relationship if it appears in the National Population Register that they have had the same home for the past two years, or
    "Two people with children together and a shared home.
    Cf. also Section 6-1 of the Regulations to the Occupational Injury Insurance Act. DFD may in very special cases make exceptions to the conditions.

  7. Part-time employee means:
    Employees with normal working hours calculated on a weekly basis or according to an average calculation according to the rules of the Working Environment Act, which are shorter than the working hours for employees in a corresponding full-time position.

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§ 3 Determination of salary

The employee is employed in a position code in accordance with the salary plan and in accordance with section 2.3 on local salary policy on salary determination, including the possibility to use job titles. The annual salary must be agreed individually upon employment where education and relevant experience are included in the assessment of salary determination.

Upon appointment, an employee with a higher academic education is paid a minimum annual salary of NOK 518,500 .

§ 4 Salary ladders

The salary plan booklet shows which positions are to be placed in the salary ladder.

Short salary ladders have a length of 10 years with an annual increase of 1.1%. The long salary ladder has a length of 16 years with an annual increase of 1.1% for the first 10 years, and then a 0.55% annual increase for the last 6 years.

Annual seniority promotion is calculated on the basis of the individual's annual salary in force at any given time, and is in addition to the adjustment of salary pursuant to Chapter 2.

Job seniority for positions in ladder is calculated from the 1st of the month in which the employee takes up the position. When hiring in a new position, and when changing the job code, the employee is placed on seniority 0 in the ladder.

If the salary offer at the time of employment, or the result of negotiations pursuant to section 2.5.3 no. 2, exceeds the average annual salary in the relevant position code for the employees in the enterprise who have a job seniority of 10 or 16 years, the employee may be placed directly.

§ 5 Pay review

Employees must be offered an annual conversation about competence, responsibility, salary and career development, cf. the local salary policy. The conversations are intended to contribute to equal pay between the sexes and prevent discrimination pursuant to Section 6 of the Equality and Anti-Discrimination Act.

Upon re-entry after parental leave, the employee must be offered a conversation about competence, responsibility, salary and career development.

§ 6 Leave of absence that does not interrupt the seniority of the position

Leave of absence with full or partial pay does not interrupt the seniority of the position.

Upon re-entry from the following leave, a salary adjustment corresponding to promotion is given according to the salary ladder of the position during leave:

  1. Leave of absence in connection with assignments in a civil servants' organisation and to perform public office.
  2. Unpaid leave in connection with military, civil defence and police service, and in connection with work in international operations, aid organisations and the like.
  3. Unpaid leave for care work.
  4. Leave without pay to further their education for the state service of up to 3 years. An employee who, due to care work, has had his or her education delayed or postponed, may have an additional up to 1 year included.

DFD may decide that other absences are also included in the job seniority.

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§ 7 Working hours

  1. The ordinary working hours must not exceed 37.5 hours per week. When calculating average working hours, reference is made to the provisions of the Working Environment Act, see also section 1 (1) of the joint provisions. Working hours shall, to the extent possible, be arranged in the period between 07:00 and 17:00 and be distributed over 5 days per week.

  2. If, for the sake of the service, it is deemed necessary to shift working hours beyond 07:00 and 17:00, working time arrangements shall be agreed accordingly in accordance with the rules of the Basic Agreement.

    The need to stipulate staggered working hours shall be discussed with the organisations concerned.

    See also the Government Personnel Handbook, section 7.3.7, note 2.

  3. Reduced working hours for employees with shift duty, cf. Section 10-4 of the Working Environment Act , are implemented as follows: For ordinary working hours every day between 20:00 and 06:00, each hour worked is counted equal to 1 hour and 15 minutes.

    For the ordinary working hours on Sundays and weekends between 06:00 and 20:00 , each hour worked is counted as equal to 1 hour and 10 minutes.

    For work that is carried out mainly at night, for shift work that is carried out regularly on Sundays and public holidays, and for working time arrangements that entail that the individual employee must work at least every third Sunday, the total effective working hours shall not exceed 35.5 clock hours per week. Any average calculation can be made in accordance with the provisions of the Working Environment Act.

  4. Flexible working hours and the conditions for this are stipulated in a special agreement between DFD and the main confederations.

  5. Part-time work can be carried out by agreement between the individual employee and the employer.

  6. When extraordinary circumstances arise, ordinary working hours may be postponed with a minimum of one day's notice. The arrangement is subject to local agreement and ceases as soon as the extraordinary circumstance no longer exists.

    For the part of the staggered time that falls 1 hour or more outside the person's normal working hours, a supplement corresponding to the overtime supplement (50%) is paid for the part of the staggered time that falls before 20:00, and a supplement corresponding to the increased overtime supplement (100%) for the part of the staggered time that falls between 20:00 and 06:00, and on Saturdays, Sundays and weekends.

  7. In enterprises where conditions are conducive to this, a fixed-term agreement may be entered into on working hours of up to 9 hours per day/day (up to 10 hours by agreement with the employee representatives). The agreement is subject to agreement, and is entered into between the employer and the employee or between the employer and the employee representatives. Accrued time in excess of ordinary working hours can be given as:

    a) Single days off.
    b) Contiguous days off.
    c) Contiguous days off in connection with ordinary holidays.

    An agreement entered into between the parties takes precedence over agreements entered into between the individual employee and the employer.

  8. If the parties agree locally, pilot schemes may be implemented in the individual enterprise that deviate from the provisions on working hours. If the pilot schemes go beyond the framework of the Basic Collective Agreement and/or the Working Environment Act, they must be submitted to DFD and the main confederations for approval before the schemes enter into force. 

    Such pilot schemes can be agreed for both groups of employees and for individuals.

  9. When the work is carried out at different times of the day, a work plan/service plan must be prepared that shows the individual employee's work and leisure time. When drawing up work schedules/service plans, it must be taken into account that the working hours are distributed as equally as possible among the employee(s). Local negotiations may be conducted on adapting the provisions to the conditions in the individual enterprise, for example in cases where there is a need for non-periodic work schedules/service plans or in the event of more uneven use of night work.

    Employees who work shifts/shifts must be ensured predictability in their working time planning for when they will have weekends off and when they have their free periods (weekly rest).

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§ 8 Compensation for domestic travel

Travel time during ordinary working hours is fully considered working time.

  1. Calculation of travel time outside ordinary working hours:

    a) Travel time is the time that elapses between the place of work/place of residence and
    the destination of the journey, including any necessary waiting time along the way. If the journey includes several destinations, the time for travel between each destination is considered travel time.

    b) Time spent in hotels and the like is not counted as travel time.

    c) Travel time between 22:00 and 06:00 is not counted as working time when the employee is entitled to a night supplement or uses a sleeping place.

    d) Travel time is calculated hour by hour (1:1).

  2. Travel Time Compensation:

    a) Accrued travel time is given as time off for an equivalent number of hours on another working day.

    b) If travel time cannot be given as leisure, hourly wages are paid according to the estimated travel time.

    If the travel time is accrued on free Saturdays, Sundays, week-off days (shift holidays), Easter Eve, weekends and public holidays, and after 12:00 noon on Pentecost, Christmas and New Year's Eve and the Wednesday before Maundy Thursday, hourly wage plus 50% of the calculated travel time will be paid.

    c) The supplements pursuant to section 15 nos. 3 and 4 are not paid for calculated travel time.

  3. The provision does not apply to employees in a managerial position or in a particularly independent position, or who receive special compensation for travel time. Local special agreements stipulate which employees this applies to.

  4. Time worked in excess of ordinary working hours is considered overtime. This also applies to necessary preparatory and follow-up work that must be taken during the travel absence and that is related to the travel assignment.

§ 9 Payment of wages

  1. Unless otherwise decided, salary is paid on the 12th of the month. This also applies to fixed pay increases and variable pay increases for the previous month if it is practically possible.

  2. Salary is paid to an account in a bank or by payment order.

  3. If the payday falls on a Saturday, Sunday, weekend or official holiday, the salary must be paid on the last working day before such days.

  4. An employee can be paid an advance on the salary he or she would receive on a payday that falls during the holiday before the start of the holiday.

  5. In special cases, the employee can receive up to 2 months' salary in advance. A written agreement must be entered into with the employee regarding the repayment.

  6. When an employee on sick leave retires on retirement or disability pension, the salary shall accrue until the end of the calendar month in question.

  7. In the event of death, salary is paid up to and including the month in which the employee dies.

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§ 10 Salary in connection with transfer to another position

  1. An employee who, due to reorganisation, is reassigned to a lower-paid position in the enterprise, retains his or her previous position's salary at the time of transition as a personal arrangement. The same applies in cases where both work tasks and employees are transferred to another enterprise as a result of reorganisation.

  2. An employee who, due to reorganisation, moves to a lower position in another enterprise, may retain up to his or her previous position's salary at the time of the transition as a personal arrangement if the ceding and/or receiving enterprise will pay the salary difference.

  3. An employee who transfers to a lower-paid position in the enterprise may, by agreement , keep their previous position's salary at the time of transition as a personal arrangement.

  4. An employee who, due to illness/documented health reasons linked to requirements in the position or the terms of employment, must transfer to a lower-paid position, will retain his or her previous position's salary at the time of transition as a personal arrangement. For positions on ladders, this includes the promotion regulations in force at any given time.

    An employee who, due to illness/documented health reasons linked to requirements in the position or the terms of employment, has to switch to a part-time position combined with partial benefit under the National Insurance Act and/or disability pension under the Act relating to the Norwegian Public Service Pension Fund, he or she shall receive a proportionate part of the salary in his previous position in accordance with the above-mentioned rules.

    The difference between disability benefit/pension and the salary of the position for the part of the position that the person in question is unable to perform due to the illness shall not be paid.

    The rules also apply when an employee is reinstated after disability retirement.

  5. If an occupational injury results in an employee having to be transferred to a lower-paid position, he or she will retain the salary of his or her previous position. It must at all times correspond to the salary in the position the person in question had when the occupational injury occurred.

  6. Part-time employees have the same rights as full-time employees pursuant to this section, however, the salary that is retained is determined proportionately according to the previous percentage of full-time employment.

§ 11 Wages during illness/injury, childbirth, adoption, care of a sick child, care of close relatives, welfare leave and occupational injury

  1. Salary pursuant to Section 18 nos. 1, 2 and 3, Section 19, Section 20, Section 22 and Section 24 no. 3 means salary pursuant to Section 2 no. 1, as well as salary supplements in accordance with the established service plan, i.e. the service plan the person in question would have been on if he or she were in service. Part-time employees are paid proportionate wages.

    The employee shall be paid the salary to which he or she is entitled at any given time in his or her employment. If a part-time employee has his or her FTE percentage changed for 1 month or more, the changed FTE percentage shall be used as a basis for the payment of salary for as long as the change is to last.

  2. An employee who, due to illness or occupational injury, is unable to perform his or her normal work may, with the consent of the doctor, be required to perform other work and retains his or her salary pursuant to paragraph 1, but not beyond the periods during which salary may be paid pursuant to sections 18 and 24.

  3. If an employee has other income from employment because he or she is not in ordinary service, this must be deducted from the salary that is paid.

  4. An employee who conceals or provides incorrect information of importance to rights pursuant to this section is not entitled to pay during the absence, cf. supplementary provisions in Section 8-8 of the National Insurance Act.

  5. Deductions must be made from the salary and any supplements to the salary paid to the employee, public pension or social security benefits. If such pension or social security benefits are granted for a period of time during which wages have already been paid, the state may demand that the proportion of the pension or social security benefits be transferred to it for this period as is needed to cover wages paid during the absence.

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§ 12 Proxy service

  1. If an employee is on leave of absence for a limited period of time, another employee in the same enterprise is obliged to take over the person's service duties.

  2. During compulsory service in a higher paid position, the employee is entitled to the salary of the person for whom he or she is serving when he or she takes over the entire area of work and responsibility of the position.

  3. If the employee does not take over the entire area of work and responsibility of the position because he or she does not meet the qualification requirements of the position, a partial substitute allowance may be paid.

  4. After discussion with employee representatives, the employer establishes guidelines for calculating partial proxy remuneration on the basis of the job descriptions or job assessments used in the enterprise's local wage policy.

  5. Deputy remuneration shall not be paid for a period of less than one week (5 working days). The payout is independent of the number of attendances.

§ 13 Overtime

  1. Overtime work must be mandatory and controllable and limited in accordance with the prerequisites in the Working Environment Act. Overtime shall generally be carried out in direct connection with ordinary working hours.

  2. For mandatory overtime work, a supplement of 50% is paid to the hourly wage (overtime pay). The supplement is increased to 100% for overtime work between 20:00 and 06:00 and for overtime work on Saturdays, Sundays and weekends and after 12:00 on the Wednesday before Maundy Thursday, Christmas and New Year's Eve (increased overtime pay). Overtime work that directly follows night work is compensated with increased overtime pay.

  3. By agreement between the employee and the employer in each case, the accrued overtime may be taken in lieu hour by hour. In addition to the free time, the employee is in such cases entitled to be paid the difference between ordinary salary and overtime pay (the overtime supplement).

  4. Employees in managerial positions or in particularly independent positions are generally not entitled to overtime pay. Such remuneration may nevertheless be paid for up to 300 hours in the calendar year when the employees:

    a) Follow those they are set to lead.
    b) Enters a set service list (roster).
    c) Is required to work overtime by a superior manager who can control the performance of the work.

  5. Part-time employees are remunerated with ordinary hourly wages for work in excess of the stipulated part-time work. For required work in excess of the ordinary working hours per day or per week for a corresponding full-time position, overtime pay shall be paid in accordance with paragraph 2 or if time off in lieu is agreed in accordance with paragraph 3.

  6. Employees who, after being summoned, are required to work overtime without direct connection to their ordinary working hours, are paid for 2 hours even if the work lasts shorter. If the work is interrupted, no extra payment is made for new overtime work if this is started within the calculated 2 hours.

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§ 14 Weekly leisure time

  1. The employee must have a continuous work-free period (weekly day off) of at least 36 hours during a week, and so that a full calendar day is always included. This free time should preferably be spent on Sunday and at least every other Sunday.

  2. In addition to the weekly day off, an additional day off shall be granted to the greatest extent possible, which shall extend over an entire calendar day. This day off shall, as far as possible, be placed in conjunction with the weekly day off.

  3. Where seasonal variations or other special circumstances apply, the parties agree that, following prior local discussions, deviations from the provisions shall be submitted to DFD and the main associations for approval.

  4. Mandatory service on a week-off/shift day off for employees in shift duty is considered overtime work and is compensated with increased overtime pay. By agreement between the employee and the employer, an agreement may be entered into in each individual case that the work shall be taken in lieu of time, cf. Section 13 (3).

    Mandatory overtime work in direct connection with the shift work/shift work is paid with overtime pay or increased overtime pay in accordance with the rules in section 13 no. 2.

    Part-time employees may not be paid increased overtime pay pursuant to these provisions until the conditions for payment of overtime pay pursuant to section 13 no. 5 are met.

  5. If the weekly day off or other shift day is taken on a weekend or public holiday that is not a Sunday, this must be compensated by the employee receiving a new shift day off. The man's work is included in the shift.

    If such time off cannot be granted, overtime pay equivalent to 7.5 hours is paid.

    In the event of mandatory service on such days, compensation is also paid pursuant to section 16. For a week-off day that partly falls on weekends or public holidays (cf. Section 16), no remuneration is paid.

    The time of relief can be added up to 30 minutes on weekend or public holidays without the week off being considered to partly fall on a weekend or public holiday.

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§ 15 Night, Saturday and Sunday work, etc.

  1. For ordinary work carried out between 20:00 and 06:00, a supplement is paid per clock hour corresponding to 45% of the hourly wage. The supplement is paid in addition to remuneration pursuant to subsection (4) and section 16 nos. 1 and 2.

  2. Employees who, according to agreement, receive overtime pay for ordinary night work shall not receive remuneration pursuant to subsection (1). Night time compensation for employees who receive other supplements that partially compensate for night work is determined through local negotiations.

  3. For ordinary working hours in the period between 06.00 and 07.00 and between 17.00 and 20.00 on the days Monday to Friday, NOK 25.00 is paid per hour worked.

  4. Employees who are required to work on Saturday or Sunday will be paid a supplement of NOK 65.00 per hour worked in the period Saturday at 00:00 to Sunday at 24:00.

    The supplement is paid in addition to remuneration pursuant to subsection (1) and for the days that fall on Saturday and Sunday pursuant to section 16 nos. 1 and 2.

  5. For reserve duty/resting watch, the following remuneration is paid in addition to time calculation:
    From 06.00-20.00 NOK 15.00 per running hour.
    From 20.00-06.00 NOK 25.00 per running hour.

  6. Employees are paid NOK 250.00 per working day they have shared a day's work if the day's work, including breaks and rest breaks, extends over at least 9 hours. Employees may not be required to appear more than twice per working day. Rest breaks in accordance with the provisions of the Working Environment Act or at the employees' request are not considered to be divided up in this regard. The supplement shall not be granted if the division of the day's work has been compensated in some other way. It is determined through local negotiations which employees are to receive the supplement.

  7. The rules in this section do not apply to employees in a managerial position or in a particularly independent position, unless they follow those they are assigned to manage during working hours. 

    Local special agreements stipulate which employees this applies to.

    Employees who are not normally covered by the working hours regulations must be covered by the rules in connection with service that is included in a set service list (schedule).

§ 16 Weekends and public holidays

  1. 1 and 17 May as well as New Year's Day, Maundy Thursday, Good Friday, Easter Eve, 1 and 2 Easter Sunday, Ascension Day, 1 and 2 Pentecost and 1 and 2 Christmas Day are days off if the ministry allows it. Work on such days (not overtime) is remunerated with an hourly wage plus 100%, unless it is locally agreed that weekend work is to be compensated with time off. 

    Compensation pursuant to this section is in addition to remuneration pursuant to section 15 nos. 1, 3 and 4.

  2. To the extent that professional considerations allow, the employee shall be given time off from 12:00 on the following days: Wednesday before Maundy Thursday, Pentecost, Christmas and New Year's Eve. If this is not possible for the sake of the service, the employee will be paid an hourly wage plus 100%.

    Compensation pursuant to this section is in addition to remuneration pursuant to section 15 nos. 1, 3 and 4.

  3. The rules in this section do not apply to employees in a managerial position or in a particularly independent position, unless they follow those they are assigned to manage during working hours.

    Local special agreements stipulate which employees this applies to, cf. section 13 no. 4.

  4. Employees who are not normally covered by the working hours regulations must be covered by the rules in connection with service that is included in a set service list (schedule).

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§ 17 On-call duty outside the workplace

  1. On-call duty outside the workplace shall, according to Section 10-4, third paragraph, of the Working Environment Act, be counted as working time. As a general rule, on-call duty shall be included in the ordinary working hours in the ratio of 1/5. Reference is also made to Section 10-8, third paragraph, of the Working Environment Act on rest periods.

    In the case of on-call duty that involves a greater or lesser load than 1/5, deviations from the main rule may be agreed locally.

    The need to introduce on-call duty is discussed with the organisations.

  2. When on-call duty is carried out at different times of the day, a work plan must be prepared pursuant to Section 10-3 of the Working Environment Act showing working hours and leisure time. The work plan states the total length of the on-call duty and how much of it is to be counted as ordinary working hours.

  3. Supplements for afternoon duty, Saturday, Sunday and weekend service are paid for the estimated number of hours by the on-call duty.

    For overtime work, the Saturday/Sunday supplement is paid less the part of the supplement that is paid out in accordance with the paragraph above. In addition, supplements are paid pursuant to section 15 no. 5 per current hour.

  4. The parties to local agreements on the estimated time may be taken out as an hourly wage plus 50% or 100% depending on the time of day when the on-call duty is performed, or included in ordinary working hours. Where conditions are right, a combination of the two forms of compensation can be agreed .

  5. The local parties may agree that a fixed remuneration is paid per shift or duty period instead of what follows from paragraphs 3 and 4 above, and section 15 no. 5. If the parties do not agree , the rates in the provision apply.

  6. When performing mandatory and documentable active work during the on-call duty, overtime pay is paid in accordance with Section 13 of the Joint Provisions.

    It is agreed locally how the active work is to be documented.

§ 18 Salary in the event of illness or injury

  1. An employee with fixed weekly working hours and who has taken up the service is entitled to full pay during illness in accordance with the rules in section 11, for up to 49 weeks and 5 calendar days.

    The employer period of 16 calendar days is in addition. When the employee has had pay during illness for a total of 49 weeks and 5 calendar days in the last 3 years, the right to pay during illness ceases .

    An employee who has been fully fit for work for 6 months since he or she last received pay during illness is again entitled to pay during illness in accordance with the rules in the first subsection.

  2. The right to pay during illness ceases at the end of any notice period. For an employee who is temporarily employed, the right expires when the employment relationship ends, and any obligations are transferred to the National Insurance Scheme from this point on.

  3. Absence of illness must be reported to the employer as soon as possible with information about the probable duration of the absence. Self-certification can be used in accordance with the rules in Sections 8-23 to 8-27 of the National Insurance Act, cf. the Letter of Intent for a more inclusive working life.

  4. The right to pay during illness may lapse if the absence is not satisfactorily documented. Satisfactory documentation is self-certification/medical certificate, cf. Section 8-7 of the National Insurance Act.

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§ 19 Paid leave in connection with pregnancy, childbirth, adoption and breastfeeding

  1. Pregnancy and maternity leave with pay.
    Employees who are entitled to pregnancy benefit or parental benefit under the provisions of the National Insurance Act are paid full or proportionate salary pursuant to section 11 during the period of leave.

  2. Adoption leave with pay.
    Employees who are entitled to parental benefit pursuant to the provisions of the National Insurance Act are paid full or proportionate salary pursuant to section 11 during the period of leave.

  3. Paid care leave in connection with birth and adoption.
    The employee is entitled to 2 weeks of care leave in connection with the birth in accordance with the rules in Section 12-3 of the Working Environment Act.

    Adoptive parents are entitled to 2 weeks' leave in connection with taking over the care of the child , according to the rules in Section 12-3 of the Working Environment Act.

    Full or proportionate salary pursuant to section 11 is paid during the period of leave.

  4. Breastfeeding.
    An employee who works a full working day and who breastfeeds his or her child is entitled to leave of absence with full pay pursuant to section 11 for up to two hours per day. An employee who works between 2/3 and a full day and who breastfeeds his or her child is entitled to leave of absence with full pay pursuant to section 11 for up to one hour per day. The right to salary expires when the child turns two years old. See also the rules in Section 12-8 of the Working Environment Act.

  5. Alert.
    An employee who makes use of the right to leave pursuant to this section shall notify the employer as soon as possible and no later than within the deadlines set out in thecf. Section 12-7 of the Working Environment Act.

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§ 20 Care of children and care of close relatives in the home

  1. An employee who is caring for one child up to and including the age of 12 is entitled to up to 10 days of paid leave per calendar year for necessary supervision of the child when the child is ill, or if the person who has the daily supervision of the child is ill. Employees are entitled to up to 12 days if they are caring for two children, and up to 15 days if they are caring for three or more children. If the employee is the sole carer of the child, he or she is entitled to up to 20 days, up to 24 days if he/she is caring for two children and up to 30 days if he/she is caring for three or more children on paid leave per calendar year. The same rules apply if there are two people in care, but one of them is permanently barred from the supervision of the child due to international service, international operations, his or her own disability, admission to a health institution as a long-term patient or similar circumstances.

  2. For children under the age of 18 with a chronic illness or other disability , the right to leave is extended with pay pursuant to no. 1 in accordance with the rules in Section 9-6 of the National Insurance Act.

  3. If the employee wishes and the service allows it, the employer may consent to flexible use of the leave days pursuant to paragraphs 1 and 2.

  4. Employees who are caring for a child under the age of 18 with a life-threatening or other very serious illness or injury are entitled to leave of absence with full pay for up to 3 years for the individual child. The conditions for such leave of absence follow the rules in Section 12-9 of the Working Environment Act and Chapter 9 of the National Insurance Act.

  5. An employee who is caring for a long-term ill child or a child with a disability is entitled to paid leave of absence within the time frames pursuant to paragraph 3 of this section if he or she must participate in courses or other training at an approved health institution in order to be able to take care of and treat the child, cf. Sections 9-13 to 9-16 of the National Insurance Act. The same applies to participation in parenting courses at approved public competence centres.

  6. Absence must be documented with self-certification/medical certificate in accordance with Sections 9-7 and/or 9-14 of the National Insurance Act .

  7. Assuming the right to leave with pay pursuant to section 19 no. 1 or section 19 no. 2, the parents are also entitled to have a total of up to 3 years of leave without pay.

    If the parents have a new child and they have at that time used more than two years of the right to leave without pay pursuant to the first paragraph, the parents are nevertheless collectively entitled to leave without pay for one year for each child, if the right to leave with pay pursuant to section 19 no. 1 or section 19 no. 2 has been earned again.

    If both parents do not take care of the child, all or part of the right to leave without pay may be transferred to another person who takes care of the child.

    If an employee makes use of his or her right to partial leave, the part of the leave period that goes beyond the period during which he or she is entitled to leave of absence with full pay or 80% salary pursuant to section 19 no. 1 and section 19 no. 2 shall be deducted from the 3 years the parents are entitled to leave without pay pursuant to this provision.

    The leave(s) must be taken before the child turns 12 years old. An employee cannot demand to take leave as part-time, or for a shorter period than 6 months. However, such leave may be granted if the service allows it.

    The employee's right pursuant to section 19 no. 3 is in addition.

  8. Employees who care for close relatives in the home at the end of life are entitled to paid leave of absence for up to 60 days for each patient.

§ 21 Military and civilian service

  1. An employee with at least 6 months of prior continuous service in the state tariff area shall be paid wages in accordance with paragraphs 2 and 3 below during military service, service in the civil defence and compulsory police service.

  2. An employee without a dependency burden is paid 1/3 of the civilian salary during initial service. Otherwise, full salary will be paid.

    When the service lasts more than 1 week (7 days), a deduction is made from the civilian salary for the service supplement. Deductions are also made for dependency supplement and housing supplement when the employee has full salary.

  3. For conscripts and discharged officers, when the service lasts more than 1 week (7 days) in the civilian salary, an amount corresponding to the salary of the military rank/position shall be deducted. If the latter salary is higher than the civilian position's salary, the civilian salary is completely eliminated.

  4. Holiday is accrued during military service and civilian service as if the employee were in ordinary employment, if the employee is paid salary pursuant to nos. 1-3 above. Accrued holiday can be considered to be taken during military service and civilian service with a maximum of 3 weeks in the period 1 June - 30 September and the rest within the holiday year. It is paid in the event of full salary and any holiday pay supplement for this time. Deductions under no. 2 will then lapse. For an employee who does not receive salary pursuant to nos. 1-2, section 10 no. 5 of the Holiday Act applies.

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§ 22 Welfare leave

When important welfare and care reasons exist, an employee may be granted welfare leave with pay for up to 12 working days. If the employee wishes and the service allows it, the employer can consent to flexible use of the leave days.

§ 23 Benefits in the event of death - Group life scheme

  1. If compensation is paid pursuant to the Occupational Injury Insurance Act in the event of death, no benefit shall be paid pursuant to section 23. If the compensation to which the surviving spouse is entitled under the Occupational Injury Insurance Act is lower than the benefits pursuant to section 23, the difference will be paid in addition to the payment under the act.

  2. When an employee dies, the survivors are paid a lump sum, which is determined as follows (G = the basic amount in the National Insurance Scheme):

    A. Spouse, registered partner or cohabitant: 14 G.
    B. Each child under 25 years of age: 5 G.
    C. If there are no survivors as mentioned in section A, an additional 2 G is paid to each child under the age of 25.
    D. If there are no survivors pursuant to items A and/or B, other persons who were substantially supported by the deceased will be paid a total of 4 G.

    The amounts are calculated according to G at the time of settlement.

  3. To the survivors of an employee who dies within one year of the commencement of the leave, and who have not had ordinary paid work during the period of leave, the lump sum is paid in accordance with the normal rules.

  4. To survivors of employees who are on care leave pursuant to section 20 no. 7, and who have not had ordinary paid work during the period of leave, the lump sum is paid in accordance with normal rules.

  5. If there are no survivors as mentioned in no. 2 above, 4 G is paid to the deceased's estate.

  6. DFD lays down further rules.

  7. Survivors, or the estate of deceased persons, of full-time employees and part-time employees are paid the same lump sum pursuant to this provision. However, the surviving relatives, or the estate of the deceased, of employees with several employment relationships in the state, are not paid more than one full lump sum, cf. section 23 nos. 2, 5 and 6 respectively.

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§ 24 Benefits in the event of occupational injury

  1. An occupational injury means an injury or illness that is considered an occupational injury pursuant to Section 13-3 of the National Insurance Act "Occupational injury", Section 13-4 "Occupational diseases that are equated with an occupational injury" and Section 13-15 "Relationship to the war pension legislation".

    Compensation is also paid when the employee is injured in an accident on direct travel between home and place of assignment (without the employee having visited his or her permanent place of work) and on business travel.

  2. If an employee is affected by an occupational injury, the employer must bear the expenses for medical treatment and healing as well as other expenses caused by the occupational injury to the extent that the expenses are not covered by the public sector.

  3. An employee who is unable to perform his or her work as a result of an occupational injury is entitled to leave of absence with full pay of up to 49 weeks and 5 calendar days. In addition, there are employer's period(s) pursuant to section 18 no. 2. 

    The ministry or the person it authorises may grant additional paid leave of absence if there is reason to believe that the employee can resume work within a reasonable time.

    In the event of a transfer to a lower position as a result of an occupational injury, the employee retains the salary of the previous position in accordance with the rules in section 10 no. 5.

  4. The right to paid leave of absence ceases at the end of any notice period. For employees who are employed for fixed-term employment, the right expires when the employment ends. Any obligations will be transferred to the National Insurance Scheme from this point on.

  5. If an employee dies as a result of an occupational injury, the survivors are paid, cf. no. 6, a lump-sum compensation equivalent to 15 G (G = the National Insurance basic amount). 

    The amounts are calculated according to G at the time of settlement.

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  6. The lump-sum compensation is paid in the following order (irrevocably benefited in the order in which they are mentioned):

    A. Spouse, registered partner, cf. section 2 no. 8, or cohabitant, cf. section 2 no. 9 (see, however, letter B).
    B. Children under 20 years of age. They must have paid at least 40% of the compensation amount even if it is a spouse/registered partner or cohabitant entitled to compensation, cf. letter A.
    C. Other persons who were substantially supported by the deceased.

    DFD lays down further rules.

  7. In the event of an occupational injury that leads to occupational disability of 100%, the compensation sum is set at 15 G. If the injured party has only lost part of his or her earning capacity, the compensation is reduced accordingly.

    The amount is calculated according to G at the time of settlement.

  8. In the event of permanent medical disability of 15% or more, injury compensation is also paid in the following way:

    15-29% medical disability 1 G.
    30-70% medical disability 2 G.
    Over 70% medical disability 3G.

  9. The total amount of compensation pursuant to paragraphs 7 and 8 may not exceed 15 G.

    The calculation is based on the basic amount at the time of settlement.

  10. Compensation under the above rules is granted if the injury or illness was established after 1 May 1996. If the injury has occurred or the illness has been diagnosed at an earlier date, the collective bargaining provisions that applied at that time are followed. The definition of the term established is based on Section 5 of  the Occupational Injury Insurance Act .

    With effect from 1 November 1998, part-time employees are covered by these provisions in the same way as employees in full-time positions. This means that in the event of an occupational injury or illness that is considered an occupational injury established on or after 1 November 1998, part-time employees are paid compensation according to the same rules as for full-time employees. If the injury has occurred or the illness has been diagnosed at an earlier date, the rules that applied to part-time employees at that time are followed .

  11. The total payment to survivors pursuant to sections 23 and 24 may not exceed 18 G. The limitation does not apply if section 23 alone provides for a higher payment. In such cases, the benefits are paid pursuant to section 23.

    Part-time employees with several positions in the state or their survivors are not paid more than the corresponding payment to employees in full-time positions or their survivors.

  12. In cases where the employee or the survivors will receive higher compensation under the Occupational Injury Insurance Act with regulations, compensation will be paid in accordance with the provisions of the Act.

    If the compensation pursuant to section 24 of the joint provisions is higher than under
    of the Occupational Injury Insurance Act and regulations, the difference is paid in addition to the payment under the Act.

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4 Pension

4.1 Occupational pensions

Occupational pensions are laid down in the Act relating to the Norwegian Public Service Pension Fund.

For employees who retire with the right to an immediate starting pension, the pension shall at least correspond to a pension based on a pension basis calculated in accordance with Chapter 3 of the Act relating to the Norwegian Public Service Pension Fund, the month before the last adjustment of the National Insurance basic amount and added to this adjustment.

4.2 Contractual early retirement pension (AFP) - For employees born in 1962 and earlier, the following applies:

As of 1 January 2011, the following provisions apply:

Contractual early retirement pension scheme (AFP) covers employees and teaching staff in positions covered by the Act relating to the Norwegian Public Service Pension Fund and have at least 10 years of membership in public occupational pension schemes after the age of 50. The employee must be in paid employment at the time of retirement with a pensionable income that on an annual basis exceeds the National Insurance basic amount, and also have had a corresponding pensionable income in the year before retirement. Furthermore, in the 10 best years in the period from 1967 up to and including the year before drawing AFP, the employee must have had an average pensionable income of at least 2 times the National Insurance basic amount.

Part-time employees are given the right to draw a contractual pension in accordance with the provisions in this section.

4.2.1 AFP 62 - 67 years

Employees in the state and teaching staff have the right to retire with an early retirement pension (AFP) at the age of 62. The pension is calculated in accordance with the rules set out in the Act on Contractual Pensions for Members of the Norwegian Public Service Pension Fund. In addition to this pension , a taxable supplement of NOK 1,700 per month is paid, which corresponds to the tax-free severance pay in the LO/NHO area. Employees who resign with AFP are granted a benefit so that no one receives more than 70% of their current salary income on an annual basis. 

At the age of 65, the pension will be recalculated in accordance with the rules in Chapter 5 of the Pensions Act. The special krone amount is waived for pensions calculated in accordance with the provisions of the Pensions Act. If the employee would have received a higher pension, including the special supplement, in the scheme discussed in the section above, the difference will be paid in addition to the pension in accordance with the rules of the Pensions Act.

4.2.2 AFP 65 - 67 years

Employees who retire with AFP early retirement pension at the age of 65 or 66 will have their pension calculated in accordance with the rules in Chapter 5 of the Pensions Act. If the employee would have received a higher pension, including the special supplement, in the scheme referred to in section 4.2.1, first paragraph, the difference will be paid in addition to the pension in accordance with the rules of the Pensions Act.

4.2.3 Shortening rules

AFP pensioners will have their pension reduced in the event of other income in accordance with the provisions of Section 3 (d) of the Act relating to contractual pensions for members of the Norwegian Public Service Pension Fund and associated regulations.

4.2.4 Partial pension

With the employer's consent, employees with a full-time equivalent of 60% or more of a full-time position can take out a partial pension, so that the employee can reduce his or her occupational activity by up to 40% compared to a full-time position (100%).

4.2.5 Special age limits

Employees with a special age limit of 65 years and who have taken advantage of the offer of a contractual pension continue as AFP pensioners until the age of 67.

4.2.6 Other employees

Employees in the state who are not members of the Norwegian Public Service Pension Fund or who do not have 10 years of membership in a public occupational pension scheme after the age of 50, but who otherwise meet the conditions for drawing AFP early retirement pension under the Act on contractual pensions for members of the Norwegian Public Service Pension Fund, receive the same benefits as they would have received under this Act. including the AFP supplement of NOK 1,700 per month.

4.2.7 Regulation

AFP is regulated in the same way as occupational pensions in the Norwegian Public Service Pension Fund. The NOK amounts are not adjusted as current pensions.

4.3 Contractual pension for persons born in 1963 or later

Public occupational pensions are statutory in the state and are not subject to collective bargaining. AFP , on the other hand, is regulated in Chapter 4 of the Basic Collective Agreement.

Persons born in 1962 or earlier retain the AFP scheme in section 4.2. For employees born in 1963 or later, the new AFP scheme applies as stipulated in section 3 on AFP early retirement pension in the agreement entered into between the Ministry of Labour and Social Affairs and the main organisations on 3 March 2018, with any changes to AFP early retirement pension made pursuant to section 12 of the agreement.  by 2025 when they will be 62 years old.

4.4 Variable supplements

Rules for calculating variable supplements to salary in the pension basis for persons born in 1962 or earlier have been included as Appendix No. 4.

Rules for calculating variable supplements to salary in the pension basis for persons born in 1963 or later have been included as cf. Appendix No. 5.

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5 Miscellaneous

5.1 Mortgage

Mortgages with collateral are provided by the Norwegian Public Service Pension Fund in the amount of up to NOK 2.3 million. The loan is granted in accordance with rules laid down by DFD.

5.2 Funding for training and development measures (OU funding)

Guidelines for training and development measures are laid down in a separate special agreement between the state and the main associations (agreement on OU funds). Each year, a total of 0.24% of the salary base in the state is allocated to OU funds , as defined in the special agreement. The provision is covered by the employees being deducted NOK 400 in gross annual salary per employee per year, and the remaining amount is covered by the employer.

5.3 Co-determination, cooperation and competence development

5.3.1 Co-determination, collaborative competence and joint training

Central government agencies are dependent on good working relationships between employees and management, and between the parties centrally and locally. This means, among other things, a common understanding of the legislation and agreements, particularly on the implementation of local negotiations.

NOK 6 million will be allocated to joint training and development measures for management and employee representatives. The goal is to strengthen co-determination and cooperation skills.

5.3.2 Competence development

The parties will facilitate increased investment in expertise to develop and streamline the state, promote good cooperation between management and employees, and between the parties in the enterprise, so that the enterprises can offer attractive jobs.

Targeted competence development measures and systematic knowledge sharing are necessary to develop the workplace as a learning arena.

Measures the parties will prioritise are (the list is not exhaustive):

  • competence development that contributes to local environment-oriented measures that may increase
    Sustainability for central government agencies
  • Experiments with alternative working methods
  • develop expertise to deal with digitalisation and prevent exclusion by
    Restructuring processes
  • Support for senior projects
  • Joint projects related to an inclusive and diverse working life in the state
  • measures for more apprentices in the state
  • Joint training on the activity and reporting duty

The central parties will stimulate competence development by allocating NOK 25 million to contribute to:

A. Joint, key research, assessment and competence measures

These may be research and study assignments, projects or experiments where both parties have interests, and which can contribute to increased sharing of expertise and experience for all central government agencies, as well as can affect future working life.

B. Application-based scheme where central government agencies can apply for competence funding in accordance with central guidelines

A multipartite group processes and approves applications. DFØ processes and recommends applications, and is responsible for disbursement of funds.

C. Management training in social partnership and co-determination.

Part of the funds is used to implement and/or support training measures for central government agencies' senior managers and middle managers in social partnership and co-determination related to e.g. change processes, etc. Union representatives must be able to participate in the training.

An additional NOK 2 million will be allocated to training following the renegotiated main agreement for the general strengthening of cooperation between the social partners and the work on co-determination.

5.3.3 Guidelines for the provisions

The KDD and the main confederations establish guidelines for the allocations in sections 5.3.1 and 5.3.2, and may also redistribute the funds between them during the collective agreement period. The parties evaluate the schemes.

5.4 Restructuring and streamlining in the central government

The state will continue to ensure that restructuring in the central government sector takes place as smoothly and efficiently as possible, cf. Appendix 3.

Guidelines for restructuring work in the central government have been prepared in consultation with the main confederations. Any changes to the guidelines during the collective agreement period can be made as needed.

NOK 4 million will be allocated to restructuring work in the central government. DFD and the main confederations will establish guidelines for the allocation and will jointly evaluate the scheme.

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5.5 Entering the tariff area

  1. In the case of the transfer of non-governmental enterprises to the state tariff area, the central parties agree that it is important to get involved early in the process in order to gain an overview of the relevant issues related to the transfer. The receiving employer must pay particular attention to sections 2-4.

  2. The employees who are transferred are covered by the main collective agreements, the main agreement, central special agreements and other relevant local special agreements in the state from the time of the transfer, unless DFD and the main confederations agree otherwise in the specific case.

  3. Furthermore, a separate collective agreement shall be entered into concerning the activities to be transferred, and unless the central parties agree otherwise, this agreement shall be entered into between the employer in the relevant state enterprise and the employees' member organisations. The agreement must specify which enterprise/part of the enterprise is to be transferred. It must also contain information that the Basic Collective Agreement, the Basic Agreement and other special agreements in the state apply from the date of the transfer.

  4. In addition to what is mentioned in sections 2 and 3, the receiving state employer shall, in accordance with Section 16-2, second paragraph, of the Working Environment Act, as soon as possible and no later than three weeks after the date of transfer, send a written notice to the employee organisations in the relevant collective agreement(s) to which the transferred employees were bound. The notice must be a message that the new state employer does not wish to be bound by the collective agreement(s) by which the previous employer was bound. The parties agree that the notification shall also be sent to the relevant main organisation(s) of which the collective agreement organisation(s) are members.

  5. The individual employee must be placed in existing job categories (codes).

  6. No one should take a pay cut when they are placed. New employment contracts must be established in accordance with the provisions of the Working Environment Act.

  7. In the event of a transfer referred to in item 1, discussions shall be held on placement on the Basic Collective Agreement and on other pay and working conditions, including the conclusion of any restructuring agreement, etc., by the receiving enterprise, or the relevant ministry, in accordance with further agreement between DFD and the main confederations.

If the parties do not reach agreement in local discussions, issues related to collective bargaining law may be raised with DFD and the main confederations, cf. section 1 above.

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5.6 Senior policy measures

Employers in the state must make arrangements for employees to stay in work longer.  The employee appraisal is an important arena for discussing senior policy measures.

5.6.1 The state

To motivate older employees to stay longer in work, leave of absence with pay is given accordingly:

a) Eight days per year from the calendar year in which the person turns 62.
b) The local parties may also agree on up to six days per year. The local parties can agree on career and competence-related measures as alternatives to paid leave of absence. If the local parties do not reach an agreement, the dispute cannot be appealed. The employer's most recent offer must then apply.

Part-time employees are entitled to days off proportionately. 

Paid leave is taken either as full or half days or as reduced working hours by agreement with the employer. In the year in which you retire, leave of absence with pay is given proportionately throughout the year.

The right under this provision may not be transferred or paid as salary.

5.6.2 Reduction in the reading obligation in state primary and secondary schools

For teaching staff over the age of 60, the weekly average reading obligation in primary and secondary school is reduced by a base percentage equal to 7%.

The reduction is implemented from the beginning of the school year in the calendar year in which the teacher turns 60.

The duty to read will entail a redistribution of tasks within the total man-years.

The freed up time is used for tasks related to facilitation and follow-up of teaching. The employer determines which tasks can be performed within the reallocated working hours.

5.7 Hiring in from enterprises whose purpose is to engage in hiring out (staffing enterprises)

The parties agree that it is important to work for a serious and well-functioning working life, with orderly pay and working conditions for all. This must also apply to workers who are hired from staffing companies to state enterprises. Predictability and security for the job are also essential for hired workers.

  1. In agreements on the hiring of labour, central government agencies must ensure that, for the duration of the hiring-in, the hired workers at least comply with the pay and working conditions in the enterprise in accordance with Section 11 (6) of the Civil Service Act and the Basic Collective Agreement/special agreements in the central government, with the exception of pension rights.

  2. The state is obliged to provide the staffing enterprise/temporary employment agency with the necessary information for the condition of equal treatment to be fulfilled in accordance with Section 11 (6) of the Civil Service Act, and to oblige the staffing enterprise/temporary employment agency to comply with this condition in the hiring contract. At the request of employee representatives, the state must document the pay and working conditions that apply at the staffing enterprise/temporary employment agency when hired workers are to work within the scope of the Basic Collective Agreement, in accordance with Section 11 (6) of the Civil Service Act.

  3. Union representatives in central government agencies have the right to represent hired labour in relation to state agency agencies. If the leasing company is bound by a collective agreement with one of the main organisations, disputes about the temporary agency's pay and working conditions are a matter between the parties in the staffing business. Employee representatives and employer representatives from the hiring agency can assist in the negotiations on request with information about the agreements in the state.

  4. Hired workers must be presented to union representatives in the hiring enterprise.

  5. The parties inform and discuss at least twice a year the principles for the use of temporary agency work in the enterprise, cf. Sections 17 and 18 of the Basic Agreement. When discussing hiring , the parties locally must also discuss resources for employee representatives.

5.8 Gender equality

The parties locally shall work actively, purposefully and systematically to promote equality and diversity and prevent discrimination in accordance with the Equality and Anti-Discrimination Act. The employee representatives must be involved in the work on the employer's activity and reporting duty (ARP), including planning and follow-up of the equal pay survey.

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6 Contractual holiday

It is an important task for the parties to contribute to a strong, efficient and adaptable public sector. When the contractual holiday is introduced, it is therefore a clear prerequisite that public agencies are given the opportunity to compensate for the disadvantages this may entail with greater flexibility, so that service production and service provision to the public are maintained. Employees, on the other hand, will also have different needs for deviating working time arrangements based on different phases of life, work and living situations, etc. Increased flexibility together with the contractual fifth week of holiday may contribute to less sick leave and increased productivity.

  1. Contractual holiday in the state amounts to 5 working days and entails an advance payment of the days that can be determined pursuant to Section 15 of  the Holiday Act . If all or part of the fifth holiday week is introduced as a general scheme, these days must be deducted from the contractual days. Holiday pursuant to the Holiday Act, cf. section 5 no. 1, and contractual holiday shall amount to a total of 30 working days. Extra holiday of 6 working days for employees over the age of 60 also applies, cf. Section 5 no. 2 of the Holiday Act.

  2. If the contractual holiday is divided, the employee can only claim as many days off as he or she normally has to work during a week.

  3. The general percentage rate for holiday pay shall be 12% of the
    the basis for holiday pay, cf. Section 10 no. 2 of the Holiday Act. For employees over the age of 60, who are entitled to extra holiday pursuant to section 5 no. 2, the percentage rate is increased by 2.3 percentage points, cf. section 10 no. 3.

  4. By written agreement between the employer and the individual employee,
    Contractual holiday is carried over in whole or in part to the next holiday year. 

  5. For shift workers, the contractual holiday is adjusted locally, so that it amounts to 4 worked shifts.

  6. For employees in state primary and secondary schools, contractual holidays are considered to have been taken during the parts of the year where teaching does not take place.

7 Duration

This Basic Collective Agreement enters into force on 1 May 2024 and is valid until 30 April 2026.

8 Litigation

The understanding of the provisions of the Basic Collective Agreement and the central special agreements is a matter between DFD and the main confederations.

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9 Protocol Entries

No. 1 Sustainability and the environment 

The parties in the state agree that if Norway is to achieve the UN's Sustainable Development Goals, the state must take the lead, and all state agencies must contribute.

The local parties must find solutions to promote sustainability and reduce the environmental footprint of the individual business. It is important that restructuring is facilitated that ensures innovation and climate-friendly solutions and the preservation of nature. During the collective agreement period, the central parties in the state will map out how the local parties can be supported in their work. The mapping is carried out by a multipartite group.

In addition to Goal 13, Halt Climate Change, the Parties will highlight the importance of:
Goal 4, Education, Goal 5, Gender Equality, Goal 8, Decent Work and Economic Growth, and Goal 17, Cooperation to achieve the goals as central to the Parties' further work.

Provision shall be made for competence enhancement on sustainability, climate and environmental issues across central government agencies, cf. HTA chapter 5.3

No. 2 Travel time

The parties in the state have agreed that a multipartite working group will be set up to:

  • map how the companies practice travel time
  • assess whether the practice is in line with relevant regulations
  • assess the need for adaptations in HTA.

At the beginning of the work, the working group will clarify how this work will be carried out, including the need for studies from external environments.

The work will be completed by 1 February 2024.

No. 3 Home office

The parties in the state agree that a multipartite working group will be appointed to look at issues related to work carried out in the employee's home.

The work in the group shall primarily be aimed at work carried out from the employee's own home. The work is intended to ensure that the state's activities are different and have different needs. The working group will look at and make recommendations related to, among other things, the following main issues:

  • Insurance schemes for work carried out in the employee's home
  • Coverage of equipment, operation, and subscription costs when working from home
  • How to ensure that the employee has fully satisfactory working conditions when work is carried out in the employee's home

The work must be completed no later than 1 February 2023.

No. 4 Statistics

The state shall ensure that statistics are provided to the parties that provide the parties with figures and statistics that are based on the provisions of the Basic Collective Agreement, and include all employees in the central government tariff area. The statistics must be compiled annually and available as early as possible and no later than the interim settlement in 2023.

No. 5 Review of the job code system

A multipartite working group will be appointed to review the entirety of the job code system in the state so that it is adapted to the needs of employers, employees and the public. The work will be completed by 1 February 2024.

No. 6

The parties agree that SBU will look at the model for calculating slippage in wage settlements in central government. The parties will submit membership lists as of 30 September 2022 as part of this work.

No. 7

The changes in Part 6 Contractual leave are of an editorial nature and do not entail any material changes in relation to the text of HTA 2016-2018.

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Appendix 2:

(Effective May 1, 2025)

New negotiating places are marked with bold type.

Ministry area:

  
  Activity Place of negotiation
Office of the Prime Minister  
  Office of the Prime Minister Office of the Prime Minister
  Attorney general Attorney general
     
The Office of the Auditor General:  
  The Office of the Auditor General The Office of the Auditor General
     
The Parliamentary Ombud:  
  The Parliamentary Ombud The Parliamentary Ombud
     
The Storting's Ombud Board for the Armed Forces:  
  The Storting's Ombud Board for the Armed Forces The Storting's Ombudsmen for the Armed Forces
     
The Storting's Oversight Committee on Intelligence, Surveillance and Security Services (EOS Committee):
  The Storting's Oversight Committee for Intelligence, Surveillance and Security Services (EOS Committee) The Storting's Oversight Committee for Intelligence, Surveillance and Security Services (EOS Committee)
     
Norwegian Institution for Human Rights:  
  Norwegian Institution for Human Rights Norwegian Institution for Human Rights
     
Ministry of Labour and Social Inclusion:  
  Ministry of Labour and Social Inclusion Ministry of Labour and Social Inclusion
  The Norwegian Labour Inspection Authority Directorate of Labour Inspection
  The Norwegian Labour and Welfare Administration (NAV) Directorate of Labour and Welfare
  Directorate of Integration and Diversity (IMDi) Directorate of Integration and Diversity (IMDi)
  Maritime Pension Fund Maritime Pension Fund
  National Institute of Occupational Health National Institute of Occupational Health
  The Norwegian Public Service Pension Fund The Norwegian Public Service Pension Fund
  National Insurance Court National Insurance Court
     
  Other Ministry of Labour and Social Inclusion
  The Labour Court  
  The National Mediator  
     
Ministry of Children and Families:  
  Ministry of Children and Families Ministry of Children and Families
  Norwegian Directorate for Children, Youth and Family Affairs (Bufdir) Norwegian Directorate for Children, Youth and Family Affairs
  The Ombudsman for Children The Ombudsman for Children
  The Consumer Authority The Consumer Authority
  The Consumer Council The Consumer Council
  The Child Welfare and Health Board Central Unit
     
Ministry of Digitalisation and Public Administration:  
  Ministry of Digitalisation and Public Administration Ministry of Digitalisation and Public Administration
  The Norwegian Data Protection Authority The Norwegian Data Protection Authority
  The Ministries' Digitalisation Organisation (DIO) The Ministries' Digitalisation Organisation (DIO)
  The Norwegian Ministries' Security and Service Organisation (DSS) The Norwegian Ministries' Security and Service Organisation (DSS)
  Norwegian Digitalisation Agency Norwegian Digitalisation Agency
  Norwegian Communications Authority (Nkom) Norwegian Communications Authority (Nkom)
  Statsbygg Statsbygg
  The County Governor of Agder The County Governor of Agder
  The County Governor of Inland Norway The County Governor of Inland Norway
  The County Governor of Møre og Romsdal The County Governor of Møre og Romsdal
  The County Governor of Nordland The County Governor of Nordland
  The County Governor of Oslo and Viken The County Governor of Oslo and Viken
  The County Governors of Østfold, Buskerud, Oslo and Akershus The County Governors of Østfold, Buskerud, Oslo and Akershus
  The County Governor of Rogaland The County Governor of Rogaland
  The County Governor of Troms and Finnmark The County Governor of Troms and Finnmark
  The County Governor of Trøndelag The County Governor of Trøndelag
  The County Governor of Vestfold and Telemark The County Governor of Vestfold and Telemark
  The County Governor of Vestland The County Governor of Vestland
  The County Governor's joint services The County Governor's joint services
     
Energy:  
  Energy Energy
  The Norwegian Marine Industry Authority The Norwegian Marine Industry Authority
  Norwegian Water Resources and Energy Directorate (NVE) Norwegian Water Resources and Energy Directorate (NVE)
  The Norwegian Shelf Directorate  The Norwegian Shelf Directorate 
     
Finance:  
  Finance Finance
  The Norwegian Agency for Public and Financial Management (DFØ) The Norwegian Agency for Public and Financial Management (DFØ)
  The Danish Financial Supervisory Authority The Danish Financial Supervisory Authority
  The Norwegian Tax Administration Taxes
  Statistics Norway Statistics Norway
  Norwegian Customs Norwegian Customs
     
Defense:  
  Defense Defense
  Armed forces The Defence Staff
  Norwegian Defence Research Establishment Norwegian Defence Research Establishment
  The Norwegian Defence Estates Agency The Norwegian Defence Estates Agency
  Museum of Defence History (FmH) Museum of Defence History (FmH)   
  Norwegian Defence Materiel Agency (FMA) Norwegian Defence Materiel Agency (FMA)
  International operations (lpl.05.128) The Defence Staff
     
  Other  
  The state's graded platform services (SGP) The state's graded platform services (SGP)
     
Ministry of Health and Care Services:  
  Ministry of Health and Care Services Ministry of Health and Care Services
  Directorate of Medical Products (DMP) Directorate of Medical Products (DMP)
  Norwegian Radiation and Nuclear Safety Authority Norwegian Radiation and Nuclear Safety Authority
  Norwegian Institute of Public Health Norwegian Institute of Public Health
  Norwegian Directorate of Health Norwegian Directorate of Health
  Helfo Helfo
  National Appeals Body for the Health Service National Appeals Body for the Health Service
  Norwegian System of Patient Injury Compensation Norwegian System of Patient Injury Compensation
  Norwegian Board of Health Supervision Norwegian Board of Health Supervision
     
  Other Ministry of Health and Care Services
  The Biotechnology Council  
  The National Commission of Inquiry into the Health and Care Services (UKOM)  
     
Ministry of Justice and Public Security:  
  Ministry of Justice and Public Security Ministry of Justice and Public Security
  Directorate for Civil Protection and Emergency Planning (DSB) Directorate for Civil Protection and Emergency Planning (DSB)
  Courts The Court Administration
  Supreme court Supreme court
  The conflict councils The Secretariat for the Conflict Councils
  Office for Compensation to Victims of Violence Office for Compensation to Victims of Violence
  Correctional Directorate of Correctional Services
  National Security Authority National Security Authority
  The Police Department National Police Directorate
  Police Security Service Police Security Service
  The Norwegian Police University College The Norwegian Police University College
  The Office of the Director of Public Prosecutions The Office of the Director of Public Prosecutions
  Civil Clearance Authority Civil Clearance Authority
  Special Unit for Police Affairs Special Unit for Police Affairs
  The Norwegian Civil Law Administration The Norwegian Civil Law Administration
  Immigration Immigration
  Immigration Immigration
     
  Other Ministry of Justice and Public Security
  Joint Rescue Coordination Centre  
  Commission for the Reopening of Criminal Cases  
  The Governor of Svalbard  
  The Norwegian Bar and Law Society  
     
Ministry of Climate and Environment:  
  Ministry of Climate and Environment Ministry of Climate and Environment
  The Swedish Biodiversity Information Centre The Swedish Biodiversity Information Centre
  Norwegian Meteorological Institute Norwegian Meteorological Institute
  Norwegian Environment Agency Norwegian Environment Agency
  Norwegian Polar Institute Norwegian Polar Institute
  The Directorate for Cultural Heritage The Directorate for Cultural Heritage
     
  Other Ministry of Climate and Environment
  Norwegian Cultural Heritage Fund  
     
Ministry of Local Government and Regional Development:  
  Ministry of Local Government and Regional Development Ministry of Local Government and Regional Development
  The Norwegian Building Quality Agency The Norwegian Building Quality Agency
  The District Centre – Competence Centre for Rural Development The District Centre – Competence Centre for Rural Development
  The Housing Bank The Housing Bank
  The Rent Disputes Tribunal The Rent Disputes Tribunal
  The Norwegian Mapping Authority The Norwegian Mapping Authority
  The Sámi Parliament The Sámi Parliament
  Norwegian Directorate of Elections Norwegian Directorate of Elections
     
  Other Ministry of Local Government and Regional Development
  International Reindeer Herding Centre  
     
Ministry of Culture and Equality:  
  Ministry of Culture and Equality Ministry of Culture and Equality
  National Archives of Norway National Archives of Norway
  The Norwegian Directorate of Culture The Norwegian Directorate of Culture
  The Equality and Anti-Discrimination Ombud (LDO) The Equality and Anti-Discrimination Ombud (LDO)
  The Norwegian Gaming and Foundation Authority The Norwegian Gaming and Foundation Authority
  The Norwegian Media Authority The Norwegian Media Authority
  National Library of Norway National Library of Norway
  Nidaros Cathedral's restoration work (NDR) Nidaros Cathedral's restoration work (NDR)
  Norwegian Film Institute Norwegian Film Institute
  Kulturtanken – The Cultural Rucksack Kulturtanken – The Cultural Rucksack
  The Norwegian Touring Theatre The Norwegian Touring Theatre
  The Language Council The Language Council
     
  Other Ministry of Culture and Equality
  Non-Discrimination Tribunal  
  KORO – Art in public spaces  
     
Ministry of Education and Research:  
  Ministry of Education and Research Ministry of Education and Research
  Oslo School of Architecture and Design Oslo School of Architecture and Design
  Directorate for Higher Education and Skills Directorate for Higher Education and Skills
  Molde University College – Specialized University of Logistics Molde University College – Specialized University of Logistics
  Volda University College Volda University College
  Østfold University College Østfold University College
  Western Norway University of Applied Sciences Western Norway University of Applied Sciences
  Sikt – The knowledge sector's service provider Sikt – The knowledge sector's service provider
  Oslo National Academy of the Arts Oslo National Academy of the Arts
  NOKUT – Norwegian Agency for Quality Assurance in Education NOKUT – Norwegian Agency for Quality Assurance in Education
  Nord University Nord University
  Norwegian School of Economics Norwegian School of Economics
  Norwegian School of Sport Sciences Norwegian School of Sport Sciences
  Norwegian University of Life Sciences (NMBU) Norwegian University of Life Sciences (NMBU)
  Norwegian Academy of Music Norwegian Academy of Music
  Norwegian University of Science and Technology (NTNU) Norwegian University of Science and Technology (NTNU)
  Norwegian Institute of International Affairs (NUPI) Norwegian Institute of International Affairs (NUPI)
  OsloMet – Oslo Metropolitan University OsloMet – Oslo Metropolitan University
  Sami University College Sami University College
  Sami upper secondary school and reindeer herding school Norwegian Directorate for Education and Training
  Sami upper secondary school (Karasjok) Norwegian Directorate for Education and Training
  Norwegian State Educational Loan Fund Norwegian State Educational Loan Fund
  Statped Statped
  South Sami knowledge park Norwegian Directorate for Education and Training
  University of Agder University of Agder
  University of Bergen University of Bergen
  Inland Norway University Inland Norway University
  University of Oslo University of Oslo
  University of Stavanger University of Stavanger
  University of South-Eastern Norway University of South-Eastern Norway
  University of Tromsø – The Arctic University of Norway University of Tromsø – The Arctic University of Norway
  Norwegian Directorate for Education and Training Norwegian Directorate for Education and Training
     
  Other Ministry of Education and Research
  The 22 July Centre  
  The National Research Ethics Committees (FEK)  
  Norway's Green Vocational School – Vea  
  Secretariat for the Parent Committees for Kindergartens and Primary and Secondary Education (FUB/FUG)  
     
Ministry of Agriculture and Food:  
  Ministry of Agriculture and Food Ministry of Agriculture and Food
  The Norwegian Directorate of Agriculture The Norwegian Directorate of Agriculture
  The Norwegian Food Safety Authority The Norwegian Food Safety Authority's head office in Oslo
  Norwegian Institute of Bioeconomy Research (NIBIO) Norwegian Institute of Bioeconomy Research (NIBIO)
  Norwegian Veterinary Institute Norwegian Veterinary Institute
     
Ministry of Trade, Industry and Fisheries:  
  Ministry of Trade, Industry and Fisheries Ministry of Trade, Industry and Fisheries
  The Brønnøysund Register Centre The Brønnøysund Register Centre
  The Directorate for Mineral Management with the Mining Master for Svalbard The Directorate for Mineral Management with the Mining Master for Svalbard
  Export financing Norway Export financing Norway
  The Directorate of Fisheries and external agencies Directorate of Fisheries
  Institute of Marine Research with dept. Institute of Marine Research
  The Norwegian Metrology Service The Norwegian Metrology Service
  Competition Competition
  Norwegian Coastal Administration Norwegian Coastal Administration
  Norwegian accreditation Norwegian accreditation
  Geological Survey of Norway Geological Survey of Norway
  Norwegian Nuclear Decommissioning (NND) Norwegian Nuclear Decommissioning (NND)
  Norwegian Space Agency Norwegian Space Agency
  Patentability Patentability
  Norwegian Maritime Authority Norwegian Maritime Authority
     
  Other Ministry of Trade, Industry and Fisheries
  The Norwegian Grocery Inspectorate  
  The Norwegian Board of Appeal for Industrial Property Rights  
  The Complaints Board Secretariat  
  The Secretariat of the Regulatory Council  
     
Ministry of Transport and Communications:  
  Ministry of Transport and Communications Ministry of Transport and Communications
  Norwegian Railway Directorate Norwegian Railway Directorate
  Caa Caa
  The Accident Investigation Board Norway The Accident Investigation Board Norway
  Norwegian Public Roads Administration The Norwegian Road Directorate
  The Norwegian Railway Authority The Norwegian Railway Authority
     
  Other Ministry of Transport and Communications
  The Norwegian Road Inspection Authority  
     
Foreign ministry:  
  Foreign ministry Foreign ministry
  Directorate for Export Control and Sanctions (DEKSA) Directorate for Export Control and Sanctions (DEKSA)
  NORAD NORAD
  Norec Norec

Appendix 3: Declaration of intent on restructuring under safety

The Government wants the state to be an attractive workplace that is able to recruit, retain and develop competent employees. Investing in knowledge and competence will improve the quality of public services and improve development opportunities for employees.  

Good public services require co-determination for employees and their elected representatives, high productivity and well-being among employees. Work for all in a safe and inclusive working life is the key to fairer distribution and freedom for the individual. The Government will further develop and strengthen tripartite cooperation.

Security in restructuring is about good and binding cooperation between employers and employee organisations in the individual enterprise, and between the parties centrally. The Government believes that real co-determination in accordance with the Basic Agreement is what creates the most successful processes and the best results.

It is important for the Government to ensure that as many people as possible can take part in working life, and to prevent employees from being pushed out onto passive social security schemes in connection with restructuring. Good instruments have been established to stimulate continued work. These must be used actively. Schemes that contribute to employees remaining outside the labour market must be avoided. The restructuring work in the central government must safeguard the prerequisites contained in the agreement on inclusive working life.

Central government agencies in Norway generally function well, but at the same time there are still many unsolved societal tasks. Restructuring in the state is a continuous process. It is a goal for central government agencies to meet the needs of citizens. In such change processes, there will be a need for changed or new competence, new forms of organisation, changed prioritisation of work tasks, greater mobility and flexibility.

The restructuring must take place as smoothly and efficiently as possible. The processes shall take place within the guidelines laid down in "Personnel policy in connection with restructuring processes" in accordance with section 5.4 of the Basic Collective Agreement, the Basic Agreement and the Special Agreement on Instruments for Restructuring in the State.

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Appendix 4: Pensionable variable supplements implemented 01.08.1993

(effective from 01.05.2018)

In Variable supplements that are pensionable

1. General rule

Foreseeable supplements, agreed in a collective agreement, for work that occurs regularly throughout the year and which is remuneration for work in an ordinary position are pensionable.

2. Exclusions

Supplements that are not to be included in the pension basis:

  • Supplements that are compensation for additional work beyond the ordinary position, as well as overtime.
  • Supplements that the parties locally or centrally, for specifically stated reasons, have agreed or clearly assumed will not be pensionable.
  • New or significantly changed on-call supplements and other variable supplements that are given locally to the individual employee less than 2 years before the date of retirement, unless this is a consequence of central agreements or is justified by work-related conditions.
  • Supplements that are paid in accordance with bonus/productivity agreements or similar and that are paid as a NOK amount based on financial results.

II Calculation of pensionable supplement

  1. A nominal pension basis is determined.
  2. The amount of the pensionable supplement is determined in advance at the end of each year on the basis of the previous year's average value of the variable supplements. The employer informs the individual of the basis.
  3. For new employees, the employer determines the level of the nominal pensionable supplement based on the expected extent of the variable supplement.

III Calculation of the pension basis

  1. If the sum of the total variable supplements amounts to a NOK amount less than NOK 6,400, they are not included in the pension basis.
  2. The pension basis for the total variable supplements cannot be set higher than NOK 66,000.

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Appendix 5: Pensionable variable supplements for accrual in a new public occupational pension scheme, applicable from 1 January 2020

In Variable supplements that are pensionable

1. General rule

Foreseeable supplements, agreed in a collective agreement, for work that occurs regularly throughout the year and which is remuneration for work in an ordinary position are pensionable.

2. Exclusions

Supplements that are not to be included in the pension basis:

  • Supplements that are compensation for additional work beyond the ordinary position, as well as overtime.
  • Supplements that the parties locally or centrally, for specifically stated reasons, have agreed or clearly assumed will not be pensionable.
  • New or significantly changed on-call supplements and other variable supplements that are given locally to the individual employee less than 2 years before the date of retirement, unless this is a consequence of central agreements or is justified by work-related conditions. 
  • Supplements that are paid in accordance with bonus/productivity agreements or similar and that are paid as a NOK amount based on financial results.

II Calculation of pensionable supplement

  1. A nominal pension basis is determined.
  2. The amount of the pensionable supplement is determined in advance at the end of each year on the basis of the previous year's average value of the variable supplements. The employer informs the individual of the basis.
  3. For new employees, the employer determines the level of the nominal pensionable supplement based on the expected extent of the variable supplement.

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