1 The Working Enviroment Act and understanding the Norwegian work placeClaus Jervell

2 Topics Your rights concerning; Legal contract of employment DismissalProtection aginst discrimination Holiday Parental leave and pregnancy Where to find help to ensure your rights?

3 Regulation of the workplaceThrough legislation Through National collective agreements Pay and supplement for inconvinient hours Better working conditions than the the laws ensure( working hours, holiday, welfare leave) Cooperation between managment and union representatives in the undertaking Including workplaces – agreement om sick leave Employment and dismissal Working hours and overtime Non-discrimination Holiday Sick leave and parental leave Health, environment and safety on the work place

4 Legislation The Working Environment Act – WEA (Arbeidsmiljøloven)The Holiday Act - HA (Ferieloven) The Anti-Discrimination legislation(ADL) Likestillingsloven, Diskrimineringsloven om etnisitet, Diskriminerings- og tilgjengelighetsloven, Diskrimineringsloven om seksuell orientering

5 Your rights concerning;Legal contract of employment Dismissal Protection aginst discrimination Holiday regulation Parental leave and pregnancy

6 The written contract, WEA section 14 - 6a) the identity of the parties b) the place of work c) a description of the work or the employee’s title or post d) the date of commencement e) if the temporary employment, its expected duration f) provisions relating to a trial period of employment, (6 months) g) the employee’s right to holiday and holiday pay and the provisions concerning the fixing of dates for holidays, h) the periods of notice i) the pay, any supplements and other remuneration not included in the pay, for example pension payments and allowances for meals or accommodation j) duration and disposition of the agreed daily and weekly working hours k) length of breaks l) agreement concerning a special working-hour arrangement m) information concerning any collective pay agreements regulating the employment relationship

7 Temporary appointment Working environment act Section 14-9.An employee shall be appointed permanently. Temporary employment may be agreed upon: a) when the work is of a temporary nature b) temporary replacement for another c) for work as a trainee, d) labour market schemes from the Labour and Welfare Service e) athletes, trainers, referees f ) for a maximum period of twelve months. Such agreements may apply to a maximum of 15 per cent of the employees of the undertaking, .

8 Termination of employment relationships Working environment act Chapter 15By employee By employer

9 Employee – termination of employment relationshipAlways written notice Periode of notice is minimum one month or according to contract Usually between one and three months

10 Employer - termination of employment relationshipConsultation before notice Grounds of dismissal Reason for selection

11 Employer - termination of employment relationshipWritten notice shall inform of; the employee’s right to demand negotiations the employee’s right to remain in his post the time limits applicable for requesting negotiations If the employee has been dismissed owing to circumstances relating to the undertaking, the notice shall also contain information concerning preferential rights pursuant to section 14-2. If the employee so demands, the employer shall state the circumstances reasons claimed as grounds for dismissal. Periode of notice, the same for both parties

12 Fair/unfair dismissalViolation of contract by employee Staff reduction Unfair Sick leave Pregnancy Conflicts with your boss or collegaes Discrimination

13 Parental leave Paternal quota Maternal quota Sheared quotahttps://www.nav.no/no/Film/Foreldrepenger/Parental+benefit

14 Births and adoptions The total benefit period for parental benefit in the case of a birth is still 49 weeks at 100 percent coverage or 59 weeks at 80 percent coverage. In the case of adoption, the benefit period is 46 weeks or 56 weeks, respectively.

15 Paternal quota – 10 weeks In order to be eligible for a paternal quota, both the father and the mother must have accumulated individual rights to parental benefits. If the mother has sole parental responsibility for the child, the paternal quota is transferred to her. However, the parents may still agree that the father can claim the paternal quota, but the father will then have to apply for this specifically. If you have not accumulated individual rights to parental benefit, the paternal quota is transferred to the mother.

16 Maternal quota – 10 weeks You must have accumulated individual rights to parental benefits. For medical reasons, you must claim the first six weeks of the maternal quota immediately after birth. The remaining 4 weeks can be claimed immediately after the first 6, or you may choose to draw so-called graduated parental benefits. . The three weeks prior to the due date are not part of the maternal quota, but are taken from the shared period. The maternal quota is not subject to requirements regarding the father's activity

17 Shared period The shared period is the remainder of the parental benefit period, and can be distributed freely between you as you choose. The number of weeks of parental benefit, you are entitled to is dependent on the degree of coverage you choose. If the father is claiming all or part of the shared period, the mother has to fulfil certain requirements regarding activity.

18 Protection against discrimination because of pregnansy or parental leaveNot getting a job Losing a job Lack of promotion or pay raise

19 Prohibition against discriminationDiscrimination = Unfair differential treatment on basis of; Gender pregnancy parental leave in connection with child birth and adoption Ethnic background national origin descent skin colour language religion Disability Sexual orientation Age Chapter 2. Prohibition against discrimination Section 5. General rule regarding the prohibition against discrimination Discrimination on the basis of gender shall be prohibited. Discrimination on the basis of pregnancy and leave in connection with childbirth or adoption shall be deemed discrimination on the basis of gender. The prohibition shall apply to discrimination on the basis of a person’s actual, assumed, former or future pregnancy or leave. The prohibition shall also apply to discrimination on the basis of the gender of a person with whom the person who is discriminated against has a connection. “Discrimination” shall mean direct and indirect differential treatment that is not lawful pursuant to section 6 or section 7. “Direct differential treatment” shall mean an act or omission that has the purpose or effect that a person is treated worse than others in the same situation, and that is due to gender. “Indirect differential treatment” shall mean any apparently neutral provision, condition, practice, act or omission that results in persons being put in a worse position than others, and that occurs on the basis of gender. Section 6. Lawful differential treatment Differential treatment shall not breach the prohibition in section 5 if: a) it has an objective purpose, b) it is necessary to achieve the purpose, and c) the negative impact of the differential treatment on the person or persons whose position will worsen is reasonably proportionate in view of the intended result. Section 7. Positive differential treatment Positive differential treatment of one gender shall not breach the prohibition in section 5 if: the differential treatment is suited to promote the purpose of this Act, the negative impact of the differential treatment on the person or persons whose position will worsen is reasonably proportionate in view of the intended result, and the differential treatment will cease when its purpose has been achieved. The King may issue regulations on the types of differential treatment that are permitted pursuant to this Act, including provisions on the differential treatment of men in connection with teaching of and care for children. Section 8. Prohibition against harassment Harassment on the basis of gender and sexual harassment shall be prohibited. “Harassment on the basis of gender” shall mean acts, omissions or statements that have the effect or purpose of being offensive, frightening, hostile, degrading or humiliating. “Sexual harassment” shall mean unwanted sexual attention that is troublesome to the person receiving the attention. Section 9. Prohibition against retaliation It shall be prohibited to retaliate against anyone who has submitted a complaint regarding breach of this Act, or who has stated that a complaint may be submitted. This shall not apply if the complainant has acted with gross negligence. The prohibition shall also apply to witnesses in a complaint case. It shall be prohibited to retaliate against anyone who fails to follow an instruction that breaches section 10. Section 10. Prohibition against instructions It shall be prohibited to instruct anyone to discriminate, harass or engage in retaliation contrary to this Act. Section 11. Prohibition against participation It shall be prohibited to participate in discrimination, harassment, retaliation or instruction contrary to this Act. Chapter 3. Active equality efforts Section 12. Duty of public authorities to make active equality efforts Public authorities shall make active, targeted and systematic efforts to promote gender equality. Section 13. Gender balance on public committees When a public body appoints or selects committees, governing boards, councils, boards, delegations, etc., both genders shall be represented as follows: If the committee has two or three members, both genders shall be represented. If the committee has four or five members, each gender shall be represented by at least two members. If the committee has six to eight members, each gender shall be represented by at least three members. d) If the committee has nine members, each gender shall be represented by at least four members. e) If the committee has more members, each gender shall be represented by at least 40 per cent of the members. The first paragraph shall also apply in connection with the selection of deputy members. The Ministry shall be authorised to grant exemptions when special circumstances apply that make it clearly unreasonable to meet the requirements. The first paragraph shall not apply to committees, etc. that pursuant to statute may only have members from directly elected assemblies. In the case of committees, etc. elected by publicly elected bodies in municipalities and county authorities, the provisions of the Local Government Act shall apply. The King shall issue regulations on enforcement and reporting. The King may also issue regulations containing supplementary provisions under this provision. Section 14. Activity duty of employer and employee organisations Employer and employee organisations shall make active, targeted and systematic efforts to promote the purpose of this Act within their fields of activity. Section 15. Duty of organisations and educational institutions to preclude and prevent harassment The managements of organisations and educational institutions shall, within their areas of responsibility, preclude and seek to prevent the occurrence of harassment contrary to section 8. Section 16. Content of teaching aids The teaching aids used in schools and other educational institutions shall be based on equality irrespective of gender. Chapter 4. Supplementary rules relating to employment relationships Section 17. Prohibition against discrimination in employment relationships The prohibitions in chapter 2 shall apply to all aspects of an employment relationship. This shall include the following: announcement of a position,

20 “Discrimination” shall mean direct and indirect differential treatment that is not lawful“Direct differential treatment” shall mean an act or omission that has the purpose or effect that a person is treated worse than others in the same situation, and that is due to gender….. “Indirect differential treatment” shall mean any apparently neutral provision, condition, practice, act or omission that results in persons being put in a worse position than others, and that occurs on the basis of gender…..

21 Examples Language skills Pregnancy Foreign names

22 Holiday Collective agreements Act relating to Holidays(Ferieloven)Four weeks and one day Three weeks of the holiday in the summer(1. june – 1. september) Employer discusses fixing of holiday dates with employee You have to apply to transfer 2 weeks of the holiday to the following year Holiday Pay 10,2 % of annual salery Five weeks The same Holiday pay is 12 % of annual salery Section 5. Length of holidays (1) (Normal annual leave in connection with holidays) Employers are obliged to ensure that employees have 25 working days’ leave in connection with holidays each holiday year. Employees are obliged to take holidays each year, cf. however this section (5), section 7 (3), first paragraph, and section 9 (1) and (2). All days count as working days except Sundays and public holidays. Working days during holidays which, according to an employee’s work schedule, would in any case have been days off are counted as holidays and deducted from the number of days pursuant to the first sentence and (2) and (3). (2) (Extra holidays for employees over the age of 60) Employees who reach the age of 60 during a holiday year shall be given 6 working days’ extra holiday. If the extra holiday is divided up, the employee may only demand as many working days off as he normally works in a week. (3) (Length of holidays for persons appointed in a holiday year) An employee who takes up a post no later than 30 September of a holiday year is entitled to full holidays, but cf. section 7 (1). An employee who takes up a post at a later date is entitled to holidays of 6 working days. An employee may only demand holidays pursuant to the preceding paragraph insofar as it is shown that he has not already had full holidays from another employer earlier in the holiday year. (4) (Additional time off in connection with Sunday or shift work, irregular working hours, etc.) An employee who works on Sundays may claim time off either on the Sunday immediately preceding or on the Sunday immediately following his 6 holiday. This only applies, however, when a period of holiday is taken comprising at least 6 working days. An employee may demand that the time from the end of work before a holiday to the return to work after the holiday shall amount to at least 16 hours altogether in addition to the length of holiday pursuant to the provisions above. This only applies, however, when a period of holiday is taken comprising at least 18 working days. (5) (Employees not qualified for full holiday pay) Employees may claim annual leave in connection with holidays pursuant to the provisions above irrespective of holiday pay earned. Employees may refuse to take holidays or any additional time off insofar as their holiday pay does not compensate for pay lost during absence on holiday. If an enterprise ceases operations wholly or in part in connection with holidays, all employees affected by the stoppage may nevertheless be ordered to take holidays and any additional time off for the same period of time. (6) (Departure) The provisions in (4), second paragraph, may be departed from in a collective agreement. Section 6. Fixing holiday dates, changes and compensation (1) (Who determines holiday dates) In good time before holidays, employers shall discuss the fixing of holiday dates and setting up of holiday lists with each individual employee or his representative. If agreement is not reached, the employer fixes the holiday dates within the limits which follow from sections 7–9. Unless otherwise agreed, employees over the age of 60 decide themselves when to take their extra holidays. Extra holidays may be taken together or divided into periods of one or more days. (2) (Notification) An employee may demand to be notified of the holiday dates fixed as early as possible and at the latest 2 months before the holiday begins, provided special reasons do not prevent this. Employees aged over 60 must give employers at least 2 weeks’ notice before taking extra holidays. (3) (Changes of fixed holiday) dates, compensation, etc.) Fixed holiday periods of which an employee has been notified can be changed by the employer if this is necessitated by unforeseen events. Such changes may only be made when, because of unforeseen events, holidays taken as fixed would cause significant operating problems, and when no replacement can be found for the employee. The employer shall take up the question of a change with the employee in advance. The employee is entitled to the assistance of a representative at the discussion. At the discussion, the employee is obliged to present information on additional expenses for which he will claim compensation. 7 An employee may claim compensation for documented additional expenses resulting from the change in holiday dates. Compensation for additional expenses which were not made known by the employee at the discussion may only be claimed insofar as they appear to be natural consequences of the change. The above provisions do not apply to cases where holiday dates are changed pursuant to sections 8 and 9. (4) (Departure) The rules in this Section may be departed from in a collective agreement or other agreement. Section 7. Holiday periods (1) (Main holiday) An employee may demand to take his main holiday, comprising 18 working days, during the main holiday period, 1 June–30 September. This does not apply, however, to an employee who takes up his post after 15 August in the holiday year. If a holiday is fixed for the 1 June–30 September period and postponed pursuant to section 9, no claim may be made to take the holiday at a later date in that period. An employee who has taken a period of leave with parental benefit pursuant to sections 14-1 to of the National Insurance Act during the entire main holiday period may refuse to take the main holiday before the end of the holiday year. (2) (Remaining holiday) An employee may demand to take the remaining holiday (7 working days) together within the holiday year. (3) (Holidays taken in advance and transfer of days of holiday) Written agreements may be entered into concerning the taking of holidays in advance of up to 12 working days and the transfer of holidays of up to 12 working days to the following holiday year. Holidays in advance and transfers of holidays beyond that limit may not be agreed. Holidays which, in contravention of the provisions of this Act or owing to circumstances as referred to in section 9 (1) and (2), have not been taken by the end of the holiday year shall be transferred to the following holiday year. If the employer is responsible for the omission to take holiday, the employee may, in addition to transfer of holiday, claim compensation pursuant to section 14. The provisions of this section concerning holiday dates within the holiday year may be departed from in a collective agreement or other agreement. 8 Section 8. Taking of holidays during periods of notice (1) (Notice given by an employer) An employer may not without the employee’s consent fix holidays to periods of notice following notice given by the employer unless the period of notice is 3 months or longer. An employee may refuse to take a previously fixed holiday during such a period prior to leaving his post. (2) (Notice given by an employee) Subject to the conditions which follow from sections 6 and 7, holidays may be fixed and taken in the period following notice given by an employee. (3) (Changes in the dates fixed for a holiday) The dates fixed for a holiday may not without the employee’s consent be changed owing to notice unless the conditions in section 6 (3) are met. (4) (Right to have holidays fixed to a period of notice) An employee may demand to take his holiday before the end of a period of notice if after that period not enough time remains in which to take the holiday within the main holiday period or the holiday year, cf. section 7 (1) and (2). An employee who himself gives notice after 15 August may nevertheless not demand to have his holiday fixed for the period before 30 September. (5) (Departure) The rules in this Section may not be departed from by agreement to an employee’s disadvantage before notice has been given. Section 9. Taking of holidays during illness, leave of absence, industrial disputes etc. (1) (Taking holidays during absence through illness etc.) An employee who is completely incapacitated for work before his holiday may demand to have the holiday postponed until later in the holiday year. The demand must be supported by a medical certificate and be submitted at the latest on the last working day the employee would have worked before the holiday. An employee who has been completely incapacitated for work during the holiday may demand to have a corresponding number of working days’ holiday postponed and given to him as a new holiday later in the holiday year. The demand must be supported by a medical certificate and be submitted without undue delay after the employee’s return to work. (2) (Taking holidays during parental leave) An employer may not without the consent of the employee fix holidays to periods of leave during which parental benefit is being paid pursuant to sections 14-1 to of the National Insurance Act. The same applies to leave in connection with births granted to fathers and other providers of care pursuant to section 12-3, first paragraph, of the Working Environment Act. 9 An employee may claim the right to take statutory holiday during a period of leave when maternity benefit or benefits for care of adoptive children is paid, cf. sections 14-7, 14-16, and of the National Insurance Act. If the period of leave as mentioned in the first paragraph coincides with an already fixed holiday, the employee may demand postponement of the number of working days of holiday included in the period of leave. Subject to the conditions which follow from sections 6 and 7, an employer may fix holiday dates for a period when an employee has extended parental leave pursuant to section 12-5 of the Working Environment Act. (3) (Holidays during military service and other compulsory service) An employer may not without the employee’s consent fix a holiday for a period when the employee is engaged in compulsory service in the Home Guard or Civil Defence or in military reserve training exercises. If compulsory service as mentioned in the first paragraph coincides with a previously fixed holiday, an employee may demand postponement of the number of working days’ holiday spent in such service. employer may fix the dates of annual leave in connection with holidays for one year in a period when an employee is engaged in initial military service pursuant to the Act of 17 July 1953 No. 29 relating to compulsory national service. (4) (Holidays during industrial disputes) During a lawful industrial dispute (strike or lockout). holidays may be fixed and required to be taken in accordance with the rules in sections 6 and 7. An employer may not because of a lawful industrial dispute change the dates fixed for a holiday. If an employer fails to pay holiday pay in accordance with section 11 (4), the fixed holiday is not regarded as having been taken during the period of absence. The rules in (1), (2) and (3) may not be departed from in an employee’s disfavour in a collective agreement or other agreement in advance. The rules in (4) may be departed from in a collective agreement. Chapter III. Holiday pay Section 10. Calculation of holiday pay (1) (Basis for calculating holiday pay) Holiday pay from an employer is calculated on the basis of wages paid in the qualifying year, Wages do not include payments to cover expenses for car travel, board, lodging and the like. 10 The following payments are not included in the basis for calculating holiday pay: a) holiday pay pursuant to the present Act, paid during the qualifying year, b) shares of net profits, c) regular payments earned and paid irrespective of absence of holiday, or d) the value of goods, services or other benefits other than payments in money. The value of full or partial board received as part of payment for work shall, however, be included in the basis for calculating holiday pay. The basis on which holiday pay is calculated shall be shown in the certificate of pay and tax deducted for the qualifying year. (2) (The general percentage rate) An employee is entitled to holiday pay from his employer amounting to 10.2 per cent of the basis on which holiday pay is calculated (cf. (1)). (3) (Higher rate for employees over the age of 60) For employees who are over 60 years of age and entitled to extra holidays pursuant to section 5 (2), the rate rises by 2.3 percentage points. Holiday pay pursuant to the first paragraph is not paid in respect of that part of the basis on which holiday pay is calculated which exceeds 6 times the basic amount* in the National Insurance system. The basic amount for the purpose of this calculation shall be the amount applicable on 31 December of the qualifying year. If an employee resigns in the course of the qualifying year, the calculation shall be based on the basic amount applicable at the resignation date. (4) (Earning holiday pay entitlements during illness, parental leave, etc.) Wages pursuant to (1) also include sickness benefit paid by an employer during the employer’s period. The same applies to sickness benefit for up to 10 days paid by an employer in the event of children’s illness, cf. chapter 9 of the National Insurance Act. The National Insurance pays holiday pay on the basis of: a) sickness benefit paid by the National Insurance for up to 48 days in each qualifying year, cf. section 8-33 of the National Insurance Act. In addition, the National Insurance pays holiday pay based on sickness benefit refunded by the National Insurance to the employer in respect of employees who are excepted from the rules concerning employers’ periods pursuant to section 8-20, first paragraph, of the National Insurance Act, or in respect of absence for longer than 10 days in the event of children’s illness pursuant to section 9-8, cf. section 9-9, of the National Insurance Act. The National Insurance also pays holiday pay based on up to 12 weeks (60 sickness benefit days) of sickness benefit relating to children’s illness pursuant to section 9-17 of the National b) pregnancy benefit paid to employees for up to 64 days of the benefit period, cf. section 14-4 of the National Insurance Act. 11 * basic amount= grunnbeløp. The National Insurance system in Norway operates with a «grunnbeløp» which is periodically adjusted and upon which the calculation of social security benefits is based. c) parental benefit paid to employees for up to 12 weeks at the full rate or for up to 15 weeks at 80 per cent of the full rate, cf. section 14-8 of the National Insurance Act. (5) (Qualifying for holiday pay during compulsory military and civilian service) An employee who has worked for an employer for at least 3 months qualifies for holiday pay from that employer during unpaid absence owing to: a)compulsory military service pursuant to the Act of 17 July 1953 No. 29 relating to compulsory national service, b)compulsory service in the Civil Defence or Home Guard for up to a total of 3 months each qualifying year. The holiday pay is calculated on the basis of the employee’s sickness benefit basis pursuant to sections 8-28 to 8-30 of the National Insurance Act on the date when the leave begins. An employee who has not been employed in the enterprise following his absence may not claim holiday pay pursuant to the first paragraph, unless his absence is due to notice by the employer or health reasons. The rules in this Section concerning the calculation of holiday pay from employers may be departed from in a collective agreement. Section 11. Payment of holiday pay (1) (General rules) Holiday pay earned in the employment of an employer the preceding qualifying year is paid on the last normal pay day before the holiday. An employee may nevertheless demand payment of holiday pay at the latest 1 week before the beginning of the holiday. If holidays are divided, holiday pay shall be divided correspondingly. The amount by which holiday pay exceeds wages for normal working hours in the holiday may nevertheless be paid in connection with the taking of the main holiday or together with wages for June. (2) (Holiday pay for holiday not taken) If holiday time has been transferred to a following holiday year, holiday pay in respect of the transferred holiday is only paid when the holiday is taken, cf. the provisions in (1). (3) (Payment on the termination of employment) If employment is terminated, all holiday pay entitlements are to be paid on the last normal pay day before the post is vacated. Such holiday pay as cannot be calculated at that time may be paid in connection with the final pay settlement, A deduction may be made from the payment amounting to 1.4 per cent of the basis for calculating holiday pay earned in the employment of the employer concerned in the shortened qualifying year 1 May to 31 December 1988. 12 (4) (Payment in the event of industrial disputes) The absence of an employee in connection with a lawful industrial dispute (strike or lockout) does not entail an obligation to pay pursuant to (3) above. An employee who has vacated his post in connection with a lawful industrial dispute shall be paid holiday pay in respect of holidays fixed preciously or subsequently, in accordance with the provisions in (1). (5) (Payment on death) If an employee dies, all holiday pay earned shall be paid to the estate together with the final pay settlement. Section 11 (3), second paragraph, applies correspondingly. (6) (Payment by a jointly and severally liable contractor pursuant to the General Application Act, the Working Environment Act and the Civil Service Act) In cases where a jointly and severally liable contractor remunerates employees pursuant to section 13 of the General Application Act, holiday pay calculated on the basis of such remuneration shall be paid at the same time. The same shall apply where a jointly and severally liable hirer pays remuneration to a temporary agency worker pursuant to section 14-12c of the Working Environment Act and section 3D of the Civil Service Act. (7) (Method of payment, deductions from holiday pay, etc.) The method of payment, the right to make deductions from holiday pay, and the obligation to inform about how holiday pay has been calculated are regulated by section of the Working Environment Act. (8) (National Insurance payments) Holiday pay paid out by the National Insurance pursuant to section 10 (4), second paragraph, is paid, regardless of the rules above, in the second half of May in the year following the qualifying year, cf. section 22-10, fifth paragraph, of the National Insurance Act. (9) (Departure) The rules in (1) to (5) may be departed from in connection with a collective pay agreement. Chapter IV.

23 Where to go when you need help?

24 Help at the workplace For all employees :Health- and safety representatives(Verneombud) For union members: Local union representatives(Tillitsvalgte)

25 Trade Unions MembershipCollective agreements and help with individual cases

26 Collective agreement between employer and trade union ensures:Agreement based pay and overtime Supplement for inconvenient hours Agreement based working hours Agreement based pension A right to more holiday and more holiday pay Free advice from elected union representative Free legal advice in case of labour disputes The Basic Collective Agreement on Co-determination. Regulates the relationship between the employees and employer. The Collective Agreement on Salaries. Regulates most issues that can be measured in working hour, money, as well as the provision of social and welfare benefits. The right to local negotiation.

27 Employers organisationsTrade Unions Employers organisations 2.62 million are in the workforce 1.6 million are organized in four large confederations LO Unio YS Akademikerne NHO, private sector Virke, private sector Spekter, public sektor KS, public sector

28 The Labour Inspection Authority (Arbeidstilsynet)Makes inspections to ensure safe and healthy working conditions according to the Working Environment act Information and advice Not individual cases

29 NAV - the Norwegian Labour and Welfare AdministrationFamily benefits, parental leave Sickness benefits Information and advice https://www.nav.no/en/Home

30 The Equality and anti-discrimination ombudsman (Likestillings- og diskrimineringsombudet)An alternative to courts of law Free of charge Handles complaints about breaches of law Gives legal advice