It is a pleasure to be able to inform that we are again this year are highly ranked in the Legal 500 EMEA rankings 2023. Both the company as such and eight of our lawyers are ranked, of which one lawyer - Trond Erik Solheim - is also ranked in the prestigious elite group " Leading Individuals”. In addition to Solheim the ranked lawyers are Mari Vindedal, Maria Skuggevik Slotnes, Merete Furesund, Ole Kristian Olsby, Runar Homble, Tore Lerheim og Trond Erik Kvalsnes.

On 1 April 2023, the much-discussed tightening of the rules on the hiring of labour will come into force. From this date, the framework is far narrower than previously for businesses that need to hire labour from staffing companies (temporary agencies). Perhaps the most important change is that agreements on hiring of labour can no longer be entered into on the grounds that the work is of a temporary nature - for example during seasonal work and production peaks.

It is a great pleasure to be able to inform you that for ten years in a row we have been highly ranked in Chambers Europe Employment. These rankings show that we have stood out in the most rigorous, independent and in-depth research process in this market, and that we have emerged as one of the best firms in our field for a period spanning a full ten years.

On 8 March we mark International Women's Day. Norway is among the best in the world when it comes to gender equality - also in working life. But despite increased awareness and more regulation, there are still differences between women's and men's income and career patterns.

After the Metoo campaign, the harassment clauses in the Equality and Anti-Discrimination Act, the Criminal Code and the Working Environment Act gained new relevance. There is now a new definition in the Working Environment Act which will clarify what constitutes sexual harassment.

Not all workplaces can turn off the lights and lock the doors when the rest of society goes on holiday. Among other things, in industry, the health sector and the food trade, it is common to engage external labour to cover vacant shifts during holiday periods. Changes to the rules on part-time employees' preferential rights affect how the employer can allocate such shifts.

Kapital has published the results of the Norwegian Lawyer Survey 2023. It is pleasing to be able to say that Homble Olsby | Littler has been ranked as the second-best firm in employment law for the third year in a row. We are also pleased that Tore Lerheim is on the podium again and ranked as the third best lawyer in employment law in Norway. Thanks to all colleagues who have voted for us, and thanks to all good colleagues who are on this great silver team.

The employee's right to remain in his position is a distinctive feature of Norwegian labor law and an important factor in termination cases. What consequences does this right have for the employer?

On 1 January 2023, several new rules in the working life area entered into force. Here are some of the most important legislative and regulatory changes that employers and others should be aware of.

We at Homble Olsby | Littler are always up to date on legal developments in employment law. As the year draws to a close, we share some thoughts on entering into 2023 and summarize the most important news from 2022.

On 22 November 2022, the Supreme Court handed down a judgment on the connection between the rules in the Mandatory Wages Act and the rules in the Ship Labor Act on the obligation to pay in case of illness.

The Ministry of Labour and Social Inclusion has proposed changes relating to the definition of employee in the Working Environment Act. Among other things, the government proposes that it now should be the business that must prove that the person is not an employee if there is doubt or disagreement about this.

From January 2022, most of the Norwegian Working Environment Act will apply if a foreign company sends one of its employees to work in Norway for more than 12 months. These changes implement EU rules. Here is an overview.

The Supreme Court has clarified that substitute teachers who are employed temporarily due to a lack of qualified personnel are not entitled to a permanent position after three years. The judgment is important for employers in the training sector who are struggling to recruit qualified teaching staff.