What does the Norwegian Work Environment Act require of leaders?

Last updated 2026-08-07

The Norwegian Work Environment Act requires the leader to ensure a fully satisfactory working environment, prevent harassment and improper conduct, follow up sick-listed employees, handle whistleblowing properly, and personally have completed HSE training. The duties are continuous — they apply in daily operations, not just in annual reviews.

What does “fully satisfactory working environment” mean?

The standard in § 4-1 is a holistic assessment. It covers workload, organisation, participation and the social interaction in the workplace — not just protective equipment and ergonomics. The assessment must be done in advance, not after someone has become ill.

What must the leader do about psychosocial conditions?

• Ensure employees are not exposed to harassment or other improper conduct (§ 4-3).
• Intervene when conflict arises, instead of waiting for the parties to resolve it themselves.
• Ensure workload is proportionate to staffing and competence.
• Facilitate participation from employees and safety representatives.

What duties apply to whistleblowing?

Notifications of censurable conditions must be investigated within a reasonable time, and the whistleblower has strong protection against retaliation. A leader who reacts defensively in the first conversation can create a retaliation issue that did not exist before. How the conversation itself is handled is therefore part of compliance.

What duties apply to sick leave?

The employer must prepare a follow-up plan in consultation with the sick-listed employee and carry out dialogue meetings within set deadlines. The content of these conversations is the leader’s responsibility — this is where the duty to accommodate is actually met or breached.

What is the leader’s own training duty?

The top leader must undergo HSE training under § 3-5. The training must be adapted to the risks of the enterprise and be documentable during inspections.