At a glance
- Significant amendments to the Norwegian Working Environment Act (Act) have been adopted.
- With the amendments, the Norwegian government has strengthened the enforcement powers of the Labour Inspection Authority.
- The amendments also establish age 72 as the uniform legal age limit in most workplaces and require employers to address psychosocial workplace risks.
Update: 16 September 2025
On 20 June 2025, the Council of State approved amendments to the Act, expanding the Labour Inspection Authority’s powers to address workplace crime.
Effective 1 July 2025, the authority has been able to secure evidence by court order and impose on-the-spot administrative fines for clear legal breaches. The duty to provide information is also extended to certain third parties, with safeguards for necessity and proportionality. Sensitive personal data under Article 9 of the GDPR remains protected. In accordance with the amendment, the relevant limitation period has also been extended from two to five years. Further to this, the involvement of police assistance is permissible when needed and necessary. Inspectors are granted authority to take direct measures in accessing worksites, such as breaking of locks.
The government has adopted amendments to the Act removing the option for employers to set an internal company age limit of 70. Currently, the Act allows employment to be terminated at 72, with an exception enabling companies to set a lower age limit of 70 in certain conditions. From 1 January 2026, this exception will be abolished, establishing a uniform legal age limit of 72 in most workplaces.
Another amendment taking effect on 1 January 2026 clarifies that an employer's duty to ensure a fully acceptable working environment also includes the psychosocial work environment. Adopted on 20 June 2025, this change is intended to provide clearer legal guidance and raise awareness of measures to promote a healthy and supportive psychosocial work environment, covering all relevant factors in this area.
Update: 14 July 2025
On 20 June 2025, the Council of State approved amendments to the Act, expanding the Labour Inspection Authority’s powers to address workplace crime. Effective from 1 July 2025, the Labour Inspection Authority may now secure evidence by court order and impose on-the-spot administrative fines for clear legal breaches. In accordance with the proposal, the relevant limitation period is extended from two to five years.
Further, the Norwegian government has adopted amendments to the Act removing the option for employers to set an internal company age limit of 70. Currently, the Act allows employment to be terminated at 72, with an exception enabling companies to set a lower age limit down to 70 under certain conditions. From 1 January 2026, this exception will be abolished, establishing a uniform legal age limit of 72 in most workplaces.
The Norwegian government has proposed legislative amendments to the Act aimed at strengthening the enforcement powers of the Labour Inspection Authority.
The proposals include new powers to obtain information from third parties; secure evidence with court approval; and issue administrative fines on-site during inspections.
Under the proposed amendments, the statute of limitations for imposing fines would be extended from two to five years, while the Labour Inspection Authority would be empowered to impose fines on individuals in leadership roles. Further to this, the involvement of police assistance would be permissible when needed and necessary. Inspectors would be granted authority to take direct measures in accessing worksites, such as breaking of locks.
If the proposed changes are adopted, corresponding changes would also be made to the General Application Act, the Procurement Act and the Immigration Act.
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