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The yearly wage settlement is postponed until autumn 2020

The national arbitrator ("Riksmeglingsmannen") has decided to postpone the start of this year's tariff brochures until autumn 2020.

The national arbitrator has decided to postpone this year's tariff brochures until autumn.

The Ministry of Local Government and Modernization has announced that the national arbitrator ("Riksmeglingsmannen"), in consultation with the parties in the front subject Fellesforbundet and Norsk Industri, all the main organizations and the state, has decided to postpone the start of this year's tariff brochures until autumn 2020.

Minimum salary requirements – generally applicable tariff agreements and salary and working conditions in public contracts

Norway does not have a statutory fixed minimum wage requirement in place. The general outset is that remuneration is negotiated between the parties, either individually or collectively.  Foreign companies bringing in their workers to a project in Norway may therefore, as a starting point, pay the salary they have agreed in accordance with their own employment agreements

However, in certain  industries or business sectors there are regulations regarding generally applicable collective tariff agreements in place which provides mandatory minimum wages for certain groups of employees. The minimum wage can change at different times for different industries. However, generally, it changes annually, during spring. The minimum wage depends on education, experience etc.

A regulation regarding general application of a collective tariff agreement will as a rule determine minimum salary per hour for certain categories of workers. In addition the employer may pay travel cost, food and lodging (rules depending on which collective agreement that covers the employment).

Also, enterprises participating in public tenders will have a contractual obligation to apply minimum pay according to either a national applicable collective tariff agreement or a generally applicable collective tariff agreement. The salary and compensation rates should be assessed before tender is submitted.  

Why is this important?

The tariff board decides the adjusted minimum salary rates when the yearly wage settlement negotiations have been concluded. The salary adjustments will then come into force from the date the Regulation is published; and not retroactively, from when the wage negotiations were concluded.