Clarification of the Legal Requirements for the Psychosocial Work Environment

From January 1, 2026, the Norwegian Working Environment Act will introduce clearer requirements regarding the psychosocial work environment. The purpose of these legislative amendments is to clarify and further elaborate the Working Environment Act’s requirements concerning a fully satisfactory psychosocial work environment. The new rules are intended to provide employers with better guidance and raise awareness of the measures needed to create a healthy psychosocial work environment.

What Are the Current Rules?

Section 4-1 of the Working Environment Act states that the working environment must be fully satisfactory, both physically and psychologically. Sections 4-2 to 4-6 further specify these requirements across different aspects of the work environment.

The requirements for the psychosocial work environment are set out in Section 4-3. This provision requires that work be arranged to preserve the employees’ integrity and dignity. Furthermore, the work must be arranged to enable contact and communication among employees. The law prohibits harassment and other improper conduct, and requires that employees, as far as possible, are protected against violence, threats, and undesirable strain.

What Will Change in 2026?

From 2026, Section 4-3 of the Working Environment Act will be amended with new first and second paragraphs:

The new first paragraph clarifies that work must be organized, planned, and carried out so that all psychosocial factors in the workplace are fully satisfactory, with regard to employees’ health, safety, and welfare.

This means the law will now explicitly cover all factors relevant to the psychosocial work environment.

The new second paragraph provides examples of psychosocial factors covered by the provision, including:

• Unclear or conflicting demands and expectations at work
• Emotional demands and strains in work involving people
• Workload and time pressure that create an imbalance between tasks and available time
• Support and assistance in the workplace

These psychosocial work environment factors fall within the scope of the requirement that work in the undertaking must be organised, planned and carried out in such a way that the psychosocial working environment is fully satisfactory. Note that the factors listed in the Act are examples of what is covered and do not constitute an exhaustive list; other factors may also be relevant.

On its website, the Norwegian Labour Inspection Authority states that, together with the social partners, it will develop supplementary regulations that will further clarify employers’ responsibilities.

What Are the Consequences of the New Rules?

The new statutory provisions clarify the current legal position and are not intended to introduce substantive changes to the requirements for the psychosocial working environment. This is made clear in the preparatory works to the legislation. In Proposition 94 L, the Ministry of Labour and Social Inclusion states that the intended effect of the proposed amendment is to highlight the psychosocial working environment as an issue and, in conjunction with other instruments, help ensure that enterprises in general give higher priority to psychosocial issues and work more effectively to address them.

Although the legislator does not intend to change the current legal standard, it cannot be ruled out that the amendments will have practical consequences.

The new requirements introduce more concrete expectations for employers, providing clearer guidance and potentially increasing awareness. This may lead to better employer follow-up and also provides a clearer basis for addressing any breaches of the rules — whether by the Labour Inspection Authority, unions, safety representatives, or individual employees. Over time, this could result in stricter enforcement compared to today’s less regulated situation. The explicit mention of specific psychosocial factors may also lead to more complaints and potential disputes, and breaches of these factors may be cited in whistleblowing cases.

Recommended Actions

To best prepare for the new rules, we recommend that organizations review and update their routines and guidelines for the psychosocial work environment. Specific actions may include:

• Mapping psychosocial risk factors through workplace surveys and risk assessments
• Updating internal procedures for organizing, planning, and carrying out work
• Increasing the competence of managers and employees to identify and address psychosocial challenges
• Fostering openness and dialogue so employees feel safe raising concerns

• Staying informed about new regulations and guidance from the Labour Inspection Authority regarding the psychosocial work environment

Does your organization need assistance with reviewing routines or training? Please feel free to contact us — we have extensive experience in employment law and are happy to help.