Meet YS and the YS unions at Arendalsuka

Posted on July 15, 2026July 15, 2026 by Life Hilde Hansen

YS at Arendal Week

Meet YS and the YS unions at Arendalsuka

YS and the YS unions invite you to lectures and debates on a number of different topics during Arendal Week. We launch the YS Working Life Barometer for 2026, discuss the fight against youth exclusion - with reports from the front line, in addition to allowing you to choose between 24 events under the auspices of the YS unions.

– We look forward to participating in as many of the great events organized by the YS family as possible. Arendal Week also gives us the opportunity to discuss what is on the minds of YS with politicians and other organizations, say YS leader Hans-Erik Skjæggerud and deputy leader Lizzie Ruud Thorkildsen.

This year, Arendal Week takes place from Monday 10th to Friday 14th August. Stop by if you're in Arendal. You can also participate digitally. All events are open and free.

YS launches the Working Life Barometer for 2026

Since 2009, YS and the Norwegian Institute for Labour Research AFI (OsloMet) have collaborated on the YS Working Life Barometer. The tool helps us understand the state of working life and what employees think about important issues.

– We are proud that the Working Life Barometer provides us with the most important knowledge base about the state of working life, for the 18th year in a row, says YS leader Hans-Erik Skjæggerud.

This year, the researchers have taken a closer look at how employees experience their own health, sick leave and psychosocial work environment. The results will be presented on Tuesday, August 11 at 8:30 a.m. in a separate event at Clarion Hotel Tyholmen.

If you are not physically in Arendal, the event will be streamed on Facebook.

The fight against youth exclusion – report from the front line in schools

Hundreds of thousands of people are in emotionally demanding work situations every day, with great responsibility for other people and their fates. On Wednesday, August 12th at 6:00 PM, you can hear the debate about the consequences for employees, patients and users.

We also take a sneak peek at the new documentary film “Two out of ten,” which provides a poignant insight into the everyday lives of employees fighting high school dropouts.

The event is led by the creator of Pørni, Henriette Steenstrup. In the debate you will meet: YS leader Hans-Erik Skjæggerud, Geir Holmgren, CEO of Gjensidige,
Karoline Seglem, researcher AFI, Elise Waagen (Ap), Julia Brännström Nortug (FrP),
Helge Eide (KS), Trond Ellefsen (Delta), Thom Jambak (Education Association), Marit Isaksen (FO), Mona Søbyskogen (School Principals' Association), Ann Karin Swang (Health Nurses in NSF) and Zaid Norzai Ahmmad (Student Organization).

This event also takes place at Clarion Hotel Tyholmen, but is also streamed on Facebook.

YS associations' events at Arendalsuka

MONDAY 10 AUGUST AT: 14.20 – 16.00 p.m

White Stripes
Location: Madam Reiersen
Organizer: YS Stat and Norwegian Customs Association

MONDAY 10 AUGUST AT: 15.00 – 16.00 p.m

The pharmacy as a specialist shop
Location: Randi Lauvdal Flowers
Organizer: Parat

MONDAY 10 AUGUST AT: 17.00 – 17.45 p.m

Nav and the sick pay scheme
Location: Randi Lauvdal Flowers
Organizer: Parat

TUESDAY 11 AUGUST AT: 09.00 – 09.45

When the crisis comes, how to secure the food supply?
Location: Randi Lauvdal Flowers
Organizer: Parat

TUESDAY 11 AUGUST Time: 10.00 – 10.45

What competence should be required to use coercion and force?
Location: Madam Reiersen
Organizer: Delta and the Delta Nurses' Association

TUESDAY 11 AUGUST Time: 10.00 – 10.45

Why are so many diabetic feet amputated?
Location: SMB tent
Organizer: The Foot Therapy Association in Delta and SMB Norway

TUESDAY 11 AUGUST Time: 11.00 – 11.45

Who decides when AI is used at work – management, employees or the technology itself?
Location: Madam Reiersen
Organizer: Delta

TUESDAY 11 AUGUST AT: 11.00 – 11.45

Safe at work – how do we combat violence and harassment in the workplace?
Location: Randi Lauvdal Flowers
Organizer: Parat

TUESDAY 11 AUGUST AT: 12.00 – 12.45

What kind of police do we want? Does the Police Role Committee lay the foundation for the People's Police?
Location: Randi Lauvdal Flowers
Organizer: Parat

TUESDAY 11 AUGUST Time: 15.00 – 16.00

Cocaine Highway – a real and growing threat to public safety
Location: Randi Lauvdal Flowers
Organizer: Norwegian Customs Association

TUESDAY 11 AUGUST Time: 16.00 – 18.00

Transport preparedness in crisis and war
Location: Barrique beer and wine room
Organizer: The Norwegian Occupational Safety and Health Association

TUESDAY 11 AUGUST Time: 17.00 – 17.45

What room for maneuver do emerging leaders actually have?
Location: Randi Lauvdal Flowers
Organizer: Skolederforbundet

TUESDAY 11 AUGUST Time: 17.00 – 17.45

Rich kids play the most – how expensive time affects inequality
Location: Madam Reiersen
Organizer: Delta

TUESDAY 11 AUGUST AT: 18.15 – 19.00

Leadership in the future of coeducational schools
Location: Randi Lauvdal Flowers
Organizer: Skolederforbundet

WEDNESDAY 12 AUGUST AT: 09.00 – 09.45

Preparedness: What can we learn from Finland?
Location: Madam Reiersen
Organizer: Delta

WEDNESDAY 12 AUGUST AT: 09.00 – 09.45

The world is changing – what does it mean for working life in Norway?
Location: Randi Lauvdal Flowers
Organizer: Parat

WEDNESDAY 12 AUGUST AT: 10.00 – 10.45

Long shifts – what does it take to succeed?
Location: Madam Reiersen
Organizer: Delta, Norwegian Nurses' Association, AFI/OsloMet

WEDNESDAY 12 AUGUST AT: 11.00 – 11.45

Pilot training in Norway – heaven or hell
Location: Randi Lauvdal Flowers
Organizer: Parat

WEDNESDAY 12 AUGUST AT: 12.00 – 12.45

Defense, police and civil emergency preparedness – are we preparing for the wrong war?
Location: Randi Lauvdal Flowers
Organizer: Parat

WEDNESDAY 12 AUGUST AT: 16.00 – 16.45

Is working life made for women's bodies and lives?
Location: Randi Lauvdal Flowers
Organizer: Parat

THURSDAY 13 AUGUST AT: 09.00 – 09.45

Inclusive working life in practice – what does it take to succeed?
Location: Randi Lauvdal Flowers
Organizer: Parat

THURSDAY 13 AUGUST AT: 11.00 – 11.45

Can safety and health subjects work together?
Location: Randi Lauvdal Flowers
Organizer: Parat

THURSDAY 13 AUGUST AT: 13.00 – 13.45

Youth Party Leaders: An Inclusive Working Life
Location: Randi Lauvdal Flowers
Organizer: Parat

THURSDAY 13 AUGUST AT: 15.00 – 15.45

Do women care about war and peace and stuff?
Location: Randi Lauvdal Flowers
Organizer: Parat

SAFE and Offshore Norway meet for voluntary wage board

Posted on July 14, 2026July 14, 2026 by Life Hilde Hansen

Salary and tariff

SAFE and Offshore Norway meet for voluntary wage board

On Tuesday afternoon, SAFE and Offshore Norway accepted a voluntary wage settlement. The strike and lockout have been called off and employees are reporting to work.

The agreement to meet for a voluntary wage board came into place at the request of Ombudsman Mats Ruland.

– All employees will resume work as soon as it is practically possible, says Raymond Midtgård, union leader of SAFE.

– The labor dispute has been important for SAFE, and will provide guidance for future negotiations. We have fought for members' rights when it comes to wages and working conditions, Midtgård states.
The voluntary wage board will be held as soon as practically possible, but the time has not been set due to vacation arrangements for several parties.

In a voluntary wage board, the parties agree that a neutral third party will make the final decision in an unresolved wage or collective bargaining dispute. In a mandatory wage board, the authorities or the Storting make a decision, often to end conflicts that may pose a risk to life, health or critical societal interests.

YS responds to lockout against oil workers

Posted on July 6, 2026July 6, 2026 by Life Hilde Hansen

Salary and tariff

YS responds to lockout against oil workers

Offshore Norway has implemented a lockout against members of the YS union SAFE who are not included in the ongoing strike. YS Privat is responding.

The lockout concerns the ongoing labor dispute among SAFE's members in well service.

– Strikes are a legitimate and fundamental tool in the Norwegian working life model. Workers must have a real right to use legal means of struggle when wages and working conditions are not in reasonable proportion to responsibility, competence and burden, says leader of YS Privat, Eirik Bornø.

SAFE fights to ensure that certain groups of workers do not fall behind others in the same industry. SAFE's demands concern both wages and safe, orderly working conditions.

– The employer side should contribute constructively to a solution, not escalate the conflict in a way that could undermine the right to industrial action, says Bornø.

Strong collective agreements, real bargaining rights and respect for legal means of struggle are pillars of organized labor. YS and YS Privat stand in solidarity with SAFE and their members and encourage other YS unions to show their support.

Historic breakthrough in the Storting on compensation for occupational injuries

Posted on June 29, 2026June 29, 2026 by Life Hilde Hansen

Working life

Historic breakthrough in the Storting on compensation for occupational injuries

YS is pleased to have won in the fight for a fairer occupational injury scheme.

What should be considered occupational injuries? Before the summer, representatives in the Storting agreed to draft new rules for just that.

Until now, if you have a job with a higher risk of injury compared to other professions, you are less likely to receive compensation. YS finds this unreasonable,

– We have worked for a long time to correct this injustice, says YS' deputy leader, Lizzie Ruud Thorkildsen.

A big win for those who take big risks every day

– Finally, employees in more risky professions have the same opportunity for compensation if they are injured at work. It is a big victory for all those who take risks every day. YS has worked for a long time to improve the occupational injury scheme. I am glad that the government and the Storting have listened to us, says YS' deputy leader.

The amendment to the law will also ensure that those who are required to practice in dangerous situations are covered by the occupational injury scheme if the accident occurs during training.

– Under current regulations, employees in, among others, the fire and rescue service, the ambulance service and the Customs Administration are without coverage if they are injured during mandatory exercises. We have worked for a long time to ensure that they too will receive security and compensation. We are therefore pleased that the Storting and the government have listened to us in this matter, says Thorkildsen.

Stress injuries must also be included in the scheme, believes YS

YS believes we are not quite there yet. There is still a need to include injuries that occur due to strain over time in the scheme.

– The Storting has asked the government to include strain injuries in the occupational injury scheme. I expect it to be followed up quickly. This is particularly important in some typical female professions. One example is healthcare workers, who lift patients for many years and thus risk strain injuries, Thorkildsen points out.

YS: – Tax reform must benefit workers

Posted on June 25, 2026June 25, 2026 by Life Hilde Hansen

YS leader Hans-Erik Skjæggerud says the result of the mediation with the Norwegian Confederation of Trade Unions (NHO) in the frontline sector will ensure YS members increased purchasing power. Photo: Terjeg Bergersen — YS leader Hans-Erik Skjæggerud. Photo: Terje Bergersen

Corporate social responsibility

YS: – Tax reform must benefit workers

A tax reform must benefit those with low and middle incomes, says YS leader Hans-Erik Skjæggerud. “We cannot accept that those with low and middle incomes have increased living costs to finance tax cuts for the percentage with the greatest wealth,” he says.

On June 24, the Tax Commission presented its report, with a number of recommendations for comprehensive changes to the structure of the tax system. These will form the basis for a report to the Storting on the structure of the tax system, planned for 2027. The Storting will negotiate the proposals.

Will cut taxes for low and middle income earners

YS leader Hans-Erik Skjæggerud praises the Tax Commission for proposing broad tax cuts for low and middle incomes. This will be done both through reduced general income tax and increased personal allowances.

YS has submitted to the Tax Commission that those with low and medium incomes should receive lower income tax, to provide better everyday finances and make it more profitable to work.

The YS leader is pleased that the Tax Commission has listened in this area, but is also concerned that those in work will finance excessive tax cuts for those with the greatest wealth.

– The commission recommends between 6 and 23 billion in cuts in wealth tax. Between 45 and 60 percent of this will go to the one percent that already has the most. It is not fair that those with large fortunes should receive massive tax cuts, at the expense of workers, he says.

Positive towards the changes in the structure of the wealth tax

The Tax Commission proposes a new calculation method for home and share owners, where the valuation discount is removed and replaced with a base deduction of seven million for housing.

– The proposed changes will make wealth taxed more fairly, while also shielding ordinary homes up to seven million kroner. This is a more reasonable way to calculate wealth, believes Skjæggerud and supports the Tax Commission's recommendations.

More expensive essential goods raise concerns

The Tax Commission proposes to increase VAT on culture, training and passenger transport. YS believes it will hit people disproportionately.

– I am concerned about increased living costs for those with low and middle incomes. We are already seeing that many are struggling. It is therefore inappropriate to give ordinary people increased costs through more expensive cultural offerings, training and public transport, says Skjæggerud.

– Even essential goods such as insurance will see a big price jump, at a time when many are already struggling, he points out.

Clear message from YS to the politicians in parliament

The YS leader has the following message to the politicians in parliament, who will now consider the proposals from the Tax Commission:

– It is not reasonable to increase the cost of living for those with regular incomes to finance cuts in wealth taxes. It is those with the greatest wealth who get the lion's share of the tax cuts, while the bill is passed on to workers. Our members should not finance tax cuts for those who have the most, he states.

Nominate your candidate for the YS' equality award!

Posted on June 16, 2026June 16, 2026 by Life Hilde Hansen

Equality and inclusion

Nominate your candidate for the YS' equality award!

Who deserves the YS' Gender Equality Award? You can now nominate candidates for the YS' Gender Equality Award 2026. The deadline for submitting proposals is August 18.

The purpose of the award is to stimulate increased efforts in the work to promote gender equality and equal opportunities for all.
By gender equality, we mean all measures that work to correct imbalances in terms of opportunities for social participation, education, work and professional development.
The award can be given to individuals, groups, organizations, as well as private or public enterprises, both domestically and internationally.
The award recipient must have made a meritorious contribution within one or more of these areas. It is assumed that the award recipient has a holistic approach to gender equality.

Suggest your candidate here or send an email to hege.hero@ys.no by August 18th.

The award will be presented on October 20th.

– It is important that you justify the proposal, so that we who sit on the jury have as many facts as possible when we evaluate the proposals, says jury leader Hans-Erik Skjæggerud.

– It is not necessary to be a member of a YS association to be able to propose candidates, he adds.

The jury consists of:

Hans-Erik Skjæggerud (leader)
Else Marie Brodshaug
Julie N. Nynes
Siren Somby
Rønnaug M. Retterås
Tina Riise Gjøen
Hege Herø (secretary)

Facts about YS' Equality Award

The Holiday Act and your rights

Posted on June 16, 2026June 23, 2026 by Life Hilde Hansen

Your rights

The Holiday Act and your rights

The Holiday Act is intended to ensure your right to holiday and holiday pay. We will explain what the law stipulates regarding the length of holiday, consecutive holiday, transfer of holiday, holiday in the event of illness and termination of holiday during the notice period. The Holiday Act also has provisions regarding holiday pay.

Questions about when you should take your vacation can sometimes cause discussion in the workplace. In a good working environment, the employee and employer will usually agree on when you should take your vacation, and how long you should take it at a time.

The Holiday Act stipulates that the employer must discuss the determination of holiday with the individual, or with a shop steward. If a disagreement arises, the employer has the final say. Employees can demand to be notified of the determination of holiday as early as possible, but you must be notified no later than two months before the holiday starts.

The employer has a duty to ensure that the holiday is completed.

You are entitled to three consecutive weeks of vacation.

The Holiday Act sets the main holiday period as between 1 June and 30 September. You are entitled to take your main holiday for three consecutive weeks within this period. It is common to take most of your holiday during the weeks when schools are closed.

You are also entitled to take your remaining vacation in one continuous period.

How long of a vacation are you entitled to?

Regardless of the percentage of employment you are employed in, you are always entitled to four weeks and one day of vacation. That is, 25 working days, because the Holiday Act operates with Saturday as a working day. If you work a five-day week, you are entitled to 21 days of vacation. Most people covered by a collective agreement are entitled to five weeks of vacation, or 30 working days.

If you turn 60 during the holiday year, you are entitled to one week of extra holiday. You can take this extra holiday as you see fit – either all at once, or one or more days at a time. You must give your employer at least two weeks' notice before taking this extra holiday.

Please note that days off in shift work or part-time work are also considered vacation days during the vacation period. These days are therefore deducted from vacation time.

If you are unsure how much vacation you are entitled to, ask your HR manager!

What do you do if you get sick on vacation?

It happens that you get sick even though you are on holiday. What rights do you have then? Here it is important that you distinguish between illness that has occurred before the agreed holiday started, and illness that occurs while you are on holiday.

If you become ill before your holiday starts, you can request that your holiday be postponed until later in the holiday year. You must submit such a request no later than the last working day before your holiday starts and attach a doctor's certificate. If you are still ill after your holiday has ended, you should notify your employer as soon as possible that you are requesting to postpone your holiday. You can do this at the same time as you submit your sick leave. If you wait too long, you risk losing your claim to postpone your holiday.

If you become ill during your holiday, you can request to have your holiday postponed, even if you have only been ill for one day. You must provide a doctor's certificate.

The rules regarding holiday pay for unused holiday days due to illness or parental leave have been repealed. These holiday days can now be carried over to the following year.

What do the rules say about transferring vacation?

You can agree with your employer to transfer up to twelve working days of statutory holiday to the next holiday year. The same applies to contractual holiday. This means that you can agree to transfer up to three weeks to the next holiday year. This must be agreed in writing with your employer.

When will the holiday pay be paid?

It is common for the employer to pay vacation pay in June instead of paying salary.

It is important to be aware that there is no direct connection between vacation and vacation pay. Vacation is simply a right to time off without pay for a specific period.

Holiday pay is earned the previous year and is intended to compensate for lost wages during the period you are on holiday. According to the Holiday Act, the rate for holiday pay is 10,2 percent of the holiday pay base. If you are covered by a collective agreement that entitles you to a fifth week of holiday, the rate is 12 percent. You will find information about the holiday pay base on your payslip. When taking regular holiday, you will be paid holiday pay for what you have earned the previous year.

No tax is deducted from vacation pay, but you pay a little more tax on all other wages for the rest of the year to compensate for this.

Completion of vacation during the notice period

Many people who have resigned from a position want to take their vacation at the end of their employment. It is important to be aware that this is not something you are entitled to if your employer disagrees. You can only request to take your vacation during the notice period in order to take your vacation within the statutory vacation periods, i.e. the main vacation period (between 1 June and 30 September) and the vacation year.

The time for scheduled vacation may be changed when necessary due to unforeseen events. This means significant operational problems and the inability to find a replacement.

Changes must be discussed with the employee.

In such situations, employees are entitled to have additional expenses incurred as a result of the change covered. You must disclose such expenses when the change to the scheduled vacation is discussed between you and your employer.

Your employer may require you to take vacation during the notice period, when the notice period is three months or longer. Vacation that has already been scheduled shall not be changed due to termination.

Summer job: What you are entitled to in salary

Posted on June 16, 2026June 22, 2026 by Life Hilde Hansen

Young people in working life

Summer job: What you are entitled to in salary

There are several reasons why there are different hourly wage rates. Some jobs are typical of the season, such as working at a water park or zoo. Others are permanent throughout the year, but the employer needs temporary workers to cover the holidays for permanent employees.

If you are over 18 years old, for example, you should have an hourly wage of at least NOK 176,84, according to the collective bargaining agreements.

– This is the lowest rate in our overview for typical summer jobs. In some industries, collective agreements show much higher hourly rates than this, says Goran Scekic, senior advisor at YS.

– If you are under 18, your hourly wage will be 10 to 30 percent lower in some industries. Collective agreements often operate with separate rates for younger workers, he explains.

You can negotiate more in hourly wages than what the minimum rates show.

These are the hourly wage rates, negotiated in the spring of 2026

Jobs and hourly wage rates based on collective agreements (37.5 hour week)	16 years-	17 years-	over 18 years old
Municipal jobs	193,2	193,2	214, 67
Nursing home unskilled	193,2	193,2	214, 67
Hotel receptionist	153,08	162,58	176,84
Water park	1)	1)	184,25*
Bowling Hall	1)	1)	184,25*
Fitness center	1)	1)	184,25*
Animal park	1)	1)	184,25*
Wholesale employee (Wholesale warehouses)	190,09*	218,18*	272,72*
Industrial worker	148,04	169,2	211,49
Construction worker without a trade certificate	169,61	169,61	250,63
Cleaning worker	196,3	196,3	247,29
Store employee	139,4	139,4	195,4
Ferry and kiosk employee	139,4	139,4	195,4
Office worker	139,4	139,4	195,4
Kiosk	139,4	139,4	195,4
Tourism employee	195,04	195,04	195,04
Switchboard	139,4	139,4	195,4
Fast food	153,08	162,58	176,84
Waiter	153,08	162,58	176,34
Cook (unskilled)	153,08	162,58	176,84
Gardener and garden help	187,8	187,8	219,42
Newspaper delivery	186,43	186,43	210,95
Guards	2)	2)	246,22
Kindergarten	193,2	193,2	214,67

1) Wages for schoolchildren and young people under 18 years of age are determined by the employer.

2) You cannot work as a weightlifter until you are 18 years old.

* The stated rate is from 2025, because this year's wage settlement for these rates has not been fully negotiated.

Government sector

Up to 17 years: NOK 157,12

Between 17 and 18 years: NOK 166,77

If you are at least 18 years old, the salary schedule for the position code you work in is followed.

As a member with us, you get help when you need it.

Young people in the workforce: Get to know your rights

Did you know that it is free to be a member of most YS associations if you are a school pupil, student or apprentice? You also get many great deals and discounts with YS Advantage.

Here you can check which association is right for you.

It is very important that you have a written employment contract.

The employment contract is important to avoid misunderstandings about what has been agreed. How much will you work? What kind of work tasks will you do?

The employer writes the contract, but it is important that you read it carefully before signing. Is there anything you do not agree with? Then you must address this before signing.

A written employment contract must be concluded, regardless of how long the job lasts. This is enshrined in the Working Environment Act. Some employers believe that they do not need to enter into an employment contract for shorter employment relationships, or part-time work. This is incorrect and contrary to Norwegian law.

Here you can read about what should be included in an employment contract.

We give you an overview of what you can expect to be paid for the work you do. Plainpicture

How long you have a job should be included in the employment contract.

In Norway, the minimum notice period for mutual and written termination of the employment relationship is one month, unless otherwise agreed in writing. The notice period runs from the first day of the month after you have received or submitted the notice.

As a summer temporary worker, it is natural that the end date is stipulated in the contract. The rule of one month's notice period also applies when a written employment contract has not been entered into.  

You are entitled to overtime pay even in your summer job.

Even if you are employed as a summer temporary worker, you are entitled to overtime pay. If you work more than 40 hours a week, or nine hours a day, you are generally entitled to overtime pay, regardless of what your employment contract says. The overtime pay is a minimum of 40 percent of your salary.  

You will receive training in the summer job.

You are entitled to training in the job you are going to do, both about how to do the work itself and what special rules you must follow for reasons of safety and health. The training is also part of the working hours, and you may be entitled to pay for the time you are trained.

You must always say no to illegal work.

For some, it may seem tempting to work undeclared. You should say no to that. First of all, it is uIt is legal to work illegally. Secondly, you are without rights. Without a formal employment relationship, you are in a weak position if your salary is not paid. In addition, you lose the right to sick pay, pension accrual and other public benefits. Don't accept having cash shoved into your hand!

Your employer will collect your tax card or holiday card. Also check whether you are earning holiday pay on the salary you receive from your summer job. You can claim this at the end of your employment.  

You are entitled to a written certificate when you have finished your summer job.

The certificate should include your name, date of birth, what kind of work you have done and how long the employment relationship has lasted. It is quite common for the employer to write something more. A good effort in the summer job is often rewarded with a supplementary certificate. It can be worth its weight in gold when you are applying for your next job. 

Summer jobs strengthen your CV

With a summer job, you can also show experience from different industries and jobs on your CV. It is positive that you have tried your hand at work alongside going to school or studying.

A summer job is also a great way to try out different professions. You get a foot in the door, build important networks, and learn some of the most important rules of the game.

New ILO convention provides better protection for platform workers

Posted on June 15, 2026June 15, 2026 by Life Hilde Hansen

Food vendor on Södermalm in Stockholm. Foodora, Uber, Bolt, Wolt. — – The platform economy must be based on decent work and not uncertainty and exclusion, says YS leader Hans-Erik Skjæggerud. Illustrative photo: Mattias de Frumerie/DI

internationally

New ILO convention provides better protection for platform workers

The International Labor Organization (ILO) has adopted a historic convention to protect workers in the platform economy. “An important step in the work for stronger rights for people working in the new platform economy, but there is still much to be done,” says YS leader Hans-Erik Skjæggerud.

The delegates to ILO conference, concluded in Geneva on June 12, has adopted the first global labor standard for platform workers.

Platform workers are people who perform tasks or provide services organized through a digital work platform or app. Examples of such platforms are Uber and Bolt for passenger transportation, or Foodora and Wolt for food delivery.

– This marks an important step towards ensuring that millions of platform workers enjoy the rights, protection and dignity that all workers deserve. We are therefore pleased that the convention was adopted, says YS leader Hans-Erik Skjæggerud.

This is the content of the new convention

The Convention confirms that fundamental rights such as freedom of association and the right to collective bargaining apply to workers in the platform economy.
The convention requires employers to ensure that employees receive payment of remuneration and access to social protection.
The Convention requires governments to take special measures to ensure that platform workers can withdraw from work if there is a risk to their health and safety, without fear of reprisals, and to protect them from violence and harassment in the workplace.

Can no longer evade responsibility as an employer

– The convention is important for platform workers in Norway, but perhaps even more important for those who work in countries where occupational safety and health is weaker than what we have, says Skjæggerud.

– I am particularly pleased that the convention helps prevent those working in the platform economy from being seen as self-employed and thus evading employers from their employer responsibilities, says Skjæggerud.

YS believes Norway must implement the convention

ILO conventions are binding on member states that ratify them. Norway has a tradition of ratifying most of the ILO conventions.

– We believe that Norway must ratify and implement this convention. Future work in the platform economy must be built on democratic workers' rights and decent work, not on insecurity and exclusion, says Skjæggerud.

– This convention will contribute to a better working life, but at the same time there is a need to continue the work and further develop new regulations in line with technological developments, he points out.

Health Personnel Plan 2040: – A good start to a big task

Posted on June 12, 2026June 15, 2026 by Life Hilde Hansen

YS' deputy leader, Lizzie Ruud Thorkildsen. Photo: YS — YS' deputy leader, Lizzie Ruud Thorkildsen. Photo: Thomas Brun/NTB Communication

Working life

Health Personnel Plan 2040: – A good start to a big task

Minister of Health Jan Christian Vestre has presented the government's “Healthcare Personnel Plan 2040”. The plan confirms that Norway will lack 42,000 healthcare personnel in 2040 and launches over 150 measures to close the gap.

Network manager at YS, Lizzie Ruud Thorkildsen, is positive about many of the suggestions. She is particularly pleased that Vestre clearly acknowledged that we cannot “educate ourselves out of” the healthcare personnel crisis.

– Increasing recruitment for jobs that “everyone knows” are demanding, characterized by part-time work, with poor development opportunities, is like pouring more water into a bucket with holes in it. I am glad that the Minister of Health is now focusing on those who already work in the services. Here, working conditions, task sharing and competence must play the main role. Then the measures to increase recruitment will also work better, says Thorkildsen

She emphasizes that YS will familiarize itself with all the proposals, and will also actively contribute to the follow-up through the cooperation between the parties.

– There are many big, ambitious goals here. We in the social partners have our feet firmly planted on the ground, and are ready to contribute to ensuring that the measures are implemented in a way that works with the reality in the businesses, says Thorkildsen.

Focus more on competence and task sharing

Today, many healthcare professionals spend a lot of their working time on tasks that do not require their level of expertise. Government estimates point to nurses and healthcare professionals as the groups with the greatest potential for freeing up time.

– We must have the right people in the right place. We are positive that we will now look more systematically and overall at how the tasks are distributed. It is important that we, the parties who know the terrain best, are involved all the way, so that we do not create new barriers in the process, says YS' deputy leader.

She is also positive that more emphasis will be placed on skills offerings at the VGS and vocational certificate levels, and on developing new specializations at the vocational school level.

“These are employees who often receive little in the way of skills development and refresher courses. If we succeed in expanding the offerings for them, we will make the jobs more attractive to hold over time,” she says.

– Working hours are the responsibility of the parties

Minister Vestre points out that the proportion of people working part-time in the health and care sector constitutes the largest unused potential for labor in health and care.

The government's calculations estimate that half of the staffing deficit could be covered by increasing the number of part-time employees by an average of ten percent. At the same time, a number of proposals are being put forward that open the way to changing working time arrangements.

– Here we must remind you that the burden of many of the rotation schemes is in itself a reason why many people choose to work part-time. I understand that the minister is eager to resolve this mess, but the working time arrangements are the responsibility of the parties. I assume that this will continue to be the case, says Thorkildsen.

She reminds us that efficiency does not come from getting healthcare personnel to run even faster or work more weekends.

– Many people run until they fall, and then we are left with fewer resources and expertise. We become more efficient when we use the resources we have better, so that we preserve and develop them. Then more people can want to be in these important professions, she points out.