Strikes, sick leave and advance payment of sick pay

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New requirements give HR managers a clear responsibility in 2026

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In the spring of 2026, Norway was marked by labor disputes in several industries. In particular, the advance payment of sick pay has been a central issue in the wage settlements. In the frontline sector – the negotiations between the Confederation of Norwegian Trade Unions (LO) and the Confederation of Norwegian Industry (NHO) – the parties reached an agreement in April, and a major industrial strike was thus averted.
The 2026 front-line union settlement was crucial in avoiding a major strike in the industry. The agreement between the Confederation of Norwegian Industries and the Confederation of Norwegian Industries provided both real wage growth and new rules for the advance payment of sick pay, a main demand from the employees that will now be part of the collective agreements.

Frontfag settlement 2026: Employer advances sick pay for up to four months

In the 2026 front-line union settlement, it was agreed that The employer must advance sick pay for up to four months., with subsequent reimbursement from NAV. This was one of LO/Fellesforbundet's most important demands, and is now part of the collective agreements covered by the settlement. The arrangement involves a clear shift of responsibility:

Increased liquidity burden for businesses
Greater need for precise documentation
Closer and more structured sick leave follow-up

The new advance payment rules from the 2026 collective agreement require employers to advance sick pay for up to four months before reimbursement from NAV. The change increases the financial responsibility of businesses and places higher demands on correct, documented and ongoing follow-up of sick leave.

The government is tightening restrictions on sick leave

At the same time as employer liability increases, the government has announced a stricter sick leave practicesMinister of Health and Care Services Jan Christian Vestre has made it clear that:

Graded sick leave should be the main rule
Doctors must justify why 100% sick leave is used
The goal is to get more people back to work faster.

The background is a sickness absence that costs society tens of billions of kroner annually. The government will make it more difficult to obtain full sick leave and is introducing a “comply or explain” principle for doctors. The ambition is that almost all sickness absence will be graded, in order to reduce costs and increase work participation. This gives employers an important role in facilitating and following up.

A new risk picture for HR and managers

The combination of:

Advance payment of sick pay for four months
Stricter sick leave practices
Increased political and economic focus on sick leave

… means that HR managers now need to have full overview, structure and compliance in sick leave work. Manual routines, Excel lists and inadequate documentation represent both financial and legal risks.

How 4human its sick leave module can help HR managers now

The sick leave module in 4human HRM was developed specifically for a rule-governed Norwegian working life, and supports businesses throughout the sick leave process.

This gives 4human HR managers in practice:

Structured and legally required follow-up from day one
Automated notifications and tasks for managers and HR
Digital follow-up plans in line with NAV requirements
Documentation collected in one place – ready for reimbursement
Better basis for graded sick leave and facilitation

Over 300,000 employees in Norwegian businesses are already being followed up in the solution, and many customers report a 1 percentage point or more reduction in sick leave in the first year of operation.
Our sick leave module provides HR and managers with structured support in a time of increased employer responsibility. With automated follow-up, correct documentation and a better basis for graded sick leave, the solution contributes to lower sick leave, faster return to work and reduced financial risk.

The sick leave follow-up module in 4human HRM

A necessary investment in a stricter regime

With new collective bargaining requirements and policy guidelines , good sick leave management is no longer just “good HR practice” – it’s risk management . For HR managers, it’s now about:

To secure reimbursement from NAV
To contribute to real work participation
Reducing costs, conflicts and absences

Here, digital, Norwegian and regulatory-compliant solutions emerge as 4human HRM as one of the most relevant tools for the times we are entering.

Would you like to read more about the sick leave module?

Managing sick leave can be challenging for HR, managers and employees alike. With 4human HRM , you get an intelligent HR system that gives you full control over the sick leave process – from the first day of absence until the employee returns to work.