Employees are organized in trade unions, while employers are organized in employer associations. Through this organization, important issues can be discussed between a few actors on behalf of many.
Dialogue – The key to success
The Norwegian model ensures continuous dialogue between employers and employees, taking place on several levels, from daily conversations at the workplace to formal meetings between management and union representatives.
The parties can exchange views, discuss challenges, and find solutions together. This open communication allows for quick and efficient adaptation to changes.
Co-Determination – A right for employees
Co-determination is another central element of the Norwegian model. Employees have the right to influence decisions that affect their working conditions. Through representatives and trade unions like NITO, employees can participate in negotiations concerning wages, working conditions, and other important issues.
This participation is enshrined in the Working Environment Act and through collective agreements between employee organizations and employer associations. This ensures that employees' rights are safeguarded and that they have a real influence on decisions affecting their workday.
Tripartite cooperation – A cornerstone of the Norwegian model
Another important factor in the Norwegian model is the tripartite cooperation between employers, employees, and the authorities. This cooperation allows all parties to participate in the shaping of laws and regulations that govern working life.
Through tripartite cooperation, it is possible to reach agreements on important issues such as wage settlements, working environment and pension schemes.
Tripartite cooperation contributes to creating predictability and stability in working life, which is important for both employers and employees.
How do you benefit from the Norwegian model?