As of 1 July 2025, a comprehensive package of legislative changes came into force, giving the Norwegian Labour Inspection Authority more power and authority than before. This marks a clear statement from the government that it intends to combat labor crime and legal violations more effectively.
The background is increasing concern that unscrupulous actors undermine both competition and working conditions, particularly in industries such as construction, transport, cleaning, and staffing. Authorities want inspections to be able to act quickly – without being dependent on the cooperation of the business in question.
Key points of the changes
- Collection of information from third parties: The authority can now approach customers, suppliers, or other partners to obtain necessary information if the business itself does not cooperate.
- Compulsory evidence collection: In cases of suspected serious violations, the Labour Inspection Authority can, with court approval, enter premises to retrieve evidence – including electronic material such as payroll records, timesheets, or internal communications.
- On-the-spot fines: Obvious breaches – such as missing employment contracts or illegal hiring – can now result in immediate fines during the inspection.
- Personal liability for managers: CEOs, board members, and owners can be personally fined in cases of negligent or intentional involvement.
- Expanded physical access: Inspectors can enter premises, including by breaking locks if necessary to carry out inspections. Police are obliged to assist.
- Extended statute of limitations: The deadline for imposing fines increases from 2 to 5 years, giving the authority more time in complex cases.
Practical implications
Previously, many companies experienced that the Labour Inspection Authority depended on voluntary access. Now the authority has tools to compel documentation and secure evidence. For businesses, this means that non-compliance can have faster and more intrusive consequences.
Our recommendation
Conduct an internal “inspection preparedness exercise.” Have clear routines for who meets the inspectors, what documents are provided, and how communication is handled. Ensure employment contracts, timesheets, payroll overviews, and HSE plans are up to date and easily accessible.
