The Labour Inspection Authority (Arbeidstilsynet) is the state's supervisory authority for the working environment. If you know how it works, you are better prepared.
How does an inspection work?
The Labour Inspection Authority chooses businesses based on risk, industry and the reports it receives. An inspection can take place:
- as an on-site check, often without warning,
- as a written inspection where you must send in documentation,
- after a report from employees, safety representatives (verneombud) or others, or after a serious accident.
You have a duty to give the inspection access and the information it asks for. The inspection can also take samples and demand documentation. An inspection often goes through your internal control: risk assessments, action plans, training and how you follow up non-conformities (avvik). If you can show up-to-date documentation, you are in a stronger position.
What sanctions can the Labour Inspection Authority use?
From mild to severe:
- Guidance: advice and information on what must be corrected.
- Order (Working Environment Act, arbeidsmiljøloven, section 18-6): a decision saying that you must correct a matter within a deadline. The order can be appealed.
- Coercive fine (tvangsmulkt, section 18-7): an amount you must pay for each day, week or month an order is not complied with after the deadline, or as a one-off fine.
- Stoppage (section 18-8): the Labour Inspection Authority can stop the business in whole or in part when an order has not been followed by the deadline. In case of imminent danger, it can stop the work without an order having been given first.
- Infringement fee (overtredelsesgebyr, section 18-10): a financial fee on the business when someone acting on its behalf has negligently or intentionally broken the law or the regulations. The fee can be up to 50 times the National Insurance basic amount (G) or 4 per cent of annual turnover, whichever is higher. From 1 July 2025, the Labour Inspection Authority can also give a fee of up to 25 G to the person who leads the business, for intentional or grossly negligent breaches (section 18-10 a).
- Police report and punishment (section 19-1): serious breaches can be reported to the police. The employer and the person who leads the business can be punished with fines or imprisonment for up to one year for intentional or negligent breaches. In particularly aggravating circumstances, for example serious danger to life or health, the penalty can be imprisonment for up to five years.
When the Labour Inspection Authority considers an infringement fee, it takes into account, among other things, how serious the breach is, the degree of fault, whether it has been repeated, and what advantage the business has gained from the breach.
What happens with an order?
- Read the decision carefully. It says what you must do and when.
- Correct the matter by the deadline, and document it.
- Report back to the Labour Inspection Authority that the order has been followed.
- If you disagree, you can appeal, but within the appeal deadline. The appeal does not necessarily delay the duty to correct.
- Involve the safety representative and the employees, and learn from the case.
What makes you best prepared?
- An up-to-date risk assessment and action plan that has been followed.
- Documented training of yourself, the managers and the employees.
- A working safety representative, working environment committee (AMU) and occupational health service (BHT) where required.
- Routines for non-conformities, whistleblowing and sickness absence.
- Working-time records that show overtime and rest.
- Openness and good contact with the Labour Inspection Authority.
Personal responsibility
As managing director, you can be held personally responsible, in addition to the business. Having taken this course is no guarantee against sanctions. What you actually do in your business is what counts.
Remember
- Sanctions range from guidance to fees and police reports.
- Orders must be followed by the deadline.
- Documentation is the most important proof that you work systematically.
- Managers can be held personally responsible.