🇳🇴 Norway

Preparing Data for Gender Pay Gap Reporting in Norway#

This document provides guidance on preparing and reporting data in compliance with Norway's Equality and Anti-Discrimination Act, based on guidelines from the Norwegian Equality and Anti-Discrimination Ombud (LDO).

For comprehensive guidance, refer to LDO's official resource: The Activity Duty and the Duty to Issue a Statement

Who Needs to Report#

The obligation to report on gender equality and anti-discrimination efforts applies to:

All public sector employers: Required to comply with the activity and reporting duties.
Private sector companies with more than 50 employees: Mandated to fulfill these duties.
Private sector companies with 20 to 50 employees: Required to comply if requested by employees or their representatives.

When to Report#

Employers must conduct and report on their gender equality assessments and measures biennially (every two years). This includes reviewing pay conditions by reference to gender and the use of involuntary part-time work.

What to Report#

The report should encompass:

Investigation of Discrimination Risks: Assess potential discrimination or barriers to equality, including a review of gender pay conditions and involuntary part-time work.
Analysis of Causes: Examine the underlying reasons for identified risks.
Implementation of Measures: Detail actions taken to counteract discrimination and promote equality and diversity.
Evaluation of Results: Assess the effectiveness of implemented measures.

Additionally, the report must include quantitative data on:

Gender balance within the organization.
Breakdown of part-time and temporary workers by gender.
Proportion of employees taking parental leave, disaggregated by gender.
Gender pay gap analysis.
Results from the mapping of involuntary part-time work.

How to Report#

Employers should:

Conduct Assessments: Perform the investigations and analyses as outlined.
Document Findings and Measures: Record the identified risks, analyses, measures implemented, and their evaluations.
Collaborate with Employee Representatives: Engage with employee or trade union representatives throughout the process.
Publish the Statement: Include the equality and anti-discrimination statement in the company's annual report or another publicly accessible document. If published separately, reference it in the annual report.

Penalties for Non-Compliance#

The Norwegian Equality and Anti-Discrimination Ombud oversees compliance with these duties. Non-compliance may result in:

Investigations and Follow-ups: The Ombud can request documentation and conduct visits to assess compliance.
Complaints to the Anti-Discrimination Tribunal: The Ombud may file complaints leading to potential enforcement actions.
Coercive Fines: The Anti-Discrimination Tribunal has the authority to impose fines to ensure compliance.

For detailed information and updates, refer to LDO's official guidance: The Activity Duty and the Duty to Issue a Statement