Annual central government settlement
Annual negotiations are held between the employee organizations and the state. These negotiations set the framework for any central pay increases and local wage negotiations.
In 2026, there is a main settlement. The negotiations between the state and the main confederations in the state sector started on 16 April, and the negotiation deadline was 30 April. The negotiations went to mediation, but after the official mediation deadline had passed, the parties reached an agreement on four identically worded collective agreements.
You can find more information under “Wage settlement 2026” (regjeringen.no) - only in norwegian.
Annual local salary negotiations (Basic Collective Agreement clause 2.5.1)
In the central government negotiations, money is also set aside for an annual local salary settlement in the various undertakings in the state sector. At UiO, the local unions and the management meet for negotiations in the autumn.
Demands are submitted by employees via trade unions, or they can alternatively be raised with one’s own manager. The employer and the trade unions are equal parties in the negotiations, which means they must reach agreement before the negotiations can be said to have produced a result. Thus, submitting a demand does not mean that a salary rise will be granted.
The effective date of the settlement is usually 1. may, but can vary from year to year. The negotiations are authorized under the Basic Collective Agreement in the state sector, point 2.5.1.
In 2026, there is a main settlement. You can find more information about this year’s settlement under “Annual central negotiations” above.
Salary negotiations on special grounds (Basic Collective Agreement clause 2.5.3)
Salary negotiations may also be conducted on various special grounds outside the annual round, pursuant to point 2.5.3 of the Basic Collective Agreement. Such claims can likewise be channelled through the employee’s trade union, or the employer may submit the claim. These negotiations usually take place five to six times a year. The employee must be offered an annual salary assessment interview with their closest manager.
Negotiation dates 2026
For 2026, the following dates have been set aside for salary negotiations on special grounds:
- Spring: 5 February, 26 March and 18 June
- Autumn: 3 September and 26 November
Procedures for submitting claims for 2.5.3 negotiations (for the employer).
- Before 2.5.3 claims are sent to the secretariat in connection with the exchange of demands with the organizations, it is important that the units have quality assured the content of the claims and the grounds used.
- Claims are uploaded by the employer to the units’ 2.5.3 folders in the “Area for sharing sensitive data”.
- Departments and units in the Central Administration that do not have their own folder must use the 2.5.3 folder under “Central Administration”.
- The employer’s deadline for submitting claims is 12 working days before the actual negotiation.
- The claims are uploaded in PDF format with the following file name: “unit_surname_firstname.pdf”. Example: “mn_nordmann_ola.pdf”.
- For the Central Administration, the following file name is used: “los-department_surname_firstname.pdf”. Example: “los-opa_nordmann_kari.pdf”.
- Claim forms for the various legal bases in 2.5.3, as well as the form for other salary assessments and supplements, can be found in the form overview under “Salary negotiations”.
Use of legal grounds in 2.5.3 negotiations
Significant changes in employees’ tasks and duties
The claim must be documented so that it is possible to measure the changes. The decisive factor is that the employee is given tasks that require something qualitatively more than before, and that the new tasks are at a higher level.
Difficulties in retaining or recruiting specially qualified staff
If the salary claim is justified on recruitment grounds, it must be documented that there is a real risk of losing particularly valuable expertise. An example is an offer of another external job, but this legal basis may also be used in cases where no concrete offer exists. Note: If the offer concerns a job elsewhere at UiO, this legal basis is not used. UiO is one undertaking and should not compete with itself.
Employees who have made an extraordinary work effort
The term “extraordinary” refers to an effort that goes far beyond what one could reasonably expect in the position in question. It must also concern work tasks that are part of the position, and not assignments or roles the employee has taken on outside UiO.
Salary assessment during the first year of employment and when a temporary employee becomes a permanent employee
For up to 12 months after hiring the employee and when a temporary employee becomes a permanent employee, the employer must reassess the employee’s salary grade and possibly give the employee higher salary. The assessment is made following a separate meeting with the employee. This is authorised by clause 2.5.5 no. 3 of the Basic Collective Agreement.
Salary assessment following unpaid leave
When an employee has been on 100% unpaid leave for more than a month , the employer must assess the employee's salary grade upon returning to work. The assessment is made after discussion with the local union representatives. This is authorised by clause 2.5.6 of the Basic Collective Agreement.
Salary assessment interview
- Employees are entitled to a yearly salary assessment interview concerning competence, responsibility, salary and career development. The interview shall contribute to equal salary among genders. This is authorized by § 3 clause 5 of the Basic Collective Agreement.
- In the interview, personnel managers are to inform the employee about the unit's and organisation's objectives and challenges. Furthermore, the personnel manager is to explain what is expected of the employee and outline UiO's salary policy. The employee may express his or her expectations concerning these topics.
- The interview is not a salary negotiation. The introduction of such interviews does not impact the existing negotiation framework spelled out in the Basic Collective Agreement but will enhance the parties ability to conduct local negotiations with a greater understanding of the individual employee. The employer decides when such interviews are to take place.
Payment after salary rise
New salary after seniority rise
The payroll system automatically adjusts salary payment as of the date of seniority rise. Only persons in a position with a salary scale (lønnsstige) qualify for such rises.
Payment after central negotiations
Salary adjustments agreed in the central negotiations are effective as of 1 May. As a rule, the negotiation results are not ready in time for the salary disbursement in May. New salary and back pay are disbursed as soon as the results are registered in the salary system.
Payment after personal salary rise
This happens as soon as the Payroll Office receives notice of the change of position/salary.
Back pay for previous years
When a salary adjustment concerns the previous year, typically in cases of promotion to professor, the entire salary disbursement will be reported to the tax authorities for the current year's taxation. If the adjustment is substantial or the back pay concerns a extended period of time, you ought to consider applying for an amended tax deduction card (skatteetaten.no) (Norwegian).