Norwegian version of this page

Compassionate leave

Permission to take leave on social or compassionate grounds with or without salary is stipulated in the Basic Collective Agreement, section 22 ( (Norwegian) but is conditional on the employer’s discretionary assessment in each case. An application for compassionate leave is addressed to the employee’s immediate superior at the relevant unit.

Compassionate leave with pay

  • The joint provisions in section 22 of the Basic Collective Agreement permit leave with pay to be granted on the basis of compassionate considerations.
  • During the year, compassionate leave on full pay may be granted for a maximum of 12 work days or 24 work days with 50% pay. Part-time employees may have the same number of days of leave as employees in full-time positions.
  • Line management at the local HR administrative level has the responsibility for assessing whether a situation justifies the granting of compassionate leave.
  • Applications for compassionate leave with pay are to be made through the self service portal, see user guide.
  • Read more about compassionate leave with pay (Norwegian)

In the event of a stillbirth

  • In the event of stillbirth in the 22nd week of pregnancy or later, or if the child dies during the parental leave period, the mother is given paid leave for up to 33 weeks, possibly up to 6 weeks of the remaining leave period of 49 (59) weeks if the child dies after the 22nd week of parental leave, cf. the Ministry of Local Government and Modernisation's comments on the Main Collective Bargaining Agreement in the State (2020–2022) for Akademikerne.
    • If you choose to exercise this right, you will in principle not accrue social security rights during the leave period. For example, the right to sickness benefits presupposes, among other criteria, that the employee has been in full-time work for at least four weeks immediately before the incapacity for work occurs. Should you become ill during the leave period, you will therefore not normally be entitled to sickness benefits. Parental benefits, on the other hand, presuppose occupational activity that provides pensionable income for at least six of the last ten months prior to withdrawal. The mentioned right of leave is not considered a professional activity as such that provides pensionable income, and could for that reason lead to the lapse of the right to receive parental benefits – nevertheless depending on the length of the leave.
    • Please also note that paid leave for up to 33 weeks is a right that does not follow directly from the collective bargaining agreement, but instead is a so-called unilateral right granted by the state as an employer. This means that the right may lapse in the future.
    • The entire commentary to the main collective agreement, which contains information about the terms of the benefit, can be read here (in Norwegian).

Doctor appointments

  • Employees can also be given time-off with pay for appointments with the doctor etc. during working hours.
  • In this respect it may be natural to differentiate between full-time and part-time employees.

Compassionate leave without pay

  • The employer has the overall authority to make decisions in the case of applications for unpaid compassionate leave, and each particular case must be assessed. A discretionary assessment must be made on the basis of the interests of the employee and employment considerations.
  • Line management must assess applications for unpaid compassionate leave at the local HR administrative level.
  • Applications for compassionate leave without pay are to be made on the application form for leave of absence (excel).
Published Feb. 9, 2010 8:53 AM - Last modified May 23, 2022 11:42 AM