Arbeidsgivere vil videre, men ikke på gale premisser

In a recent article, the union representing workers claims that the issue of overtime pay for part-time employees is legally settled, and that employers simply need to accept reality. This perspective is troubling. It is difficult to understand why the union frames this as a debate between those who accept the status quo and those who do not.

Court rulings from the EU in the Lufthansa and Dialysis cases dealt with questions of equal treatment under specific German tariff provisions. However, regardless of how these rulings are interpreted, they cannot serve as a basis for assuming that all countries must adopt a particular system for paying part-time employees overtime.

In practice, Norway has considerable freedom to determine how work hours should be compensated. The union agrees to this, and the claim that employers do not want solutions is misguided. The employers' side has actively participated in an extensive effort to explore possible solutions and their consequences. Simply preferring one solution does not mean opposing tripartite cooperation, which is about highlighting consequences, challenging each other's premises, and seeking practical solutions.

The ongoing discussion does not indicate a lack of cooperation, but rather that the issues are complex and require new approaches. At times, societal issues are so pervasive that politicians must take action on the streets. That is why it is prudent that the Minister of Labour has signaled her willingness to take responsibility if the working group responsible for this issue does not reach an agreement.

We have long known that the reasons for part-time work are multifaceted. Statistics from Statistics Norway (SSB) show that the most common reason for part-time work is education or training (about 40% cite it as the main reason for working part-time). Approximately 18% work part-time due to illness or disability, and roughly 1 in 10 works part-time because there is a shortage of full-time jobs.

This clearly demonstrates that the picture is much more complex than the union suggests. For many, part-time work is a means to combine work with studies, reduced capacity, or life stage. Even the Employment Inspectorate emphasized that high employment rates require an employment market that can accommodate people with different capacities, life stages, and varying demands on work hours.

In a situation where Norway needs more labor force, it is crucial that people unable to work full-time due to health, family, or other reasons also have a place in the workforce. Part-time work is an important entry point for many into the workforce. It is therefore noteworthy that the union portrays part-time work as a problem imposed on workers by employers.

The reality is far more complicated. Overtime rules could generate approximately 11 billion kroner in additional costs if today's reliance on overtime continues. About 60% of these costs would fall on the public sector. The report also points out that employers would need to adapt, for example, by reducing overtime use, increasing the use of temporary staff, or hiring or reconfiguring staff.

These are not sensational claims, but ordinary labor market mechanisms. We agree on several points: Norway needs more people employed, we must remain competitive, and we must include more who are currently outside the workforce. If we are to achieve these goals, we must be able to discuss how the labor market actually functions, rather than assuming that all problems can be solved with overtime payments.