Laundry agreement makes benefit advances binding from March 2027

The 2026–2028 agreement for laundries and dry cleaners introduces a contractual obligation to advance sickness, care and parental benefits from 1 March 2027. The new provision applies to new cases after that date. Better existing arrangements at individual businesses must not be reduced because of the agreement. The March 2027 commencement excludes § 11’s third paragraph, which prohibits unequal treatment of employees in advances of sickness benefits.Lovdata

The obligation covers employees with at least six months of continuous service. Advances are limited to the amount reimbursed by NAV and, unless a better local arrangement applies, to four months in a calendar year, including the employer period for sickness benefits. The employee must continue to meet the statutory benefit conditions, and the employer must give at least one month’s notice before advances stop. For a sick note issued by a doctor outside the EEA, the advance duty starts only once the employer has NAV’s confirmation that the sick note entitles it to reimbursement.Lovdata

The obligation ends if NAV rejects the benefit application, employment ends, or the employee fails to provide the information or cooperation needed for reimbursement. Payroll teams should review eligibility, reimbursement limits and notice routines before applying the new provision. The relevant contractual rule is § 11 of the laundry and dry-cleaning agreement.Lovdata