NorwayTariffavtaler (Lovdata)
Building-products agreement raises pay floors and adds benefit advances
The 2026–2028 agreement sets NOK 236.41 an hour for adult beginners and NOK 240.11 after one year, alongside pension information duties and benefit advances from 2027.
By Taxxa AI OyPublished 3 September 2026
Industry: Manufacture of other non-metallic mineral products · Wholesale of wood, construction materials and sanitary equipment · Manufacture of wood and of products of wood and cork, except furniture; manufacture of articles of straw and plaiting materials
The 2026–2028 collective agreement for Norway's building-products industry sets guaranteed minimum earnings of NOK 236.41 an hour for adult beginners
Lovdata and NOK 240.11 after one yearLovdataLovdata. It also adds employee information requirements for occupational pensionsLovdata and a conditional obligation to advance sickness, care and parental benefits from 1 January 2027Lovdata.
The agreement covers building-products manufacturing and building-materials outlets, including specified timber, prefabricated-house, gypsum, concrete and other materials businesses. Its occupational scope includes production, maintenance, warehouses, outlets and drivers. It can also be made applicable as a collective agreement in staffing agencies supplying work within its scope. The parties are NHO and NHO Byggenæringen, and LO and Fellesforbundet; its term is 1 April 2026 to 31 March 2028.
Qualified workers holding a trade certificate and working within that trade must receive at least NOK 16.50 an hour above the corresponding adult-worker pay level, regardless of the business's pay systemLovdata. The agreement permits a reduced supplement or payment for relevant hours where a worker with another trade certificate works only partly within that trade.
For pensions, the employer must ensure that each employee knows the business's occupational-pension provider and how to monitor contributions and the basis on which they are paid.
The new benefit-advance provision applies to new cases after 1 January 2027Lovdata and requires at least six months' continuous employmentLovdata. The employee must continue to meet the social-security entitlement conditions. Advances are capped at the amount reimbursable by Nav and at four months per calendar year, including the employer period for sickness benefits, unless better local arrangements applyLovdata.
Existing better arrangements must be preserved, and the employer must give at least one month's notice before advances cease. The obligation ends when Nav rejects the application, employment ends, or the employee fails obligations necessary for reimbursement. For medical certificates from outside the EEA, it begins only after Nav confirms reimbursement eligibility. The non-discrimination paragraph is excepted from delayed commencement.
These terms are contained in Overenskomst for byggeindustrien 2026–2028, TARO-328, particularly §§ 1-1, 2-2, 2-5 and 6-5.
Check covered employees against the new pay floors and trade supplement. Provide pension information and prepare Nav reimbursement, eligibility and notice routines for benefit advances from 1 January 2027.