The changes do not make it more difficult to be a leader, but they make it clearer what is expected. For many, this can be a relief, because now we get a clearer framework to work according to.
What is actually meant by psychosocial work environment?
It is about the human aspects of the job: how we feel at work, what is expected of us, how much support we get, how we collaborate, how tasks are distributed and what kind of strain we experience. There are no "soft" factors anymore; the law now clearly states that these conditions are part of HSE work in line with physical security.
What will actually change in 2026?
In short: The employer is given a duty to assess and document psychosocial conditions when an employee is on sick leave. In the past, the manager was primarily supposed to examine work ability and the need for accommodation. This must still be done, but now the manager must also decide whether the working environment may have influenced the absence.
This can be about workload, role ambiguity, little support, high tempo over time, conflicts or emotionally taxing work. This is not a question of diagnosis, but of the working situation.
The change also means that the Norwegian Labor Inspection Authority will look for written documentation to a greater extent. If the business has not followed up on this area, it is considered a breach of the Working Environment Act. This can have practical consequences both during supervision and in any personnel matters.
What does this mean for managers in practice?
The manager must have a real and open conversation about the work situation when an employee is called in sick, also in the early phase. The conversation should be about what has been demanding at work, what the workload has been like, whether expectations have been clear enough and whether there are conditions that can be improved. This must be documented, but not in a bureaucratic way - short, specific notes will do.
HR must support this, but the law is clear: it is the manager who is responsible for the follow-up.
This does not mean that the leader should be a therapist or enter into private relationships. This means asking about what is actually relevant to the work situation.
What happens if the business does not do this?
If psychosocial conditions are not assessed or documented as part of the sickness absence follow-up, it is considered a breach of the Working Environment Act. The Norwegian Labor Inspection Authority can issue orders and, in the long run, compulsory fines. In addition, the business can end up in a very difficult position if a dismissal case or conflict arises. There are several examples where dismissals due to long-term sickness absence have been deemed invalid because the employer could not show that the working environment had been assessed.
In short: documentation protects both employer and employee.
How we at Preppio have solved this
We know that managers already have a lot to deal with. That is why we have updated the sickness absence solution in Preppio so that managers get help throughout the process.
Managers receive short explanations and practical tips along the way - small "mini-courses" in what to pay attention to. Our templates now contain separate questions that make it easy to assess and document the psychosocial conditions required by law. Here, the manager does not have to remember everything himself.
This means that the business can be confident that the documentation is in place, that the legal requirements are followed, and that employees receive good and orderly follow-up.
Finally
The most important thing to take into 2026 is that the psychosocial working environment is no longer something that lies "outside" sickness absence work. That's part of it. And that's good, because it means that we collectively take seriously what actually affects people's health and ability to work.
If your business wants to work more systematically and simply with this, we are happy to show you how Preppio can help you get started.
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