Situations where workplace accommodation may be relevant
- pregnancy
- during menopause
- in challenging life phases/events
- to prevent sick leave
- to help you participate in work-related activities during sick leave
- to ensure a good transition from a period of absence back to work
- to enable seniors to remain in employment longer
Examples of workplace accommodation measures
The choice of accommodation measures must always be evaluated individually and clarified with the immediate supervisor in each case. Here are some examples:
- Modification of work tasks
- Adjustment of working hours
- Working from home
- Training or retraining
- Change in responsibilities and authority
- Technical aids, e.g., with assistance from NAV
- Measures addressing organisational and psychosocial conditions in the workplace
- Breaks for physical activity
- Breaks for rest/sleep. Use our rest rooms on campus.
- Assistance with commuting by using Travel Allowance from NAV
Responsibility for workplace accommodation
The employer must facilitate as early as possible for the employee on sick leave to return to work.
The employer and employee must engage in an open dialogue about possible solutions.
Occupational health services, safety representatives, union representatives, and employee organisations can assist with advice and guidance.
The employee’s obligation to participate
It is expected that the employee cooperates in the accommodation process and provides information about their work ability.
If the employee "without reasonable cause" refuses to cooperate with the employer regarding accommodation, this can have several consequences. Inaction from the employee’s side can reduce the scope of the accommodation obligation.
Postdoctoral researchers and PhD fellows
For postdoctoral researchers and PhD fellows, the rights and obligations mentioned above in case of illness apply in the same way as for other employees.
In the event of sick leave, the employment period for postdoctoral researchers and PhD fellows may be extended by an amount corresponding to the sick-leave period: Regulations to the Universities and Colleges Act.
Accommodation and assistive devices
NAV has several schemes for jobseekers who could work if conditions are adapted. Employers can receive help from NAV for necessary assistive devices, workplace adaptations, advice and guidance.
The Assistive Technology Centres provide advice, guidance and training on functional solutions in the workplace. This can include adaptations, ergonomic solutions and assistive devices for people with reduced functional ability, for example reduced vision, hearing, mobility or memory.
Also check UiA’s Life‑Stage Policy, which gives examples of different accommodation options.
Length of the accommodation period
Accommodations are normally intended to last for a limited period and should be evaluated where there is a need for further measures. In some cases, a statement or documentation from a treating practitioner may be required to arrange an appropriate solution.
- isabella.c.sikel@uia.no
- Phone
- +47 90 16 77 01
- hans.p.thorvaldsen@uia.no
- Phone
- +47 99 21 16 35