The life stage policy relates to the various stages of private life, while the different stages of working life are addressed in the personnel policy.
The life stage policy aims to foster effective dialogue between managers and employees.
The policy is based on:
- UiA's personnel policy
- The state's personnel policy (in Norwegian)
- The state's employer policy (in Norwegian)
- UiA's core values: professionalism, openness, respect, and trust
- The IA agreement
- UiA's strategy for 2025–2028
- UiA's action plan for equality, inclusion
Goals
The goal of the life stage policy is for UiA to be an attractive workplace, to prevent and reduce sickness absence, to promote inclusion and prevent exclusion or withdrawal from working life, and to encourage more people to remain in work for longer. Being employed is, in itself, health-promoting.
By fostering a sense of security, job satisfaction, engagement, and achievement, UiA aims to enhance co-creation for the knowledge of the future.
Workplace flexibility
The life stage policy assumes that both managers and employees are flexible, with an understanding and acceptance of potential individual adjustments and arrangements. Adaptations based on life phases are made through dialogue between the employee and their manager. These adjustments do not necessarily require costly measures, but rather small changes that can make daily life easier. Employees’ needs and requests for adjustments must be considered in relation to UiA’s available resources, needs, and opportunities.
Employee’s role and responsibility
Employees must assess whether adjustments are needed in their job due to their life stage or family situation. In such situations, the employee should reflect on the following:
- What adjustments can I make myself?
- What support do I need in order to perform my tasks?
- How long do I think I will need this support?
If an employee needs adjustments, a dialogue should be initiated with their immediate manager, where the needs are assessed in relation to the unit's capabilities.
Manager’s role and responsibility
Managers play an important role in the life stage policy. They must balance individual requests for adjustments with the unit's needs, goals, and tasks. Openness and exercising discretion will be key factors. Managers must consider:
- What adjustments can be made without causing disproportionate consequences for colleagues or the unit?
- What flexibility does the manager have to make adjustments within the unit?
- Are there possibilities for help and support from other units?
Life stages
People experience different life courses and make various choices that affect their life situation. Some events in life are beyond an individual’s control and will impact their work situation. Examples of different life stages include:
- Pregnancy
- Return from long leave or sickness absence
- Caring for young children
- Caring for teenagers
- Periods with other caregiving responsibilities
- Senior stage
- Crises and significant life events
All employees are to have an annual performance review with their immediate manager. Matters related to life circumstances that impact work can be addressed during this meeting. Employees and managers may also address such issues in separate meetings if necessary.
General Measures
These are general measures that may be relevant for all life stages and can be considered in addition to the specific suggestions under each point.
- Individually adapted working hours and tasks
- Compassionate leave
- Individually adapted holiday arrangements
- Reduced working hours
- Redeployment or job rotation
Pregnancy
UiA wants pregnant employees to be able to continue working for as long as possible. Support for the pregnant employee is important, and in some cases, adaptations may be necessary to prevent sick leave.
Tailored measures
- Follow-up conversation during pregnancy. A discussion about work planning, leave arrangements, potential adaptations, and support during pregnancy.
- Risk assessment for potentially harmful exposure to health hazards.
- Paid leave for pregnancy check-ups.
See also the dedicated pregnancy page on UiA
Return from long leave
Returning to work after a long leave can be challenging. Changes at work, such as new systems, tasks, and colleagues, can make it difficult to reintegrate. Preparation and support for re-entry can be provided.
Tailored measures
- Start-up conversation before re-entry.
- Updates and training measures.
- Discussion about career progression after the leave ends.
Caring for young children
The stage of caring for young children can be demanding. UiA wants to facilitate support for parents of young children.
Statistics for UiA show that women take more caregiving days than men. UiA strives for a fair distribution of caregiving days between both parents.
Tailored Measures
- Leave for childbirth
- Adoption
- Parental leave and benefits
- Leave for breastfeeding
- Leave for child’s or childcare provider’s illness
- Access to rest and breastfeeding rooms
- Leave for settling a child into daycare
- Compassionate leave
Caring for teenagers
Having a teenager at home is no small task. Many parents have greater needs for support during this stage. Although the legal entitlement to leave for "child and childcare provider’s illness" no longer applies to teenagers, there are still situations where adaptations may be necessary. Open dialogue between the employee and manager is important to determine what measures and arrangements can be implemented.
Tailored measures
Other caregiving stages
Just as with the young child stage, there may be times when extra flexibility is needed to care for elderly parents or other close family members. Open communication between the employee and manager is crucial to assess what measures can be implemented.
Tailored Measures
- Leave for caregiving for close relatives
- Caregiver benefits in the final stages of life
- Compassionate leave
Senior employees
UiA emphasises the importance of employees staying in the workforce as long as possible (ref. the IA Agreement), and it is important to accommodate requests for reduced workload or working hours. Good dialogue between the employee and manager is essential.
Tailored measures
- Update and training measures
- Senior appraisal interviews
- Ensuring knowledge transfer
- Pension scheme courses (with the National Pension Fund)
- Additional week of holiday starting at age 60
- 8 senior days starting at age 62
- Preventing strain injuries, e.g., height-adjustable desks, ergonomic chairs, lighting, sound, temperature, and workstation assessments (HSE).
- Use of AFP
Crises and major life events
Crises and other life events, such as relationship breakdowns, accidents, serious illness of a close relative, or bereavement, can also impact employees. How one handles these situations varies, but in some cases, additional support may be needed to avoid sick leave. Openness and good communication are key.