Activity and reporting obligation – what it means for your company

All public and private sector employers have an obligation to work with equality and non-discrimination, also known as the employer’s activity and reporting obligation (aktivitets- og redegjørelsesplikt – ARP). 

The activity and reporting obligation (ARP) applies to the following companies:

• All public sector companies
• Companies with more than 50 employees
• Companies with 20–50 employees (if the union representative or a majority of the employees requests it)

ARP requires comprehensive reporting from companies

All employers must work actively, consciously and according to a plan to promote equality and prevent discrimination on the basis of gender, pregnancy, leave in connection with maternity/paternity or adoption, care tasks, ethnicity, religion, philosophy, disability, sexual orientation, gender identity, gender expression or any combination of these. Employers must strive to prevent harassment, sexual harassment and gender-based violence. This work will encompass fields such as recruiting, pay and working conditions, promotion, development opportunities, preparation and the opportunity to balance work and family life.

Companies are obliged to document that they have worked systematically in accordance with legislative requirements. The associated report is to be included in the annual report or another public document, and it is the Board that is responsible for compliance with the obligations.

A four-step work method is applied in the execution of ARP

Companies subject to ARP are to:

• investigate at least every second year whether there is a risk of discrimination or other obstacles to equality, including mapping pay conditions by gender and the use of involuntary part-time work
• analyse the causes of any risks identified
• implement measures designed to combat discrimination and contribute to improved equality and diversity at the company
• assess the results of the work carried out with regard to the three items listed above