Mandatory HSE course for managers. Done in 60 to 90 minutes.

9 modules in the course

Each module links directly to lovdata.no and the Labour Inspection Authority's guidance.

How the course is built. Open a module to see what it covers and which statutory provisions it rests on.

1. 01What HSE is and why it pays off

   This module frames the rest of the course: §3-5 places a personal, non-delegable training duty on the top manager, §3-1 requires the business to run systematic HSE work, and §4-1 sets the "fully sound" standard covering physical, psychosocial and organisational conditions alike. You get the numbers from the Labour Inspection Authority's Kompass 4/2025, which reviewed 51,302 inspections and found at least one HSE-training breach in 35.8 % of businesses, rising to 41.5 % among those with 10 to 20 employees. It also shows why weak HSE competence in management correlates with breaches of entirely different work-environment requirements.

   Legal basis:aml §3-5aml §4-1

2. 02The Working Environment Act and regulations

   This is the map of the rulebook: which chapters of the Working Environment Act actually govern HSE work, and which regulations a managing director has to know. It covers the internal-control regulation §5 and its eight required elements, the regulation on organisation, management and participation (which sets safety-representative and committee training in §3-18 and §3-19), the work-performance regulation, and the client regulation for construction. You also get the Labour Inspection Authority's enforcement powers under chapter 18 and the changes from 1 January 2024, when the safety-representative threshold dropped to five employees and the committee threshold to 30.

   Legal basis:InternkontrollforskriftenForskrift om organisering, ledelse og medvirkningForskrift om utførelse av arbeid

3. 03Roles and responsibilities

   Who does what, and where the boundaries between the roles run. The module covers your own overall responsibility under §2-1, supervisors' independent duty to hold the necessary competence under §3-2, employees' duty to participate under §2-3, and the safety representative's mandate under §6-1 and §6-2 as clarified in 2024. You also get the interfaces with the working environment committee, the occupational health service and the Labour Inspection Authority, so you know who to involve in which case. The point it settles: responsibility follows the role of top operational manager, not the job title on the business card.

   Legal basis:aml §2-1aml §3-2aml §6-2

4. 04Physical work environment

   §4-4 requires the physical work-environment factors to be fully sound, and the Act lists the main categories: technical installations, indoor climate, lighting, noise, radiation, climate, chemical, biological and ergonomic factors, and accident risk. The module covers ergonomics and heavy lifting, noise exposure, the chemical work environment, personal protective equipment, indoor climate and ventilation, preventive maintenance and accident risk. The work-performance regulation fills in concrete limit values and procedures, and the module shows you where to look up the ones that apply to your industry.

   Legal basis:aml §4-4Forskrift om utførelse av arbeid

5. 05Psychosocial and organisational

   The legal bases are §4-3 and §4-2: integrity and dignity must be safeguarded, communication and contact must give employees support, nobody may be subjected to harassment or other improper conduct, and employees must be protected against violence, threats and harmful strain. The module covers the seven strain factors identified by the Labour Inspection Authority and the research, with high demands plus low control as the best-documented risk profile, and shows how to risk-assess psychosocial conditions in practice. Working hours, role clarity, participation in reorganisation under §4-2 and handling of violence and threats are all covered, updated with the changes in force from 1 January 2024 and the clarifications made through 2025.

   Legal basis:aml §4-3aml §4-2

6. 06Systematic HSE work and internal control

   The core of §3-1 and the whole internal-control regulation. You work through the eight elements of §5, from keeping the rules available and ensuring staff have HSE knowledge to objectives, a responsibility map, risk assessment, non-conformity handling and systematic review, and you learn which of them must be documented in writing. The module shows a practical start-up path for a business starting from nothing, the PDCA cycle, participation by employees and the safety representative, the non-conformity system as an early warning, and the internal audit. It closes on the pitfalls inspectors keep finding: a binder on the shelf, objectives nobody follows up, and a risk assessment that is never revisited.

   Legal basis:aml §3-1Internkontrollforskriften

7. 07Risk management and risk assessment

   Risk assessment is the engine of systematic HSE work, required by §5 point 6 of the internal-control regulation and tied to §3-1 second paragraph of the Working Environment Act. The module gives you a simple probability-and-consequence matrix, the hierarchy of controls, who should take part, which areas must be covered and when the assessment has to be repeated. The work-performance regulation §3-1 requires the assessment to be carried out at establishment and on change, repeated when conditions affecting the risk change, and kept in writing, and the module shows how to connect the action plan to it so it actually leads to action.

   Legal basis:Internkontrollforskriften §5Forskrift om utførelse av arbeid

8. 08Inclusive work and sick leave

   Three sets of rules apply at once: Working Environment Act §4-6 on accommodation for employees with reduced work capacity, National Insurance Act chapter 8 on sick pay and follow-up duties, and the Equality and Anti-Discrimination Act protecting against discrimination on grounds of disability. The module covers the deadlines in the follow-up process, the follow-up plan and dialogue meetings, working with the doctor and NAV, and what the inclusive-workplace agreement actually involves. You also get sick-leave statistics used as a preventive tool rather than as a reporting figure.

   Legal basis:aml §4-6FolketrygdlovenLikestillings- og diskrimineringsloven

9. 09Whistleblowing, bullying and harassment

   Two separate tracks that are often conflated: the whistleblowing rules in chapter 2A of the Working Environment Act, §§2A-1 to 2A-7, and the harassment protection in §4-3 third and fourth paragraphs. The module covers what counts as censurable conditions, how a report must be handled and within what limits, and which duties are triggered for the employer when a harassment report comes in. It goes through what has to be documented along the way, how the Labour Inspection Authority supervises the area, and why prevention is as much about culture as about procedure.

   Legal basis:aml kapittel 2Aaml §4-3