Arbeidsmiljøloven §4-6 (Norwegian Working Environment Act) · Updated October 2026
Sick-leave follow-up course for managers
Learn the whole follow-up process step by step: the follow-up plan within 4 weeks, dialogue meeting 1 within seven weeks and the documentation duty under the Working Environment Act section 4-6, plus the NAV track with the activity requirement, dialogue meeting 2 and sick pay under the National Insurance Act chapter 8. Start for free, pay only when you pass, and get your certificate the same day.
- Duration
- about 60 minutes
- Language
- Norwegian & English
- Kursbevis
- Yes, included
- Price
- NOK 790 per seat
The whole course is free to take. No account needed to start. After you pass the exam you get your certificate through the course.
Certificate · Sick-leave follow-up
HMS-2026-000481
Awarded to
Kari Nordmann
Department manager · Eksempelbedrift AS · Trondheim
Issued
23 April 2026
Exam
96 % (70 % pass mark)
Scan to verify, or visit
hmslederkurs.no/kursbevis/eksempel
Sample certificate. Real format, fictional name. Open the full version.
In short
The employer must draw up a follow-up plan with the employee on sick leave no later than when they have been fully or partly absent for four weeks, and call a first dialogue meeting within seven weeks of full absence, unless clearly unnecessary (Working Environment Act section 4-6, third and fourth paragraphs). The employer must be able to document how this was followed (fifth paragraph). NAV holds dialogue meeting 2 no later than at 26 weeks (National Insurance Act section 8-7 a). The course teaches managers and HR the whole process in about 60 minutes, with a certificate the same day. No law requires a separate course, but the follow-up itself is mandatory.
- Who
- Managers with staff responsibility and HR
- Legal basis
- Arbeidsmiljøloven §4-6
- Last updated
Free to take
pay NOK 790 when you pass
about 60 minutes
done in one sitting
Real people
answer when you have a question
Same day
certificate in inbox
How you get it done
Three steps. No classroom, no travel time.
Start for free
Press start and the course opens in your browser. No payment, no account, no install. If you want to pause and continue on another device, you can leave your email along the way. Questions? A human replies by email as soon as we can.
Learn the deadlines and roles that actually apply
Seven short lessons take you through the whole process with practical checklists, reflection tasks and questions along the way. You learn to separate the employer's deadlines under the Working Environment Act section 4-6 from NAV's milestones under the National Insurance Act chapter 8, what you can and cannot ask about, and how to document what the Labour Inspection Authority asks for. Our staffed Q&A answers you as soon as we can throughout.
Pay at the end and get your certificate
Once you pass, you pay and your certificate is issued right away. You pay by card, and companies can get an invoice against their org number on request. A numbered, QR-verified PDF is sent to your email the same day, ready to attach to a reply to an order or file in the HR folder.
Sick-leave follow-up, done right and on time.
The manager's duties in the follow-up process: accommodation, the follow-up plan, dialogue meetings and deadlines under Norwegian law.
See for yourself
Contents: the follow-up plan, dialogue meetings and the NAV track
See how the course is built. Each lesson combines a clear explanation of the rules with concrete lovdata references, checklists you can use in your own business, and questions that test that the deadlines and roles have stuck. You can start for free and go through everything before you decide.
- A lovdata link in every module, so you can verify every claim
- Skim-reading is fine, no time gates on pages
- A short knowledge check at the end of every module
7 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.
01Introduction: roles, responsibilities and why follow-up pays off
The module gives the overview of the whole process and who does what: the employer has the main responsibility to follow up and accommodate, the employee must cooperate, and NAV and the doctor have their own duties. You learn to separate the two sets of rules from the start: the employer's deadlines are in Working Environment Act section 4-6, while the activity requirement, dialogue meeting 2 and sick pay are in the National Insurance Act chapter 8.
02The accommodation duty and follow-up routines
When an employee's working capacity is reduced, the employer must as far as possible take measures so they can keep or get suitable work (section 4-6, first paragraph). You learn what accommodation can be, such as adjusted hours, other tasks, aids and graded sick leave, where the limit of the duty lies, and why the assessment should be documented.
Legal basis:aml §4-6 første ledd
03Follow-up plan within 4 weeks
The follow-up plan must be made together with the employee and be ready no later than when they have been fully or partly absent for four weeks, unless clearly unnecessary (section 4-6, third paragraph). It must assess tasks and working capacity, and set out measures and a plan for further follow-up. The plan goes to the doctor, and an updated plan to NAV at least one week before dialogue meetings NAV calls.
Legal basis:aml §4-6 tredje ledd
04Dialogue meeting 1 within seven weeks and the documentation duty
For full absence the employer must call dialogue meeting 1 within seven weeks, unless clearly unnecessary; for partial absence the meeting is held when a party or the doctor finds it appropriate (section 4-6, fourth paragraph). The meeting is about the follow-up plan and working capacity, not the diagnosis. The employer must be able to document how the plan and meeting were followed, including who was invited and took part (fifth paragraph).
Legal basis:aml §4-6 fjerde og femte ledd
05The NAV track: activity requirement, dialogue meeting 2 and sick pay
The employee must be in work-related activity no later than eight weeks, with exceptions for medical reasons or when activity cannot be done at the workplace (National Insurance Act section 8-8). NAV holds dialogue meeting 2 no later than at 26 weeks (section 8-7 a). You also learn the 16-day employer period (section 8-19), the 248-day sick-pay period (section 8-12) and how graded sick leave is used.
Legal basis:ftrl §8-7 aftrl §8-8ftrl §8-12
06The follow-up conversation, privacy and difficult cases
The conversation is about function and working capacity, never the diagnosis, and health data is a special category of personal data under GDPR art. 9. You learn to prepare and hold a good conversation, document agreements without collecting more than necessary, and what to do when cooperation fails. The module also covers the protection against dismissal in the first 12 months (Working Environment Act section 15-8).
Legal basis:GDPR art. 9aml §15-8
07Inclusive working life, prevention and practical tools
The final module looks ahead: prevention as part of systematic HSE work, the IA agreement as an agreement between the social partners and the authorities, and a practical toolkit with routines, a follow-up plan template, a deadline overview and NAV's digital services. The course is general guidance; in specific cases you should get help from NAV, the occupational health service or a lawyer.
Legal basis:NAV
Legal basis and sources
The course is built on these sources. The links go to the statute or to the supervisory authority's own guidance, so you can read the requirement yourself.
- Arbeidsmiljøloven §4-6
Accommodation as far as possible, a follow-up plan by four weeks, dialogue meeting 1 within seven weeks, and a duty to document the follow-up.
- Folketrygdloven §8-7 a
NAV must hold dialogue meeting 2 no later than when the incapacity has lasted 26 weeks, unless it is assumed to be clearly unnecessary.
- Folketrygdloven §8-8
The employee must cooperate and be in work-related activity as early as possible and no later than eight weeks, with exceptions.
- Folketrygdloven §8-19
The employer pays sick pay during the employer period of up to 16 calendar days.
- Arbeidsmiljøloven §15-8
An employee cannot be dismissed because of illness during the first 12 months.
- NAV: slik følger du opp sykmeldte
NAV's overview of who does what, the deadlines and the dialogue meetings.
Your certificate, same day
A quick, documented path to your certificate.
You take the course, pass the exam, and have a numbered, QR-verified certificate in your inbox the same day. Ready to show the Labour Inspection Authority, HR, or an auditor.
Pass it in the same session
You take the exam right after the last lesson, see the result immediately, and can retry free if you fail. No examiner queue, no waiting for post. 70 % pass mark.
Questions along the way? We answer
If something is unclear while you take the course, send us a message right from the course. A real person reads it and answers as soon as we can.
QR-verified in seconds
Every certificate has a unique number (HMS-YYYY-NNNNNN) and a QR code. HR, an auditor or the Labour Inspection Authority can scan and confirm it directly against our register.
Grounded in law, kept current
Every module links directly to lovdata and the Labour Inspection Authority's guidance, so you can verify every claim yourself. Updated whenever the regulations change.
Who wrote this course
The course is developed and maintained in-house by HMS Lederkurs, grounded in current law and regulation and the Labour Inspection Authority's guidance.
Every lesson links directly to lovdata.no and the Labour Inspection Authority's guidance, so you can verify every claim yourself. The content is updated when the rules change. The certificate documents the completed training, its content and its legal basis.
This is what your certificate looks like
Numbered HMS-2026-NNNNNN. QR-verified. Send it to your employer, HR or the Labour Inspection Authority. They can scan and confirm it directly against our register.
Open the example certificatePrice
Start free, pay when you pass
No upfront payment. You pay only after you have taken the course and passed the exam.
NOK790
Free to take. You pay when you pass. No VAT (mval §3-5)
- The whole course and exam are free to take
- Certificate with QR verification, pay only when you pass
- Real people answer your questions along the way
- Free retake if you fail
The whole course is free to take. No account needed to start. After you pass the exam you get your certificate through the course.
Volume discount for companies
Published prices, no negotiation rounds.
- 1 seat
- NOK 790per seat
- 5+ seats
- NOK 590per seat
- 20+ seats
- NOK 490per seat
- 100+ seats
- Contact us
Org-number invoicing for 5+ seats, EHF on request. See team setup →
Frequently asked questions
Is this course approved or certified by NAV or the Labour Inspection Authority?
No. There is no approval or certification scheme for courses in sick-leave follow-up, and neither NAV, the Labour Inspection Authority nor the Directorate of Health approves such courses. The follow-up itself is statutory under the Working Environment Act section 4-6 and the National Insurance Act chapter 8, but there is no statutory course requirement (unlike the section 3-5 course for managers). The certificate documents that you have completed the training; it is not a certification.
Who is the course for?
The course is made for managers with personnel responsibility and for HR staff who follow up sick-listed employees. It suits both those who are new to the manager role and experienced managers who want to be sure that the current deadlines and roles have stuck, especially after the old IA-enterprise scheme was abolished and the new IA agreement 2025-2028 came into force.
Which deadlines does the course cover, and where are they based?
The course goes through the whole process: the follow-up plan within 4 weeks (Working Environment Act section 4-6 third paragraph), dialogue meeting 1 within seven weeks (section 4-6 fourth paragraph) and the documentation duty (section 4-6 fifth paragraph), which are all the employer's duties under the Working Environment Act. It also goes through the activity requirement at 8 weeks, dialogue meeting 2 at 26 weeks (National Insurance Act section 8-7a, called by NAV) and the sick-pay period of around 52 weeks (section 8-12), which are based in the National Insurance Act chapter 8. The course places strong emphasis on separating these two sets of rules correctly.
How long does the course take, and how does payment work?
The course takes around 60 minutes and consists of seven short lessons plus a final test of 13 questions with a 70 percent pass mark. You start for free and can go through all the content without paying. You pay only at the end, once you have passed, for access to the guided course with the certificate included. You can pay by card, as a private person or as a business with an organisation number. The price is 790 kroner per participant, with discounted volume tiers for more employees.
Can I as a manager ask the employee about the diagnosis?
No. As an employer you have no right to know the diagnosis. The follow-up is about function and working capacity, that is, what the employee can and cannot do, not about what is medically wrong. Health information is a special category of personal data with stricter protection under GDPR article 9. The course shows you how to conduct a good conversation and document it without collecting health information you should not have.
Does the course give individual legal advice in a specific case?
No. The course gives general guidance that makes you confident about the rules, deadlines and tools, but it is not individual legal or medical advice. In concrete individual cases, especially where things move towards conflict or dismissal, you should consult a lawyer, HR, the occupational health service or NAV. That is part of good management, and the course points to this along the way.
Do the deadlines also apply to partial sick leave?
The follow-up plan must be ready no later than when the employee has been fully or partly absent for four weeks. The seven-week deadline for dialogue meeting 1 applies to full absence. For partial absence the meeting is held when the employer, the employee or the doctor finds it appropriate (Working Environment Act section 4-6, third and fourth paragraphs).
Who must receive the follow-up plan?
The plan is made together with the employee. The employer must make sure it is sent to the doctor as soon as it is made, and no later than after four weeks, and that an updated plan is sent to NAV at least one week before dialogue meetings NAV calls (Working Environment Act section 4-6, third paragraph).
Putting the whole team through?
Published volume discount from 5 seats, card payment and invoice against org number on request. HR dashboard for progress tracking and bulk certificate downloads.
Background reading
Background reading on what the law requires, before you start.
Oppfølgingsplan og dialogmøte: frister
Oppfølgingsplan senest ved fire uker, dialogmøte 1 innen sju uker, dokumentasjonsplikten og hva NAV gjør ved 8 og 26 uker.
How to document HMS training (with an example certificate)
Field by field: what the certificate must contain, where to file it, and how verification works.
Other courses in the catalogue
Related courses for the same workplace.
Get confident in sick-leave follow-up, from the first day of absence to the end of the sick-pay period
Start for free, take the whole course, and pay only once you have passed. If you fail, you can try again at no extra cost.
Updated 2026 · VAT-exempt (mval §3-5) · Lovdata-linked in every topic
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