If an employee is laid off for any period of time, you must declare this in the a-melding.
Brief information concerning layoffs
Specify a layoff if an employee has been temporarily released from their obligation to work as a result of cutbacks or operational stoppages. This applies regardless of whether the employer imposes the layoff or whether the layoff is agreed.
Layoffs must be specified regardless of their duration and regardless of whether the layoff falls within the employer period.
Obligation to pay salary during layoffs
Days on which there is an obligation to pay salary during layoff must be included in the layoff period. This applies to such days both at the start and during the layoff period.
Is it mandatory
Yes, you must specify layoffs for all ordinary and maritime employment when an employee is laid off.
You must not specify layoffs for freelancers, contractors and fee recipients or for pensions or other non-employment benefits.
The information you must provide
When you specify layoffs, each entry must include:
|Description of layoff||Always|
|Layoff start date||Always|
|Layoff end date||Always in the month in which the employee’s layoff ends|
Description of layoff
Specify the description ‘layoff’.
Specify a unique ID for the layoff. The ID must not be reused and is not time-dependent. If you use the same ID, what you reported previously will be replaced by what you later report under the same ID.
Anne works for an industrial company. She was laid off from work from 1 January to 25 January. She was later laid off again from 1 May to 10 May.
|A-melding for January
First layoff period
|Description of layoff||Layoff|
|Layoff start date||1 January|
|Layoff end date||25 January|
They also enter all other mandatory information.
This submission is unique. For the duration of the layoff, all reporting by the industrial company should follow this pattern.
A-melding for May
|Description of layoff||Layoff|
|Layoff start date||1 May|
|Layoff end date||10 May|
They also enter all the other mandatory information.
If the new layoff is not assigned a new ID and the previous ID is re-used instead, this will be interpreted as a change to a previous layoff.
Work during the layoff period
- Work in excess of six weeks
If an employee returns to ordinary work for more than six weeks, the layoff will be terminated. The weeks during which the employee was in work should not be included in the layoff period you specify in the a-melding. If the employee is subsequently laid off again after having worked for more than six weeks, you must specify this as a new layoff. You must then specify a new layoff ID and a new start date.
- Work of less than six weeks
In the case of work or courses lasting less than six weeks, the layoff must not be terminated or graded. You must specify the combined layoff using the same ID for the entire period.
If the employee receives salary or other remuneration, you must specify their income with the appropriate income description. If you pay salary per hour, you must specify the number of hours that are linked to this money.
Switching payroll system or accountant
If you switch accountant, you will often have to switch to a new payroll system as well. When you switch your payroll system, you must transfer the information from one system to another. You can do this in one of three ways. For more information, see Switching payroll system.
If you decide to create a new layoff ID in the new system, you will normally have to end the layoff in the old system and set a new start date for the layoff in the new system. The new start date must be the day after the end date in the old system.
Layoff start date
Specify the date on which the layoff starts and repeat the start date in each a-melding for as long as the layoff continues. Days on which there is an obligation to pay salary must be included in the layoff period.
Layoff end date
State the date on which the layoff ends.
You can state an end date in the future if the date is known. You must then repeat this date in a-meldings until the end date is reached.
From layoff to holiday or sickness absence
If an employee switches straight from a layoff to holiday or sickness absence, you must end the layoff. In such cases, the employee should be regarded as in work even if they are not physically working.
From layoff to strike or lockout
If an employee switches straight from layoff to strike or lockout, you must terminate the layoff. In such cases, the employee should be regarded as in work even if they are not physically working.
Holiday and sickness absence
Holiday and sickness absence during the layoff period have no effect on the layoff you specify in the a-melding. Specify this as a continuous period. However, employees should inform NAV of their holiday and sickness absence, as this can affect payments of unemployment benefit during layoff. This applies for example if the employee is ill and sickness benefit is to be paid instead of unemployment benefit.
Specify the percentage that the layoff represents of the employee's agreed full-time equivalent (FTE) percentage. An employee can be either fully or partly laid off.
Sunniva is employed in a part-time position with an FTE percentage of 80. She is 50 percent laid off from this part-time position. Specify 50 percent as the layoff percentage.
William is laid off for two days a week over the next four months. Specify 40 percent layoff if he has a full-time position (100 percent FTE).
When you must submit reports
Specify the layoff for the calendar month that the layoff concerns and repeat until the layoff ends.
Changing the layoff percentage
In order to change the layoff percentage, terminate the existing layoff ID with the date on which the change took effect. Then create a new layoff ID with a new layoff percentage from the next date.
Ola is 80 percent laid off from 1 February to 13 July. Ola’s layoff percentage is altered from 80 to 50 percent from 15 March.
If you have received an error message (MAGNET/EDAG)
|These error messages apply to both layoffs and leave:|
Invalid value for this calendar month
Leave percentage is missing
Illogical period for leave of absence
Invalid leave ID
Leave information is missing
Illogical start date and/or end date for leave of absence
If you have not received an error message
If you have forgotten to specify the layoff or made a mistake when specifying a layoff but have not received an error message (MAGNET/EDAG) concerning this in feedback (A 03), you can correct the error in the next a-melding. You do not need to correct previously submitted a-meldings.
This concerns errors or omissions in information concerning:
- Layoff ID
- Description of layoff
- Layoff From Date
- Layoff To Date
- Layoff percentage
If you use a payroll system, check with your system supplier if you are not sure how to make corrections in your system.
Deleting a layoff
You can delete an erroneously reported layoff in one of two ways.
- Submit a new a-melding in which the start and end dates for the layoff are set to the same date and the layoff percentage is set to 0 percent.
Use the same layoff ID as used in the previous erroneous report(s). The Aa Register must be able to unambiguously distinguish between layoff lasting one day and an erroneously reported layoff which is to be deleted. When the start date is set as equal to the end date and the layoff percentage to 0 percent, this can be unambiguously interpreted in the register as the deletion of previously reported information.
- Submit a replacement a-melding which does not include the erroneously reported layoff. You must replace all reporting periods where the layoff has been reported incorrectly.
What do we use the information for
Information on layoffs in employment is used to update the Aa Register. The Aa Register is used by NAV and other public bodies to fulfil their remit. Inaccurate information can result in parties that use the Aa Register reaching incorrect conclusions.
Statistics Norway (SS) uses the information to determine who is regarded as being employed.
Information on layoffs is transferred to the Aa Register.