Agreement in the wage settlement on the Crane Agreement

The negotiations took place at Virke's premises on Thursday 11 June and ended just before midnight. In addition to Virke on the employer side, there were YTF and the Norwegian Confederation of Trade Unions on the employee side.

Nora Arnkvaern from YTF led the negotiations.

– We entered the negotiations with clear demands. Everyone should have a supplement, the rates had to go up, and advances on sickness, nursing and parental benefits had to be included in the agreement. This has resulted in a good settlement, says Arnkværn.

YTF's negotiating delegation is satisfied with the result. Here are Vegard Engh, Nora Arnkværn and Morten Kolbu

This was agreed upon by the parties.

The result includes, among other things:

General surcharge: NOK 6.50 to everyone on the agreement from June 1, 2026.
Industry supplement: NOK 1.50 to everyone on the agreement from June 1, 2026.
Riggers and machine movers: Included as a separate salary category in the agreement, with a basic salary of 257 kroner and a supplement of 21 kroner.
Per diem and accommodation rates: Per diem for accommodation is increased by 50 NOK on both rates (from NOK 350 to NOK 400 and from NOK 450 to NOK 500 respectively)
Advance payment of sickness, nursing and parental benefits: Introduced from January 1, 2027, and one must have been employed for more than 6 months. The scheme applies for up to four months.
Occupational pension: The company must inform employees about which provider the company has for occupational pensions, and how the individual can monitor the payments.
Further work on the agreement: During the period, the parties will continue to work on developing, simplifying and improving the agreement.

Advance payment is included in the agreement

One of the demands was to receive advance payments of sickness, nursing and parental benefits.

This means that the employer pays the money to the employee and receives a refund from NAV. The scheme applies under specific conditions, including for employees who have been continuously employed by the company for at least six months.

– This is a point we have been clear about. When you are entitled to money from NAV, you should not have to wait unnecessarily long for your income. This applies whether you are sick, have care benefits or go on parental leave, says Arnkværn.

Earlier in this year's wage settlement, the issue of advance payments ended with a strike in the hotel and restaurant industry. At the Crane Agreement, the parties reached an agreement in the negotiations.

– We are pleased that the employer side chose to resolve this at the table. It should not be necessary to strike for a scheme that gives people more predictability when they are already entitled to the benefit, says Arnkværn.

YTF's negotiating delegation during the negotiations at Virke

Addition to all

YTF also gained traction for both general supplements and industry supplements for everyone on the agreement with a total of 8 kroner.

The minimum wage rates are increased by both supplements. This means that the rates in the agreement are raised at the same time as everyone receives a supplement.

– For us, it was important that the result affected everyone. At the same time, the minimum wage rates had to increase. It's about keeping the agreement at a level that makes it actually work in the industry, says Arnkværn.

Negotiator Nora Arnknærn presented the demands from YTF

Increase in rates for per diem, accommodation and a separate category for riggers and machine movers

The parties also agree to increase the rates for subsistence and accommodation by 50 NOK on both rates (from NOK 350 to NOK 400 and from NOK 450 to NOK 500, respectively).

In addition, riggers and machine movers are included as a separate wage category in the agreement.

“When a group actually performs work that falls within the agreement, it must also be clearly stated in the agreement. This makes it easier for both members, union representatives and employers to know which rates apply,” says Arnkværn.

The parties negotiated throughout the day at Virke's premises.

Better information about pensions

Companies must also provide employees with information about which provider they have for their occupational pension, and how the individual can monitor their payments.

“Pension is part of the salary. People must be able to see what scheme they have and what is being paid in,” says Arnkværn.