When tasks pile up
Ask for help clarifying what is urgent, what can wait and what needs to be finished first. A simple written priority list can make the working day easier to manage.
Worklife / For employees
Understand your body. Make room for your needs.
The body changes throughout life, and sometimes you notice those changes at work. Here you can learn about the body and health symptoms, explore practical solutions and find help talking about your needs.
Where would you like to begin?
Choose what fits your situation. You can explore the other topics whenever you like.
01I want to understand my bodyLearn what happens in the body, why it happens and how it may affect your working day.02Something is affecting my working dayExplore common workplace situations and possible solutions.03I want to discuss something at workFind words to describe your needs and prepare for a conversation with your manager.04I want to understand my optionsRead about workplace adjustments, privacy, sickness absence and employment rights in Norway.
The body throughout life
What happens in the body, and why?
We explore twelve important health topics. Each explains the biology, possible symptoms, when healthcare may be appropriate and how working conditions may affect the situation. You'll also find suggestions for what to say at work.
01 / The body and hormonesHow do the body, hormones and nervous system work together?
What happens in the body?
Hormones are signalling substances that allow different parts of the body to communicate. The brain and ovaries, for example, work together to regulate ovulation and menstruation. Oestrogen and progesterone affect the uterus as well as other tissues. The nervous system receives and processes signals from the body, including pain. This is why sleep, illness and several biological factors can influence how symptoms are experienced.
How might you notice it?
People respond differently to hormonal changes and pain. A diagnosis, life stage or hormone level alone cannot fully explain how someone functions in everyday life.
When should you consider seeking healthcare?
New, severe or persistent symptoms may have different causes. Your GP can help assess whether they should be investigated.
What could this mean at work?
What matters at work is how your tasks and working conditions affect you. You may need practical solutions without colleagues having to know private medical details.
You could say
«I would like to review which tasks work well and whether we can adapt those that are more difficult at the moment.»
02 / Menstruation and cyclesWhy can menstruation affect the working day?
What happens in the body?
Oestrogen and progesterone also act in the brain, including processes affecting sleep and temperature regulation. A 2025 meta-analysis found no robust systematic differences in objective cognitive performance across menstrual cycle phases. There is therefore no basis for assuming that employees think better or worse during particular phases. During a menstrual cycle, hormonal signals cause the lining of the uterus to build up. When pregnancy does not occur, oestrogen and progesterone levels fall, and parts of the lining are shed during menstruation. The uterus contracts during this process. Substances called prostaglandins contribute to the contractions and may cause abdominal or back pain, nausea or loose stools.
How might you notice it?
Some people have few symptoms, while others experience severe pain, headaches, fatigue or symptoms before their period. Ovulation does not necessarily happen on day 14. Cycle lengths and symptoms vary. There is no scientific basis for assuming everyone works better or worse during specific cycle phases.
When should you consider seeking healthcare?
Contact your doctor if pain prevents ordinary activities, changes substantially or is difficult to relieve. Severe pain can have causes other than ordinary period cramps.
What could this mean at work?
Easy access to toilets, short breaks, opportunities to change position and predictable cover can help. In some jobs, long meetings, standing work or physically demanding tasks may make symptoms harder to manage.
You could say
«On some days, I need easier access to a toilet and short breaks. Could we find a practical arrangement?»
03 / Heavy bleedingWhy can heavy periods cause exhaustion?
What happens in the body?
Blood loss also causes the body to lose iron. Iron is needed to make haemoglobin, a protein in red blood cells that carries oxygen. Heavy or prolonged periods may deplete iron stores. Over time, iron-deficiency anaemia can develop, meaning low levels of healthy red blood cells due to insufficient iron. The body's capacity to transport oxygen may then be reduced.
How might you notice it?
Heavy periods may involve frequent changes of period products, leaking through clothes, blood clots or prolonged bleeding. Iron deficiency can cause fatigue, dizziness, palpitations and reduced stamina. Heavy bleeding can occur with conditions including adenomyosis, fibroids or hormonal disturbances.
When should you consider seeking healthcare?
Contact your GP if bleeding affects daily life, becomes heavier or lasts unusually long. Blood tests can detect iron deficiency or anaemia. Very heavy bleeding with fainting, marked dizziness or feeling seriously unwell requires prompt medical assessment.
What could this mean at work?
Work without easy toilet access, changing facilities or cover can create practical problems. If bleeding causes iron deficiency, physically demanding work may feel harder.
You could say
«I have periods of heavy bleeding. I need us to find a solution for toilet access and cover when necessary.»
04 / EndometriosisWhat happens when endometriosis causes recurring or long-lasting pain?
What happens in the body?
Endometriosis is a condition in which tissue resembling the lining of the uterus is found outside the uterus, usually in the pelvis. The tissue responds to hormones, particularly oestrogen, and can cause local inflammation. These reactions may irritate tissues and nerves. For some people, the nervous system becomes increasingly sensitive to pain signals over time. This can contribute to persistent or severe pain even when visible disease changes are limited.
How might you notice it?
Endometriosis can cause severe period pain, pain between periods, bowel and bladder symptoms, nausea and exhaustion. Symptoms can vary significantly throughout the month. Some people have few symptoms, while others face long-term difficulties affecting several parts of life.
When should you consider seeking healthcare?
A GP can assess symptoms and treatment and refer to a gynaecologist when needed. Hormonal treatment, pain relief and sometimes surgery may be appropriate. Ultrasound and MRI can identify certain forms of endometriosis, but normal scans do not rule out all endometriosis.
What could this mean at work?
Heavy lifting, long shifts, travel, standing work and limited breaks may be demanding. Needs can change, so adjustments should be reviewed and adapted over time.
You could say
«I have recurring pain that affects certain work tasks. Could we review the demands and consider an arrangement we can adjust if needed?»
05 / AdenomyosisHow can adenomyosis cause pain and heavy bleeding?
What happens in the body?
The uterus has an inner lining and a thick muscular wall. In adenomyosis, glands resembling those from the uterine lining are present within the muscle wall. This may affect the tissue and contribute to pain when the uterus contracts. Adenomyosis is a benign condition and is regarded as distinct from endometriosis, although the conditions can occur together.
How might you notice it?
Common symptoms include severe period pain, heavy bleeding and pelvic or lower-back pain. For some people, blood loss can cause iron deficiency and reduced energy. Others have few or no symptoms. Some people with adenomyosis may also need to use the toilet more frequently.
When should you consider seeking healthcare?
A doctor or gynaecologist can assess symptoms and examine the uterus, including with ultrasound. A hormonal IUD is a common treatment option, but treatment depends on the symptoms and personal circumstances.
What could this mean at work?
Heavy bleeding and pain can make physically demanding work, long shifts and working without cover more difficult. Some people may need temporary flexibility during investigation or treatment.
You could say
«I experience pain and heavy bleeding at times. Could we consider breaks, task rotation and toilet access?»
06 / PMS, PME and PMDDWhy can the days before a period affect how you feel?
What happens in the body?
PMS refers to physical or emotional symptoms before a period. PMDD is a severe cycle-related condition in which psychological symptoms in particular can be intense and usually improve shortly after bleeding begins. PME means premenstrual exacerbation of an existing condition, such as anxiety, depression or migraine. In PME, symptoms may be present throughout the month but become worse before menstruation. Different patterns may require different forms of care.
How might you notice it?
PMS may cause tender breasts, bloating, fatigue, irritability and mood changes. PMDD may involve severe low mood, anxiety, emotional fluctuations and concentration difficulties that substantially affect daily life. The symptoms usually follow a pattern and ease when menstruation begins or shortly afterwards.
When should you consider seeking healthcare?
Daily symptom tracking over at least two cycles can help a doctor distinguish PMDD from PME and other conditions. Treatment should be tailored to the underlying causes; for PME, treating the existing condition is particularly important. Seek help for severe low mood or suicidal thoughts, and call 113 in an immediate emergency.
What could this mean at work?
For some people, sleep, concentration or emotional capacity may be affected during certain periods. Workload, support and predictability can therefore be relevant topics for discussion.
You could say
«I experience periods when my sleep and concentration are affected. Could we explore whether tasks and meetings can be organised a little differently?»
07 / PMOS, formerly PCOSHow can PMOS affect several body systems?
What happens in the body?
PMOS stands for polyendocrine metabolic ovarian syndrome, the term Helsenorge now uses for the condition previously called PCOS. It can affect hormone regulation, ovulation and metabolism. Many people with PMOS have reduced sensitivity to insulin, a hormone that helps cells absorb glucose from the blood. The body may compensate by producing more insulin, which can in turn affect hormone balance.
How might you notice it?
Some people have irregular or infrequent periods, skin symptoms, increased hair growth or fertility difficulties. PMOS is also associated with an increased risk of certain metabolic conditions. Symptoms vary considerably, and the condition can occur at any body size.
When should you consider seeking healthcare?
A GP, gynaecologist or endocrinologist can assess the diagnosis and need for follow-up. Treatment may address bleeding, skin symptoms, fertility or metabolic risk factors, depending on the symptoms and personal goals.
What could this mean at work?
PMOS does not automatically reduce someone's ability to work. For some, medical appointments, unpredictable bleeding or other symptoms create a need for practical flexibility.
You could say
«I have medical appointments and healthcare needs that vary. Could we look at how best to plan these alongside my work?»
08 / Fertility and treatmentHow can fertility treatment affect an ordinary working week?
What happens in the body?
Fertility refers to the ability to achieve pregnancy. Fertility treatment may involve hormone medicines, ultrasound examinations and various medical procedures. IVF, often called in vitro fertilisation, involves collecting egg cells and fertilising them in a laboratory. An embryo may then be transferred into the uterus. Treatment partly depends on how the body responds, which can make planning far in advance difficult.
How might you notice it?
Some people experience side effects, discomfort after medical procedures or emotional strain. Others have few physical symptoms. Appointments may be arranged at short notice, and uncertainty about treatment results can be difficult for some.
When should you consider seeking healthcare?
The treating clinic provides information about the expected course, side effects and medical precautions. Contact the clinic or another appropriate healthcare professional about new or serious symptoms during treatment.
What could this mean at work?
Rescheduling meetings, swapping shifts or agreeing on flexible working hours may help. Entitlements to time off and pay depend on the circumstances and applicable rules or agreements.
You could say
«I am going through medical treatment that requires some appointments at short notice. Could we consider how to accommodate this in my work schedule?»
09 / PregnancyWhy might work tasks need to change during pregnancy?
What happens in the body?
During pregnancy, blood volume and the workload on the heart increase, while hormones help regulate the body's adaptation and fetal development. The placenta enables the exchange of oxygen and nutrients between the pregnant person and the fetus. At the same time, certain substances and workplace exposures may pose risks, even when the pregnant employee feels well.
How might you notice it?
Common pregnancy symptoms include nausea, fatigue, pelvic pain and changes in physical capacity. Separately, the workplace must assess potential risks such as certain chemicals, infectious agents, radiation and demanding physical or organisational conditions.
When should you consider seeking healthcare?
A midwife or doctor can assess pregnancy-related symptoms and help document occupational risks. Pregnancy benefits may be available when work poses a risk to the fetus and safe adjustments or redeployment are not possible. When the employee is ill, sickness benefits are assessed under different rules.
What could this mean at work?
Ask for relevant exposures to be risk-assessed. The employer must consider adjustments and, where appropriate, other suitable work. You can also raise symptoms that make particular tasks difficult.
You could say
«I am pregnant and would like us to review my tasks and any potential risks. Could we arrange an assessment?»
10 / After birth and pelvic floor healthWhat might the body need when returning to work after childbirth?
What happens in the body?
The pelvic floor consists of muscles and connective tissue at the bottom of the pelvis. It supports the bladder, uterus and bowel and helps control urination and bowel movements. Pregnancy and childbirth place strain on these structures. Some people experience urinary leakage, a feeling of heaviness or pain. Recovery also depends on sleep, healing, any birth injuries and individual circumstances.
How might you notice it?
Some people have few or no symptoms after childbirth, while others require treatment or follow-up. Stress incontinence means urinary leakage when abdominal pressure increases, for example when coughing or lifting. Prolapse may cause a feeling of heaviness or a bulge in the vagina. Both conditions can also develop at other times in life.
When should you consider seeking healthcare?
For persistent leakage, pain or heaviness, a GP, midwife or physiotherapist specialising in pelvic floor health may help. If you are breastfeeding, the Norwegian Working Environment Act provides a right to necessary breastfeeding breaks. Paid breaks have separate conditions.
What could this mean at work?
Heavy lifting, standing work and limited toilet access may be difficult with certain symptoms. Breastfeeding or expressing milk may also require planned breaks and appropriate facilities.
You could say
«When I return, I would like us to plan tasks, breaks and any needs related to breastfeeding.»
11 / Perimenopause and menopauseWhat might brain fog, sleep and other changes mean for you at work?
What happens in the body?
Perimenopause is the period surrounding the last menstrual period, when ovulation becomes more irregular and oestrogen levels can fluctuate considerably. Menopause is the last menstrual period, normally confirmed retrospectively after twelve months without bleeding in natural menopause. Postmenopause is the period afterwards. Oestrogen affects several areas of the body, including temperature regulation, mucous membranes, bones and parts of the brain involved in attention and memory. Health and working capacity are also influenced by sleep, life circumstances, other illnesses and working conditions. Experiences therefore differ substantially.
How might you notice it?
Brain fog is an everyday term for experiences such as losing track during a conversation, searching for words, forgetting appointments, needing longer to gather thoughts or struggling with many instructions at once. It is a description of symptoms, not a separate diagnosis or evidence of permanent cognitive decline. Some people also experience hot flushes, night sweats, broken sleep, fatigue, mood changes, palpitations, joint and muscle pain, heavier or more irregular bleeding, and vaginal or urinary symptoms. Lack of sleep can worsen concentration problems. Many people go through this life stage with few or no symptoms.
When should you consider seeking healthcare?
Contact your GP if brain fog, sleep problems, exhaustion or other symptoms affect daily life. Symptoms may be related to menopause but can also result from thyroid disease, iron deficiency, medicines, psychological stress or sleep disorders, among other causes. Where appropriate, the doctor can consider tests, assessment and treatment. Hormone therapy can be effective for hot flushes and night sweats after individual evaluation of benefits and risks; it should not be presented as an established treatment specifically for brain fog. New or rapidly worsening memory problems, or other concerning symptoms, should be assessed medically. Bleeding after twelve months without a period must be investigated.
What could this mean at work?
With brain fog, frequent interruptions, task switching, noise and meetings with many spoken instructions may be especially difficult. Possible measures include uninterrupted work periods, clear priorities, written summaries, meeting agendas in advance and time to take notes. Night sweats and poor sleep may make more predictable working hours useful; for hot flushes, ventilation, access to drinks and the ability to adjust clothing or temperature can help. Breaks, task rotation and toilet access may help with pain or urinary symptoms. Adjustments should fit the job and the individual and be tested and reviewed with the employer.
You could say
«I have noticed that frequent interruptions and verbal instructions make it harder to keep track at the moment. Could we try clearer priorities, written summaries and some work periods with fewer interruptions, then review the arrangement after a few weeks?»
12 / Working conditions and healthWhat happens when working conditions also affect how you feel?
What happens in the body?
The working environment encompasses the conditions under which you work, including physical demands, working hours, organisation and psychosocial factors. Section 4-3 of the Norwegian Working Environment Act refers, among other things, to unclear or conflicting expectations, emotional demands when working with people, workload that is excessive relative to the time available and lack of support. Repeated lifting, high time pressure and insufficient recovery may interact. From 1 January 2026, existing requirements regarding the psychosocial working environment were clarified in legislation and regulations. Employers are responsible for mapping relevant demands and assessing both individual factors and overall risk in cooperation with employees and their representatives.
How might you notice it?
Work-related demands can contribute to musculoskeletal symptoms, sleep problems and stress responses, among other things. Symptoms may have several causes. Good working conditions can also support coping, social connection and continued participation in work.
When should you consider seeking healthcare?
For persistent health symptoms, a GP can assess medical causes and treatment needs. Occupational health services may support preventive workplace measures when the organisation has access to them.
What could this mean at work?
You can report demanding working conditions, participate in assessments and suggest concrete improvements. The employer is responsible for systematic work to ensure a fully satisfactory working environment.
You could say
«I feel that aspects of my work tasks are affecting my health. Could we review the demands and possible changes?»
Would you like to understand the menstrual cycle in more detail?
In Tidlignok's cycle resource, you can learn about ovulation, hormones, basal body temperature and how temperature patterns may change throughout the cycle.
Learn your menstrual cycleWhen your thoughts feel unclear
Brain fog at work. What might help?
Perhaps you read the same message several times, forget what you wanted to say or lose track when several people ask you something at once. Brain fog can occur during perimenopause and after menopause, but it has other possible explanations too. The experience itself says nothing about your competence or how you function in every work situation.
When you lose track
An agenda before meetings and brief written summaries afterwards can make it easier to follow decisions. Allow time for notes and questions.
When you're frequently interrupted
Try agreed work periods with fewer interruptions where tasks allow. Consider grouping calls, messages or meetings at certain times.
Consider writing down what you notice, when it happens and what helps. If the symptoms are new, worsening or affecting your life, your GP can assess possible causes and treatment needs.
Learn more about perimenopause and menopauseEveryday work
What do you need for your working day to go well?
You don't need to have a ready-made solution before bringing something up at work. It may help to begin with which tasks are working, what is difficult and which changes could be tried.
When symptoms return, their combined effect over time also matters.
For some people, significant symptoms occur during a large part of each menstrual cycle. If they last up to two weeks, the repeated burden can feel substantial month after month and year after year. Symptoms and ability to work are individual, however: two weeks of symptoms do not necessarily mean two weeks of reduced work capacity.
Some people conceal symptoms, push themselves harder or try to catch up on days when they have more energy. This can create shame and worry about being considered less capable. Health symptoms do not reduce the value of your experience or skills. Workplace adjustments should be built on trust, good working conditions and concrete needs, with agreed follow-up over time.
I need easier access to the toilet or breaks
Long meetings, working alone, patient-facing work or staffing without cover may make necessary breaks difficult.
Possible next step
Explore fixed cover arrangements, short breaks, meeting schedules and toilet facilities. The solution should work on busy days too.
Pain makes some tasks difficult
Lifting, walking, standing for long periods and work without variation can be burdensome during periods of pain.
Possible next step
Describe which tasks are hardest. Ask about assistive equipment, task rotation, organisational changes or a time-limited trial.
I need flexibility for medical treatment
Some treatment programmes involve examinations or appointments that are difficult to schedule outside working hours.
Possible next step
Discuss swapping shifts, rescheduling meetings or using appropriate leave arrangements. Clarify which rights and agreements apply to your employment.
I'm struggling with sleep or concentration
Early shifts, a fast pace, noise and frequent interruptions can make working harder when sleep is affected.
Possible next step
Consider protected work periods, adjusted meeting schedules, clear priorities or more predictable working hours where possible.
I experience brain fog and lose track of things during the day
Several simultaneous tasks, frequent interruptions and large amounts of verbal information can make it difficult to stay organised when attention feels less steady. Such difficulties can have several causes and deserve attention when they affect daily life.
Possible next step
Try a clear priority list, written records of meeting decisions, opportunities to group demanding tasks into quiet work periods and fewer unnecessary interruptions. Agree on what to test and review whether it actually helps.
Hot flushes and night sweats affect my working day
Warm workplaces, mandatory clothing or few opportunities for breaks may worsen discomfort. Night sweats can also impair sleep and reduce energy the following day.
Possible next step
Explore ventilation and temperature, easy access to drinks, practical breaks, flexibility with work clothes where safe, and possible shift adjustments. In safety-critical work, sleep difficulties and reduced alertness must be considered separately.
I have genital or urinary symptoms at work
Dryness, irritation, urinary leakage or frequent urination can make long meetings, lone working or tasks with limited toilet access harder. These symptoms may have different causes and can often be treated.
Possible next step
Agree on toilet access, appropriate cover and short breaks. Contact healthcare professionals if symptoms persist, cause pain or suggest a urinary tract infection.
I am pregnant and would like a risk assessment
Certain occupational exposures need assessment even when the pregnancy has no symptoms.
Possible next step
Request a review of relevant tasks and exposures. Discuss necessary preventive measures and whether alternative suitable work should be considered.
I am returning after childbirth
Recovery, pelvic floor symptoms or breastfeeding may affect how the working day is organised.
Possible next step
Plan any adjustments and breastfeeding breaks with the employer. Arrange a review after you have been back at work for a while.
I feel ashamed when my capacity fluctuates
When pain, fatigue or psychological symptoms recur during parts of the cycle, you may feel you constantly need to explain yourself, push through or catch up on better days. Worrying that others will see you as less competent can make asking for support harder.
Possible next step
Consider demands over several weeks, not just a single day. Describe which tasks can be planned differently, and consider breaks, task allocation, protected work periods and regular review. You deserve to be treated respectfully even when your needs vary.
I have symptoms but still no diagnosis
Investigation can take time. For endometriosis, studies in different countries have found lengthy periods between the first symptoms and diagnosis. There is no single number of years that applies to everyone.
Possible next step
You can explain what you notice during the working day and which tasks are difficult. Ask to try practical adjustments while investigation continues. Your GP can provide medical assessment and documentation where necessary.
I'm afraid openness may harm my career opportunities
Some employees worry that absence or a need for flexibility will be used as a measure of competence, reliability or leadership potential.
Possible next step
Ask for clear criteria for development and promotion, and for specific feedback on skills and results. Depending on the issue, you can raise possible barriers with your manager, HR, a union representative or a safety representative.
Help me explain
What could I say to my manager?
A conversation about workplace adjustments can focus on tasks and needs. You can describe how work is going for you and what you would like to achieve with your manager.
I know what is difficult
«I would like to discuss how the working day is going for me. Some tasks are difficult at the moment, and I would like us to find a solution together.»
I want to keep medical details private
«I would like to describe how this affects my work and which adjustments may help, without discussing private medical information in detail.»
I want to explain brain fog without giving a cause
«My concentration and ability to keep track of things have been varying recently. A clear priority list and fewer interruptions during demanding tasks would help. Could we try this for a limited period?»
I need adjustments because of sleep difficulties
«I am experiencing a period of sleep problems. I would like to discuss whether more predictable shifts or changes to some meeting times could improve my working day. We could agree on a review.»
I have a specific suggestion
«I think changing some tasks or breaks for a while might help. Could we try an arrangement and agree when to review it?»
I don't yet know what would help
«I'm a little unsure which solutions would work best. Could we go through my tasks and explore the options?»
I would like a follow-up
«We have tried some changes. I would like us to review what has worked and whether anything needs adjusting.»
I feel we have reached an impasse
«I would like us to reconsider the options. Could we involve HR, occupational health services or a union representative where relevant?»
I want to explain that the symptoms recur
«I notice that certain health symptoms return from time to time, making some tasks harder. I would like to look at how we can plan work over time so I can contribute my skills while maintaining a sustainable working day.»
I'm worried others will see me as less capable
«I would like to raise a need for workplace adjustments, but I find it difficult because I'm worried how it may be perceived. Continuing to do good work matters to me. Could we discuss practical solutions and arrange confidential follow-up?»
Prepare a good conversation
- Consider which tasks are working well and which are most difficult.
- Describe which aspects of work could be improved, such as working hours, breaks, workload or assistive equipment.
- Explore which solutions may be possible in your particular job.
- Agree on any measures to try, who will follow them up and when they will be reviewed.
If you find the conversation difficult, you may want support from a union representative, HR or another appropriate person.
Your preparation
What would you like to discuss?
Organise your thoughts before speaking with your manager. Focus on everyday work, what works well and what you would like help with.
Before ending the conversation
- Summarise what you have agreed.
- Clarify what still needs to be explored.
- Agree on responsibilities and the next contact.
- Decide when and how the measures will be reviewed.
The download is a text file that you can open in a word processor and print. In cases of sickness absence, agreed points can be carried into the follow-up plan.
From conversation to follow-up
What could a practical agreement with your manager include?
A specific proposal can make it easier to explain what you need. You can agree on a trial with clear responsibilities and a review date, adapted to workplace tasks and possibilities.
Example: fewer interruptions and clearer priorities
This is a conversation example for a role involving meetings and tasks requiring concentration. Adapt the points to your workplace.
- The work situation
- Frequent interruptions make it difficult to complete tasks that require concentration. This means work is left unfinished and made up for later.
- What we will try
- Two agreed work sessions per week are protected from ordinary meetings and requests. The manager clarifies weekly priorities and which tasks can wait. An agreed channel is available for urgent matters.
- Who does what?
- The manager clarifies priorities and how requests will be covered. The employee speaks up if the arrangement becomes difficult to use. Affected colleagues receive practical information about task allocation.
- When will we follow up?
- In this example, a brief conversation is scheduled after two weeks. Measures may be adjusted earlier if needs change. Two weeks is an example of an agreed period, not a statutory deadline.
- What will we assess together?
- Were the work sessions completed? Were priority tasks easier to finish? Did work still need to be caught up on later? Did colleagues have a reasonable workload? Use the answers to adjust the arrangement.
For sickness absence, the requirements for follow-up plans and other sickness absence procedures also apply. Use NAV guidance and current procedures when clarifying documentation and deadlines.
When the job requires physical presence
In retail, teaching, transport or patient-facing jobs, solutions may involve break cover, task rotation or assistive equipment. Clarify who steps in when a break is needed and what happens during staffing shortages. The measure must work during an ordinary working day.
Keep the agreement relevant and confidential
Describe work tasks, practical needs, responsibilities and follow-up. Clarify what must be documented and who needs access for their role. Colleagues may need information about break cover and task allocation, while sharing medical information requires separate consideration.
Learn more about health and personal needs
Choose a topic relevant to you. The in-depth articles provide information about the body and health and help you find words for your experiences.
Hormones and mental health (Norwegian)
Learn about PMS, PMDD, premenstrual worsening of symptoms and mental health across life stages. Find words for what you are experiencing.
Read the article (Norwegian)Body, self-image and shame (Norwegian)
Read about physical changes, intimacy, capacity and personal needs, with examples of how to start a conversation.
Read the article (Norwegian)Conditions, symptoms and diagnoses (Norwegian)
Explore possible causes, examinations and healthcare for pain, fatigue, migraine, swelling and other symptoms.
Read the article (Norwegian)Women's health throughout life (Norwegian)
Explore menstrual cycles, pregnancy, the postpartum period, menopause and health later in life, with room for individual experiences.
Read the article (Norwegian)Sources and background to the examples
These conversation examples were written for Tidlignok and should be adapted to individual workplaces. The guidance on workplace adjustments, follow-up plans and privacy is based on the sources below, checked on 22 October 2026.
Options and rights in Norway
What can you expect from your workplace?
The Norwegian Working Environment Act and other laws require prevention, adjustments and follow-up. Some rights apply generally, while others depend on the specific situation.
Psychosocial working environment and your rights
Employers must ensure a fully satisfactory psychosocial working environment. From 1 January 2026, existing duties were clarified. This includes examining unclear expectations, emotional demands, an imbalance between workload and available time, and insufficient support where relevant. Risks must be assessed separately and together. You and your representatives should participate in systematic workplace health and safety work. You can report concerns to a manager, safety representative or another appropriate channel.
Norwegian Labour Inspection Authority: Psychosocial working environment (Norwegian)Opens in a new tabWorkplace adjustments
Employers are responsible for providing a fully satisfactory working environment and for preventive action. The Norwegian Working Environment Act includes general duties to make adjustments and a specific duty when work ability is reduced. The latter may apply to temporary and long-term circumstances. Appropriate and necessary measures must be assessed case by case.
Norwegian Labour Inspection Authority: Workplace adjustments (Norwegian)Opens in a new tabWhat does the law say? Sections 4-1, 4-2 and 4-6
Section 4-1 of the Norwegian Working Environment Act requires a fully satisfactory working environment. Section 4-2 covers workplace adjustments and participation, taking individual circumstances into account. Section 4-6 requires necessary measures as far as possible when an employee's work ability is reduced. These duties must be assessed in context. Preventive improvements may be relevant before sickness absence, and a diagnosis is not always needed to discuss working conditions. You can describe your needs and work functioning without disclosing more medical information than is necessary under applicable law.
Norwegian Labour Inspection Authority: Workplace adjustments (Norwegian)Opens in a new tabVed sykmelding
As a general rule, the employer must prepare a follow-up plan with you within four weeks unless this is clearly unnecessary. When an employee is fully on sick leave, dialogue meeting 1 must normally take place within seven weeks, subject to certain exceptions. The aim is to review work functioning, possible tasks and measures to support return to work.
Norwegian Labour Inspection Authority: Following up employees on sick leave (Norwegian)Opens in a new tabHealth information and privacy
When following up sickness absence, you should contribute information about work functioning and possible solutions. You are generally not obliged to tell the employer your diagnosis or disclose private medical details. Certain situations may require specific documentation, such as pregnancy-related occupational risk. Health information must be handled confidentially and in accordance with data protection rules.
Norwegian Labour Inspection Authority: Follow-up and privacy (Norwegian)Opens in a new tabPregnancy and pregnancy benefits
If work tasks pose a risk to the fetus, the employer must consider whether adjustments or redeployment can remove the risk. If this is not possible, pregnancy benefits from NAV may be available when the conditions are met. These benefits address work-related risk, whereas inability to work because of illness is assessed under the rules for sickness benefits. Pregnancy benefits may also be partial.
NAV: Pregnancy benefits (Norwegian)Opens in a new tabAmmefri
The Working Environment Act gives a person who is breastfeeding the right to the time off needed to breastfeed their child. During the child's first year, the Act provides a right to up to one hour of paid leave on working days with at least seven agreed working hours. Necessary breastfeeding breaks are also permitted on shorter working days, but without the same statutory entitlement to pay. Collective agreements may offer more generous rights.
Norwegian Labour Inspection Authority: Breastfeeding breaks (Norwegian)Opens in a new tabFertility treatment and absence
Fertility treatment may involve appointments at short notice. There is no general automatic right to paid time off for all fertility appointments. Options may depend on collective agreements, leave arrangements, flexitime or whether sickness absence conditions are met. Check what applies to your employment.
Norwegian Labour Inspection Authority: Leave arrangements (Norwegian)Opens in a new tabParticipation and a safe working environment
You have a right to a fully satisfactory working environment and a responsibility to participate in your organisation's health and safety work. If working hours, organisation, physical tasks or psychosocial factors create difficulties, you can raise them with your manager, safety representative or another relevant function. The employer is responsible for identifying and managing workplace risks.
Norwegian Labour Inspection Authority: Working Environment Act (Norwegian)Opens in a new tabWhat if your needs change?
An arrangement may work well for a period and need adjustment later. It is therefore useful to agree on follow-up and review. Employers and employees must cooperate on appropriate measures within the rules that apply to their employment.
Who can you talk to?
Your line manager, HR or a union representative may be appropriate contacts for questions about work. Safety representatives have an important role in working environment matters. Occupational health services can help with preventive workplace health and safety when available.
For health symptoms, your GP can assess possible causes, investigations and treatment. Severe period pain, new or unusual bleeding or symptoms that substantially affect life deserve medical assessment.
Seek prompt medical help for acute and severe symptoms. Call 113 in life-threatening situations. For urgent medical care that cannot wait for your GP to become available, call the Norwegian out-of-hours medical service on 116 117.
Professional background
Where does this knowledge come from?
Explanations about the body and health are based primarily on Helsenorge and Norwegian healthcare knowledge. Working environment and employment rights information is based on the Norwegian Labour Inspection Authority and NAV.
NOU 2025:5 Women's occupational health provides a broader Norwegian evidence base on the relationship between work and health. ISO 45010:2026 offers international guidance on menstruation and menopause in the workplace. The standard is voluntary and does not in itself introduce new legal obligations in Norway.
Research into women's health and working life identifies both relationships and gaps in knowledge. Findings must be interpreted in light of study design, individual variation and Norwegian working conditions. A finding about a group does not necessarily describe how a particular person functions at work.
This is a general knowledge resource. Medical assessments and specific questions about rights must consider individual circumstances and current rules.
Health, work and trust
Capacity throughout a working life
Capacity can change with sleep, demands, illness, life stages and working conditions. The goal is to create arrangements that enable people to use their skills and take part in work over time. This requires confidential discussions about tasks and needs, employee participation and clear employer responsibility for working conditions.
Trust goes both ways: Employees should be able to raise barriers and help find solutions. Employers should examine possibilities, prevent unnecessary demands and follow up on agreed measures. Adjustments should be based on functioning and working conditions, not assumptions about sex, age or the menstrual cycle.
When you need support
You may need adjustments before you have a diagnosis.
It can take a long time to identify the cause of recurring symptoms. For example, endometriosis research describes significant delays in diagnosis, although the number of years varies between studies, countries and people. Health symptoms and workplace difficulties can be real while investigation is ongoing.
Psychological safety means being able to ask questions, express uncertainty and describe work-related difficulties without fear of humiliation or dismissal. Employers must assess working conditions and appropriate measures in context. Some processes may require documentation, but a confirmed diagnosis is not generally required to begin discussing work functioning.
What can you describe?
Explain which tasks are difficult, when challenges arise, what works and which adjustments you would like to try. You normally do not have to share private medical details or cycle data.
What can you agree?
Agree who will follow up, which measures will be tested, how long the trial lasts and when it will be reviewed. Consider both your ability to work and the working environment for colleagues.
Development and participation at work
Attendance and competence are two different things.
An inclusive working life must offer genuine opportunities to learn, contribute and develop, even when health varies. Attendance may be necessary for some jobs, but it is not in itself a measure of professional skill, achievements or leadership potential.
You can ask which qualifications and results are considered for courses, additional responsibility or promotion. If you feel that health or adjustment needs are limiting your opportunities, you may want to request a specific review. Section 4-2 of the Norwegian Working Environment Act includes opportunities for professional and personal development. Anti-discrimination rules may also be relevant depending on the circumstances.
The goal is better systems, not making every individual explain everything repeatedly.
Employers are responsible for systematic working environment management, clear procedures and assessment of workplace adjustments. You must participate, but you are not solely responsible for finding every solution. When accessibility, flexibility and respect are built into work organisation, more people can use their skills throughout working life.