Local Salary Negotiations 2025

By HR

11 September 2025 12:53

Local Salary Negotiations 2025

The local salary negotiations at NHH have now started, and the parties involved in the negotiations have agreed on the schedule, the framework for the salary settlement and the criteria for salary increases.

Framework for the state salary settlement 

The framework for the state salary settlement is 4.4% for all agreement areas and, as before, deductions are made for overhang and salary slippage. The remainder is distributed as central and/or local salary supplements.

The effective date for central and local salary increases is May 1, 2025.

Main collective agreement covering members of Akademikerne and UNIO: 

According to this agreement, the entire available framework of 3.3% of total salaries will be distributed locally. No central supplements are provided. The parties are in agreement that the calculated pot for salary increases will be distributed as group supplements and individual supplements.

This main collective agreement covers most members at NHH and will therefore also apply for non-unionised employees at NHH.

Main collective agreement covering members of NTL and Parat: 

For members of Parat, a central supplement of 1.05% of the annual salary has been granted, and local negotiations will be held within an economic framework of 2.7% of total salaries . The parties agree that the calculated pot for local negotiations will be distributed as group supplements and individual supplements.

For members of NTL, a central supplement of 1.5% of the annual salary has been granted in addition to a flat amount supplement of NOK 6,600 per year. Further, local negotiations will be held within an economic framework of 1.35% of the wage sum. The parties agree that the calculated pot for local negotiations will be distributed as individual supplements.

Effort and results in the period May 1, 2024 – April 30, 2025 will form the basis for individual assessments this year.

Local guidelines and priorities 

All criteria in NHH’s current salary policy shall be emphasised in the salary negotiations.

Employees in research and teaching positions will receive a comprehensive assessment based on 

  • Good results in research, teaching, and dissemination.
  • Professional engagement that contributes to the best interests of the academic environment and NHH should be emphasised.

Employees in technical/administrative positions will receive a comprehensive assessment based on 

  • Quality of work, including effort, results, and efficiency.
  • Taking initiative and/or contributing to the development and streamlining of tasks and processes.
  • Taking independent initiative for development work within their area of responsibility.
  • Having completed relevant skills development.

For employees with managerial responsibilities, section 2.2.4 of NHH’s salary policy will be emphasised in addition to the criteria above. 

Managers at NHH will be good role models. Criteria emphasised includes the manager’s ability to: 

  • Contribute with good and comprehensive leadership based on NHH’s current strategy and value base.
  • Exercise good personnel management.
  • Set clear goals for the unit and employees and motivate professional development and good results.
  • Achieve the unit’s goals.
  • Create a good and inclusive working environment that promotes engagement and good results.
  • Define clear requirements and expectations for their employees.
  • Further develop their own leadership.

In addition, the more general central guidelines for local salary policy apply: 

“The salary policy will be designed to ensure equal pay, including equal pay for equal work and work of equal value, competence, experience and responsibility, temporary employees, and employees on leave are taken care of.”

When assessing salary increases, consideration will also be given to salary development resulting from central salary settlements and seniority increases, cf. NHH’s salary policy section 2.1.

Those covered by this year’s salary negotiations: 

The main rule is that all employees with a salary in the state tariff area at the effective date of the annual local negotiations (May 1, 2025) are included in the salary negotiations. This also applies to employees on paid leave.

In addition, employees on unpaid parental leave according to the Working Environment Act § 12-5 and employees who at the effective date are on unpaid leave, regardless of reason, of up to one month’s duration are included.

After the preparatory meeting for local salary negotiations at NHH, the parties agree that the following employees ONLY receive central supplements/group supplements in this year’s local salary negotiations:

  • Employees who received a salary increase in 2025 according to the Main Collective Agreement sections 2.5.3 (special grounds), 2.5.5 (salary assessment within the first 12 months of employment), or by promotion to professor.
  • Newly employed employees who have commenced their position by May 1, 2025. 
  • Employees who have accepted a new internal position. For members of NTL and Parat, these will receive the central supplement. Others will receive the adjustment that may follow from a new employment contract.

The parties further agreed that the following employees are completely excluded from this year’s local salary negotiations:

  • New employees who commence their position AFTER May 1, 2025 – these will receive an individual assessment, and any salary adjustments will be handled administratively.
  • Employees on temporary employment contracts of up to 12 months, including hourly-paid staff. Employees who cease to be employees of NHH before December 31, 2025.

The unions will inform their members about deadlines for submitting claims for salary increases in the local negotiations.

Completion and announcement 

The aim is to complete the salary negotiations by October 23, 2025. 

If the negotiations are completed by this date, salary increases will be implemented in the November payroll and back pay from the effective date will be included.

The parties agree that it is the responsibility of each manager to inform their employees about individual negotiation results. NHH will not send letters to employees who receive a salary adjustment.

The employer will provide a general briefing about the salary negotiations in “Paraplyen” once the negotiations are concluded.