New minimum wage requirements in the car care sector come into force on 15 June 2026

– earlier than originally announced

The Wage Board has adopted an amendment to the regulations bringing forward the date on which the minimum wage requirements in the car care sector come into force. The date was originally set for 1 September 2026, but this has now been corrected to 15 June 2026.

The change is due to an error in the original setting of the date. The Tariff Board notes that the social partners (LO and NHO) have consistently agreed on entry into force from June. At the same time, it is emphasised that businesses covered by the regulations still have sufficient time to adapt to the requirements.

For businesses in the car care, workshop and service sectors, this means that new minimum wage requirements must be implemented earlier than expected – and that preparations should be accelerated.

New minimum wage requirements in the automotive industry from 1 September 2026

– What your business needs to do now

From 1 September 2026, statutory minimum wage rates will be introduced in parts of the automotive industry. This will be implemented through new regulations on the partial universal application of the 2024–2026 automotive collective agreement, adopted by the Tariff Board.

For many businesses in car care, garages and servicing, this means new requirements – and a clear responsibility.

What does universal application entail?

Universal application means that parts of a collective agreement are made into statutory minimum terms and conditions – including for businesses that are not bound by a collective agreement.

The background to the decision is that the authorities consider it likely that foreign workers in the sector, in particular, have poorer pay and working conditions than their Norwegian counterparts.

✅ The aim is to ensure:

  • A level playing field
  • Fair pay
  • A reduction in social dumping

Who do the rules apply to?

The regulations apply to businesses and employees in the following sectors:

  • Repair and maintenance
  • Servicing
  • Painting and bodywork
  • Warehouse work in the automotive industry
  • Car care and related services (where this forms part of the business)

Who is exempt?

The following are not covered:

  • Businesses primarily engaged in the purchase and sale of vehicles
  • Tyre changes and windscreen repairs
  • Work at petrol stations
  • Businesses with a collective agreement with a trade union that has the right to call a strike
  • Apprentices and people on labour market schemes

👉 Furthermore, the regulation does not apply if the employee already has better terms and conditions overall.

Minimum wage from 1 September 2026

Skilled workers

  • Newly qualified: NOK 223.50 per hour
  • After 1 year’s experience: NOK 237.00 per hour

Unskilled workers

  • Over 18 years of age: NOK 208.00 per hour
  • After 1 year’s experience: NOK 212.00 per hour

Other important requirements

The regulations also cover:

  • Working hours and overtime → in accordance with the Working Environment Act
  • Employer’s obligations:
    • To provide necessary workwear
    • To provide safety footwear

This is not optional – these are statutory requirements.

What does this mean for your business?

From autumn 2026, there is a clear obligation:

👉 You must ensure that all employees are provided with at least these terms and conditions

This applies regardless of:

  • nationality
  • type of employment
  • pay model

Typical risks we see among our clients

At Economy Regnskap AS, we often encounter the following challenges:

  • Informal pay agreements that have not been updated
  • Lack of documentation regarding work experience/seniority
  • Incorrect classification (skilled worker vs. unskilled worker)
  • Lack of provision for workwear
  • Hourly wages too low for foreign workers

👉 These are issues that may be uncovered during an inspection

Checklist – are you ready for 1 September 2026?

Go through this now:

✅ Update all employment contracts

✅ Map employees’ skills and experience

✅ Check hourly rates against the new rates

✅ Document pay and terms in writing

✅ Ensure procedures are in place for workwear and protective equipment

✅ Review the use of temporary staff

Our recommendation

Don’t wait until the regulations come into force.

💡 Get started now – this will give you:

  • Predictable costs
  • Lower risk of inspections
  • Better control and documentation

How we can help

Economy Regnskap AS can assist you with:

  • Review of payroll and employment contracts
  • Risk analysis in relation to universal application regulations
  • Documentation tailored to the Financial Supervisory Authority and the Labour Inspection Authority
  • Implementation in Tripletex and payroll systems