Psychosocial work environment
A good work environment is something we create together!
A GOOD WORK ENVIRONMENT WE CREATE TOGETHER
Information about psychosocial work environment for employees and farmers/clients
VALDRES LANDBRUKSTJENESTER SA
Here people should feel good at work
VLT shall be a safe and clear employer. The farm relief worker shall be met with respect, know what is expected, and know that help is available. The farmer shall at the same time know who holds the employer responsibility and how challenges are raised and solved.
This information sheet explains simply what the law requires, what VLT does, what we expect of employees and clients, and how to speak up.
| APPLIES TO | Employees of VLT and farmers/clients |
|---|---|
| APPROVED | 01.09.2026 |
| REVISED | 01.09.2027 |
Valdres Landbrukstjenester SA • Org.nr. 971 537 906 • Psychosocial work environment • 1
1. What do we mean by psychosocial work environment?
Psychosocial work environment is about how work is organised and carried out, what requirements and expectations are set, what support the employee gets, and how people treat each other at work.
For a farm relief worker, the working day is special because the work is often carried out on the farmer's farm, while Valdres Landbrukstjenester is the employer. That is why clear roles, good information and quick contact with VLT are extra important.
2. The law became clearer from 1 January 2026
The Working Environment Act § 4-3 sets requirements for the psychosocial work environment. From 1 January 2026, the wording became clearer. The law states that work shall be organised, planned and carried out so that the psychosocial work environment factors are fully justifiable with regard to the employees' health, safety and welfare.
Four conditions the law points to specifically
- Unclear or conflicting requirements and expectations in the work
- Emotional demands and strains in work with people
- Workload and time pressure when tasks do not match the time available
- Support and help in the work
The law also covers requirements for integrity and dignity, contact and communication with others, protection against harassment and improper conduct, and protection against violence and threats.
What does this mean in agriculture?
| Theme | Example from a farm relief worker's everyday life |
|---|---|
| Unclear requirements | VLT and the farmer give different instructions, tasks change without clarification, or the relief worker is unsure of responsibility and priorities. |
| Time pressure | The workload is greater than the time allotted, many extra shifts occur, or the employee gets too little recovery time. |
| Lack of support | The relief worker stands alone in a demanding situation and does not know who to contact, or does not get help quickly enough. |
| Demanding interaction | Harsh language, repeated unreasonable criticism, conflicts, harassment, threats or other unacceptable conduct. |
| Emotional strains | Demanding situations related to animals, illness, accidents, difficult events on the farm, or conflict between people. |
| Working alone | The employee works alone with animals, machinery or other tasks and needs a clear contact and emergency arrangement. |
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3. How VLT works preventively
VLT shall not wait until a major conflict or sick leave has arisen. We work preventively by mapping working conditions, assessing risk, implementing measures, and checking that the measures work.
| 1 | GOOD START | We give information about VLT, the job, expectations, HSE, contact channels and who is responsible. |
|---|---|---|
| 2 | MAP | We ask what can create stress, insecurity, poor wellbeing or health risks. We use experiences from employees, conversations, deviations and HSE work. |
| 3 | ASSESS RISK | We assess which conditions can cause injury or ill health, who may be affected, and what must be prioritised. |
| 4 | MEASURES | We change what can be improved. This can be staffing, time, tasks, training, communication, workplace or support. |
| 5 | FOLLOW UP | We check that the measure actually works. Safety representatives and the AMU (working environment committee) are used in the systematic work environment work. |
STAMI knowledge we build on
STAMI points out that the psychosocial work environment is affected both by the content and organisation of the work and by the interaction between people. STAMI also shows that protective factors can reduce strain. For example, high demands can be handled better when the employee has self-determination, and changes can be handled better when the immediate manager is inclusive, supportive and fair.
STAMI's industry material for agriculture highlights, among other things, working alone and the balance between work and private life. This fits well with VLT's need for clear contact arrangements, predictability, sufficient rest and early follow-up.
4. The daily manager shall be available
The farm relief worker shall not stand alone in a conflict
If problems arise between the farmer and the relief worker, the employee shall be able to contact the daily manager. The daily manager shall be VLT's buffer, clarify facts, assess the need for measures, and have the necessary dialogue with the farmer.
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The goal is a safe, fair and sound solution.
This also applies when the matter seems "too small" to be a conflict. Early contact makes it easier to sort things out before the situation grows.
If something private is difficult
Private strains can affect the working day. The employee can contact VLT. We meet the matter with respect, assess whether the work can be adapted, and can help the employee on to relevant professional help. VLT is the employer, not a therapist.
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5. To you who are employed by VLT
You should know that VLT expects good work, but also that the employer shall ensure sound working conditions. Speak up early if something is not working.
- Ask for clarification if the task, responsibility or priority is unclear.
- Speak up if the time frame does not match the tasks.
- Contact VLT if communication or treatment at the workplace feels unacceptable.
- Report harassment, threats, violence, dangerous conditions and incidents.
- Ask for help when you lack training, support or equipment to carry out the work safely.
- Take part in mapping, risk assessment and improvement measures.
VLT's message to you
Here you should feel good. You shall be treated with respect. It is right to speak up when something is not sound, and you should not have to solve difficult employer or conflict matters alone.
6. To the farmer as client
The farmer is a very important partner for the relief worker to succeed. Even though VLT holds the employer responsibility, conditions on the farm directly affect the employee's work environment.
- Give a clear and realistic review of tasks, routines, priorities and local hazards.
- Clarify changes with VLT when they affect working hours, tasks or responsibility.
- Give fair feedback and meet the relief worker with respect.
- Do not expect the relief worker to carry out tasks without necessary training or under unsound time pressure.
- Raise problems early with VLT. The daily manager shall help clarify disagreements between farmer and relief worker.
- Help ensure that serious incidents, threats, harassment and other work environment problems are handled quickly and properly.
Common goal
A clear instruction, good communication and respect for each other's roles give better work flow, safer work and a greater chance that the relief worker stays and thrives in the profession.
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7. When should you make contact?
| Situation | What do you do? |
|---|---|
| Make contact early | Unclear tasks, repeated time pressure, little support, poor communication, disagreement about expectations or other conditions that create strain. |
| Make contact quickly | Repeated degrading conduct, harassment, serious conflict, fear of coming to work, or a situation that may escalate. |
| Acute danger | Stop or secure the work if it can be done safely, contact necessary emergency help, and notify VLT as soon as it is safe to do so. |
8. Safety representative and AMU
VLT has a safety representative and a working environment committee (AMU). These take part in the systematic work environment work and shall help raise risk conditions, preventive measures and improvement needs. The employee can also use the safety representative for support in work environment questions.
9. This is what we expect everyone to contribute to
- Speak properly to each other.
- Clarify expectations before the problem arises.
- Speak up early and specifically.
- Separate the matter from the person.
- Stop work that cannot be carried out safely.
- Learn from incidents and use the experience to improve the next assignment.
10. Legal basis and sources of knowledge
| Source | What it is used for |
|---|---|
| Working Environment Act § 4-3 | Requirements for psychosocial work environment, clarified from 1 January 2026. |
| Working Environment Act §§ 3-1 and 4-1 | Systematic HSE and requirement for a fully sound work environment. |
| STAMI | Knowledge about risk and protective factors. |
| STAMI / En bra dag på jobb – Landbruk | Industry-adapted work environment material for agriculture. |
| NHO Arbinn | Guidance on documented HSE, participation and risk. |
VLT's goal
A good psychosocial work environment is part of the HSE work, not an addition to it. VLT shall work systematically so that the relief worker can do a good job within safe, clear and respectful conditions.
Electronically approved by daily manager Sissel Skarsbø
Approval date: 01.09.2026 Revision date: 01.09.2027
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