2. The State duty to protect human rights
2.1 The State as Legislator[paragraph 1, page 18]
“The duty of business enterprises to respect human rights is set out in Norwegian legislation, for example in the Working Environment Act, the Gender Equality Act and the Environmental Information Act.
2.6 Human rights in conflict areas [Paragraph 2, page 26]:
The Ministry of Foreign Affairs is the contact point for companies in matters of security abroad. The dialogue on the risk of gender-based and sexual abuses will be intensified where appropriate.
The 12th Principle [page 31]:
Internationally recognised human rights’ are those set out in the Universal Declaration of Human Rights of 1948, the two 1966 International Covenants, on Economic, Social and Cultural Rights and on Political and Civil Rights, and the ILO core conventions. In some cases other standards may also be applicable, such as the rights of women, indigenous peoples, national, ethnic or linguistic minorities, children, people with disabilities, or foreign workers and their families.
The ILO Core Conventions [page 31]:
The elimination of discrimination (Convention No. 100 on Equal Remuneration for Men and Women Workers for Work of Equal Value, and Convention No. 111 on Discrimination in Respect of Employment and Occupation).
4. Access to remedy
4.2 Non-state-based grievance machanism [page 41]
Norway has a number of well-functioning institutions such as the Labour Inspection Authority, the Ombudsman for Children, the Consumer Ombudsman, the Equality and Anti-discrimination Ombudsman, the Norwegian Environment Agency and the Parliamentary Ombudsman for the Public Administration. There are also complaints mechanisms in connection with the rights of employees, children, women and men.