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It started with law updates in the post to Norwegian employers. Four decades on, the job is the same: keep up with the rules, so HR doesn’t have to. Today Simployer does more of the work too.
Our history
The law changes. Here’s how that news has reached HR since 1985, and who had to do something about it.
Today
Handbook updatedThe law changed. Your sick leave section already says so.
Checked by a Simployer HR expert
Confirmed
A letter arrives: the law has changed. You read it, then update your routines yourself.
In 1985, Simployer started sending Norwegian employers updates on employment law. Printed handbooks came next, then floppy disks, then software, and now one platform.
The problem underneath hasn’t changed much. The rules keep changing, the work keeps growing, and most HR teams haven’t grown with it. We still keep track of the law. Now Simployer does more of the work too.
Since 1985. Long enough to have opinions about how HR software should work.
Ownership
Ferd, a Norwegian family-owned investment company, holds the majority of Simployer. That lets us make decisions on a long horizon, which matters when 12,000 companies run their HR on what we build.
The people behind Simployer
Choosing an HR system is a big decision. Then it’s usually HR who rolls it out and gets everyone using it. You shouldn’t have to do that alone.
You get a named customer success manager, who sets Simployer up around how your company actually works.
25,000+cases a year, handled by our HR experts
Those HR experts write and update the handbooks and templates in Simployer, and Sia, your AI HR employee, is built on their work. So when Simployer does something for you, it draws on people who do this every day. And our own HR runs on Simployer too.
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What we do
HR carries more than it used to. More rules, more requests, and often the same headcount. Something has to take the extra load, and it shouldn’t always be the HR team. So Simployer takes it.
Most HR systems store what you did. Newer ones assist: they answer and draft. Either way, you still do the work. Simployer does it, and you stay in control.
Kasper signs his contract, and his onboarding starts on its own: laptop, accounts, day one, the probation review. Each step goes to the right person, with a reminder when it’s due. Sia answers his manager’s questions and chases what’s still open.
You approve what needs approving. You’ve just stopped chasing.
A dispute, a difficult exit, a sick-leave follow-up. Talk it through with a Simployer HR expert who knows local employment law and has seen cases like yours.
Sia’s answers come from the same experts’ handbooks and legal updates, not the open internet.
Your HR expertCall or write to someone who’s seen cases like yours.
Nicole Sales30 minutes with someone who knows Nordic HR. Bring the work that fills your week, and we’ll show you what Simployer can take off your desk.
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