From systematic follow-up to positive role models
Sickness absence in 2025 was higher than desired and significantly above the 2024 level. The report records absence of 12.94%, compared with 9.92% in the corresponding period the previous year, and a rolling twelve-month figure of 13.20%. Absence was highest in the first half of the year and peaked during the summer, before improving from August onwards.
Sickness absence and systematic follow-up in 2025
Short-term absence was considered low and within normal seasonal variation. Most of the overall absence related to long-term absence among a limited number of employees, particularly in swimming operations and reception. Changes in staffing and gradual returns to work towards the end of the year supported expectations of lower absence in 2026.
Attendance and absence follow-up remained a management priority throughout the year, with regular review in management and HR meetings and updates to the board. A dedicated HR role was established from 1 January 2025, strengthening capacity for structured follow-up.
Supporting attendance and a sustainable working environment
Measures in 2025 included close cooperation with NAV, dialogue meetings, clarification processes, management training and cooperation with Tromsø municipality, occupational health services and trade unions. Stronger follow-up routines were introduced alongside individual adjustments and support for staff on full or partial sick leave.
Management considered the approach to absence follow-up more structured and proactive than before. Reducing and stabilising absence remains a long-term priority, with the improvement towards year-end providing grounds for cautious optimism.
Employee of the Year: recognising positive contributions
Tromsøbadet introduced the Employee of the Year award in 2025 to recognise colleagues who put our vision of pure joy in the water into practice.
All employees could nominate candidates, and both formal nominations and staff feedback informed the process. A committee comprising Lillian Pedersen, Joakim Brunæs, Elin Berg-Rolness, Ingvild Viklund, Stig Krogh and Siv-Hege Helsing Schrøen considered many strong candidates.
The committee unanimously selected Kamilla, recognising her long-standing commitment, responsible approach and contribution to safety, professional standards and the team community. Colleagues describe her as patient, positive and attentive: someone who demonstrates Tromsøbadet’s values every day.
Kamilla expressed her gratitude (translated from Norwegian):
“First, thank you. I really appreciate this recognition. Receiving the Employee of the Year award means a great deal to me, especially because I work with such skilled, committed and wonderful colleagues.
I have been here a long time, and Tromsøbadet is more than a workplace to me. It is a place with high expectations, great responsibility and many moments when we make a real difference, both for our guests and for one another.
Thank you to management for your trust and support, and to my colleagues for teamwork, humour and good days at work.”
Kamilla
The award begins a new tradition intended to strengthen culture, pride and belonging. The report sets out plans for the working environment committee (AMU) to oversee the process from the following year as part of systematic work on the working environment.
A joined-up approach to people and the organisation
Absence follow-up, attendance and recognition of employees are closely connected. Systematic support, clear leadership and recognition of positive role models all contribute to a sustainable working environment. The experience of 2025 provides a foundation for further improvement and for strengthening Tromsøbadet as a safe, inclusive and attractive workplace.