Over the past years focus on different workfare programmes in Norway has increased in order to meet a number of identified problems in the labour market. The Tripartite Agreement on a More Inclusive Workplace of October 2001 is one of the measures introduced to create a more inclusive workplace, reduce the utilization of disability benefits and sick leave, and retain senior employees longer. Recommended methodology is improved employee-employer dialogue and increased focus on what the employee can do (workability). This paper is a critical review of why the Agreement has, so far, not lived up to the expectations. We also question whether the logic of the Tripartite Agreement is the solution to the problem.