1. What must the employer do before deciding on dismissal with notice in Norway?
The employer shall, as far as practically possible, discuss the matter with the employee and the employee’s elected representatives unless the employee does not desire this, and the discussions shall concern both the grounds for dismissal and any selection between employees.
2. What is regarded as collective redundancies in Norway?
Collective redundancies mean notice of dismissal given to at least ten employees within 30 days without being warranted by reasons related to the individual employees, and other similar terminations shall be included if at least five persons are made redundant.
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3. What consultation duty does the employer have regarding collective redundancies in Norway?
An employer contemplating collective redundancies shall at the earliest opportunity enter into consultations with the employees’ elected representatives to avoid or reduce redundancies and to mitigate their adverse effects.
4. What information must be given to employee representatives in Norway?
The employer shall give all relevant information including the grounds for redundancies, number and categories of employees affected, the period, and proposed selection criteria, and this shall be provided at the latest when consultations are called.
5. When can collective redundancies take effect in Norway?
Projected collective redundancies shall not come into effect earlier than 30 days after the Labour and Welfare Service has been notified.
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6. What is the general period of notice in Norway?
Unless otherwise agreed, a period of one month’s notice shall apply to either party.
7. How does length of service affect notice periods in Norway?
Employees with at least five consecutive years are entitled to at least two months’ notice, and those with ten years to at least three months.
8. What extended notice applies to older employees in Norway?
After ten years’ employment, notice shall be at least four months after age 50, five months after age 55, and six months after age 60.
9. How must notice be given in Norway?
Notice shall be given in writing and delivered in person or by registered mail and must contain information about rights to negotiations, legal proceedings, and preferential rights.
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10. When is a dismissal considered objectively justified in Norway?
Employees may not be dismissed unless this is objectively justified based on circumstances relating to the undertaking, the employer or the employee.
11. Must alternative work be considered before dismissal in Norway?
Dismissal due to curtailed operations is not objectively justified if the employer has other suitable work in the undertaking or within the corporate group to offer the employee.
12. Can employees be dismissed due to sickness in Norway?
An employee absent due to accident or illness may not be dismissed for that reason during the first 12 months after becoming unable to work.
13. Are pregnant employees protected from dismissal in Norway?
An employee who is pregnant may not be dismissed on grounds of pregnancy, and pregnancy is deemed the reason unless other grounds are highly probable.
14. What protection applies during parental leave in Norway?
An employee on specified parental leave shall not be given notice that becomes effective during the period of absence if the employer is aware of the reason.
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15. At what age can employment be terminated in Norway?
Employment may be terminated when an employee reaches the age of 72, with certain possibilities for lower age limits under specified conditions.
16. Must the employer consult before setting a lower age limit in Norway?
The employer shall discuss a lower age limit with the employees’ elected representatives.
17. Is the employee entitled to notification before age-related termination in Norway?
An employee is entitled to written notification of the date on which he is to leave his post, and termination may be demanded at the earliest six months after such notification.
18. Can an employee request reasons for dismissal in Norway?
If the employee so demands, the employer shall state the circumstances claimed as grounds for dismissal and may be required to provide this in writing.
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