July 08, 2024
The notice period for termination of employment depends on the length of service and the terms stated in the employment contract. This is crucial information for both employers and employees.
If the contract provides for a longer notice period than the law, the more favorable term for the employee applies. For employees with more than 10 years of service and appropriate age, the minimum notice periods are as follows:
The employer must deliver a written notice of termination in person or send it by registered mail. The document should include the employee's details and the deadlines for negotiations or filing a lawsuit. The notice becomes legally effective upon delivery to the employee.
IMPORTANT: Notice delivered via SMS or phone is invalid! In case of doubts about the form of notice, consult your accountant or lawyer.
The employer should also offer the employee another position within the company, especially if the employee has lost certifications or qualifications. The employer is also required to meet with the employee to explain the reasons for the termination. The employee can invite a union representative to this meeting.
The employee must also provide written notice of termination in person or by registered mail. The notice period typically begins on the first day of the following month. For example, a notice given on May 20th will be effective from June 1st, meaning the employee must work until June 30th.
The employer must have justified grounds for dismissing an employee, which may include:
Dismissals without justification are unacceptable. The employer cannot dismiss an employee without a specific reason, such as personal relationships. Examples of insufficient reasons for dismissal include:
During the probationary period, the employer has the right to dismiss an employee if they do not perform their duties satisfactorily. It is important that the employer provides appropriate training. The probationary contract should be documented in writing. If it is not, the working conditions are regulated by the Working Environment Act (Arbeidsmiljøloven), and the dismissal must be objectively justified.
NOTICE: This article is a summary of general regulations and guidelines. Issues related to termination of employment in Norway are quite complex. If you are a Norwegian employer and are unsure how to proceed, always contact an authorized accountant or lawyer.
For more information on preparing an employment contract in Norway according to the latest guidelines, read the article:New Requirements for Norwegian Employment Contracts.
Author: Paulina Skopowska
Collaboration: Anna Korpalska
Notice Period for Termination of Employment in Norway
The notice period for termination of employment depends on the length of service and the terms stated in the employment contract. This is crucial information for both employers and employees.
Standard Notice Periods
- Less than 5 years of service: 1 month
- 5 to 10 years of service: minimum 2 months
- More than 10 years of service: minimum 3 months
If the contract provides for a longer notice period than the law, the more favorable term for the employee applies. For employees with more than 10 years of service and appropriate age, the minimum notice periods are as follows:
- Over 50 years old: 4 months
- Over 55 years old: 5 months
- Over 60 years old: 6 months
Employer's Obligations
The employer must deliver a written notice of termination in person or send it by registered mail. The document should include the employee's details and the deadlines for negotiations or filing a lawsuit. The notice becomes legally effective upon delivery to the employee.
IMPORTANT: Notice delivered via SMS or phone is invalid! In case of doubts about the form of notice, consult your accountant or lawyer.
The employer should also offer the employee another position within the company, especially if the employee has lost certifications or qualifications. The employer is also required to meet with the employee to explain the reasons for the termination. The employee can invite a union representative to this meeting.
Employee's Rights
The employee must also provide written notice of termination in person or by registered mail. The notice period typically begins on the first day of the following month. For example, a notice given on May 20th will be effective from June 1st, meaning the employee must work until June 30th.
Grounds for Employee Dismissal
The employer must have justified grounds for dismissing an employee, which may include:
- Reduction of positions
- Department closure
- Failure to fulfill professional duties
Dismissals without justification are unacceptable. The employer cannot dismiss an employee without a specific reason, such as personal relationships. Examples of insufficient reasons for dismissal include:
- Criticism of the employer that does not affect the company's interests
- A one-time incident of coming to work under the influence of alcohol, provided it does not pose a threat
- Differences in opinions or conflicts with colleagues
Notice Period During Probation
During the probationary period, the employer has the right to dismiss an employee if they do not perform their duties satisfactorily. It is important that the employer provides appropriate training. The probationary contract should be documented in writing. If it is not, the working conditions are regulated by the Working Environment Act (Arbeidsmiljøloven), and the dismissal must be objectively justified.
NOTICE: This article is a summary of general regulations and guidelines. Issues related to termination of employment in Norway are quite complex. If you are a Norwegian employer and are unsure how to proceed, always contact an authorized accountant or lawyer.
For more information on preparing an employment contract in Norway according to the latest guidelines, read the article:
Author: Paulina Skopowska
Collaboration: Anna Korpalska
Graphics: freepik
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