EMCC European Monitoring Centre on Change

Norway: Effects of non-compliance with dismissal regulations

Phase: Management
Effects of non-compliance with dismissal regulations
Senast ändrad: 31 July, 2017
Lokalt namn:


Engelskt namn:

Working Environment Act


15-12, 15-5, 17-4


Dismissals can be tried in court in order to be ruled invalid. If a dismissal is in contravention of the Working Environment Act, the court shall, if so demanded by the employee, rule the dismissal invalid. In special cases, and if so demanded by the employer, the court may decide that the employment shall be terminated if, after weighing the interests of the parties, the court finds it clearly unreasonable that employment should continue. This is seen as a safety valve, and could for instance be used in cases where the employee is to blame for the situation, for instance by having been active in developing a conflict with the manager 

An employee might also claim compensation. The amount is set by the court on basis of financial loss, circumstances relating to the employer and the employee, and other facts of the case.

Employees can take action through the courts following negotiation (for up to eight weeks, or six months if only compensation is claimed) with employees entitled to remain in their posts during this period. If the notice contains formal errors, is not given in writing or does not include the required information, the employee can initiate legal proceedings within four months. In such cases the notice shall be ruled invalid unless special circumstances make this clearly unreasonable.


There is no fixed compensation; compensation is awarded on the basis of case law.

Cost covered by
  • Employer
Involved actors other than national government
  • Other
Involvement others
No, applicable in all circumstances
Useful? Interesting? Tell us what you think. Hide comments

Eurofound welcomes feedback and updates on this regulation

Lägg till ny kommentar