An employment lawyer helps you with legal questions between you and your employer. Choose someone experienced in representing employees, able to act before deadlines and willing to give a clear quote for an initial assessment.
When should you contact an employment lawyer?
Contact an employment lawyer when you need an assessment of a specific workplace dispute or agreement. It may concern dismissal, unpaid wages or a termination agreement.
Employment law is the set of rules governing working life. A lawyer can read the documents, explain your options and help with letters or negotiations. A general website can explain rules but cannot assess every detail of your case.
On SamfunnPrep, you can find your rights when dismissed by an employer. This guide is about choosing the person who will advise you.
You can first commission an assessment of one letter or agreement. This is particularly useful when you do not know whether you need further help. Agree what you will receive afterwards: a meeting, a written recommendation or a suggested response.
Who can help before you hire a private lawyer?
Contact your trade union first if you are already a member. Ask what help membership provides in this specific case and whether you need approval before using a private lawyer.
A trade union is an organisation for employees. A union representative represents staff at the workplace. They may have different roles in a dispute, so clarify who handles the legal side.
Arbeidstilsynet is the authority supervising the working environment. It provides general guidance but does not decide whether a dismissal is justified. This is explained on Arbeidstilsynet’s dismissal page, checked on 13 October 2026.
Contacting Arbeidstilsynet therefore does not mean someone has taken over your dismissal case. Ask who can actually provide individual help. Continue monitoring deadlines while exploring different services.
Where can you find a lawyer for employees?
Search for employment law and ask specifically about experience helping employees. Some firms mainly work for employers.
Advokatforeningen’s Finn advokat, the professional association’s lawyer finder, is a practical starting point. You can explore expertise, location and language skills. Also use specific search terms such as “arbeidsrettsadvokat arbeidstaker” with your city’s name.
Read the profile of the lawyer who will receive the case. Look for experience with the relevant dispute. An unpaid-wages case may need a different work plan from negotiations about an executive’s agreement.
Ask two or three candidates for quotes on the same initial task if possible. When a deadline is close, availability matters more than collecting many quotes. Put the deadline in the first line of your enquiry.
Ask whether the lawyer can join conversations online. Also clarify whether an in-person meeting with the employer is needed. You should know whether travel time and expenses may be charged separately.
How do you check experience and role?
Check the full name and business in Advokattilsynet’s register. Then ask about experience with employee cases similar to yours.
Advokattilsynet maintains the official register of lawyers and trainee lawyers. A register result does not show that the lawyer specialises in your particular problem. Also read whether their practice is still active.
Tell the firm the employer’s name before sending many documents. Ask it to clarify whether it can accept the assignment. A firm already advising your employer may be the wrong place to seek your own help.
Ask who will read the case and attend negotiations. If an advokatfullmektig, a trainee lawyer, does the work, ask for the responsible lawyer’s name. You should also have a contact when your usual lawyer is away.
What needs clarification after a dismissal?
Ask for a quick check of the deadline and dismissal letter. Do not delay giving the date of receipt while comparing lawyers.
As of 13 October 2026, Arbeidstilsynet says that a request for negotiations must normally be made in writing within two weeks. The period runs from when the written dismissal reached you. Other deadlines and possible exceptions must be assessed for your case. See the guidance on negotiations.
This differs from the ordinary notice period: the time employment continues before ending. Ask the lawyer to distinguish the employment end date clearly from deadlines for taking legal action.
Send the dismissal letter and say when and how you received it. Also describe meetings, verbal messages and any demands already sent. Ask for written confirmation of whether the lawyer accepts responsibility for the next action.
If you have only received a proposed termination agreement, send the whole agreement. SamfunnPrep has a separate guide to severance packages before signing. Consider ordering an assessment before accepting a proposal you do not understand.
How do you compare price and work?
Compare prices for the same phase of work, not just the hourly rate. Ask for a quote for document review and specific advice before commissioning further negotiations.
Advokatforeningen explains costs and engagement letters. Use a written agreement to clarify what is included and when you receive cost updates.
| Initial task | Deliverable you can request | Clarify before further work |
|---|---|---|
| Assess a letter | Advice about the deadline and possible responses | Who sends the response? |
| Read a termination agreement | Overview of unclear and important terms | Are negotiations included? |
| Assess a wage claim | Overview of its basis and missing evidence | Is recovery included? |
Ask for a total price including any value-added tax and interpreter, travel and fee costs. Clarify whether short phone calls and emails are charged. Ask to be told before costs exceed an agreed level.
Explore possible cover through membership, insurance or legal aid. Do not assume the employer pays the lawyer. Any cover must be clarified separately.
What should you prepare for the first meeting?
Create a short, organised file about your employment. Include documents showing agreements, events and payments.
Start with:
- your employment contract and later changes;
- dismissal, meeting invitation or proposed termination agreement;
- relevant payslips and an overview of missing payments;
- important emails and messages;
- a short timeline with dates;
- your goal and the questions you need answered.
Use documents you can lawfully access. Do not send the firm’s entire archive. Ask the lawyer to identify what is relevant and how to transfer the information.
After the meeting, you should know what the next step costs, who takes it and which date applies. Ask for explanations in simple language if unsure. Use SamfunnPrep’s practical tools to help organise everyday life while following up the case.
