When you are dismissed from your job, Norwegian labour law gives you strong rights. The dismissal must have a valid reason, be in writing, and give you a notice period with pay. You can demand negotiations, appeal, and sometimes continue working while the case is ongoing. Here are your rights step by step.
When is a dismissal valid?
An employer cannot dismiss you without a valid reason. The reason must relate to the company's circumstances, the employer's situation, or your own circumstances (Norwegian Labour Act § 15-7). The rules apply to everyone who works in Norway, regardless of where you come from – see more guides for immigrant workers.
If the dismissal is because the company needs to cut costs, it is not valid if the employer has other suitable work to offer you. The court weighs the company's needs against the disadvantage to you.
Redundancy: who is selected?
If the company needs to reduce the number of employees, it cannot choose freely who will be dismissed. The selection must be based on valid criteria – such as seniority, qualifications, and sometimes social circumstances. Who is selected should also be discussed in advance (§ 15-1). If you believe you have been selected on the wrong basis, you can raise this at a negotiation.
Procedural requirements and discussion meeting
Before the employer decides to dismiss you, the matter must be discussed with you in a meeting (§ 15-1). You can bring a union representative.
The dismissal itself has strict procedural requirements (§ 15-4). It must:
- be in writing,
- be delivered personally or sent by registered mail,
- inform you of the right to demand negotiation and go to court, the deadlines, the right to remain in your position, and against whom the case should be filed.
If the dismissal lacks this information, or is not in writing, it can be declared invalid if you go to court within four months (§ 15-5). A verbal "you're done" is not a valid dismissal.
How long is my notice period?
The notice period is at least one month if not otherwise agreed, and it runs from the first day of the month after the dismissal was given. If you have worked for a long time, the period becomes longer:
| Seniority and age | Notice period |
|---|---|
| General rule | 1 month |
| At least 5 years with the company | 2 months |
| At least 10 years | 3 months |
| At least 10 years and over 50 years old | 4 months |
| At least 10 years and over 55 years old | 5 months |
| At least 10 years and over 60 years old | 6 months |
| During probation | 14 days |
You have the right to pay throughout the notice period.
Dismissal or summary dismissal – what's the difference?
There is a difference between dismissal and summary dismissal. In a regular dismissal you keep your job and pay during the notice period. Summary dismissal (§ 15-14) means you must leave immediately, without pay – but this is only allowed for gross misconduct or significant breach. An unlawful summary dismissal can be declared invalid and entitle you to compensation.
Disagree with the dismissal? Deadlines you must remember
If you believe the dismissal is unfair, you must act quickly:
- Demand negotiation in writing within two weeks (§ 17-3). The employer must hold the meeting within two weeks.
- Go to court within eight weeks if you want your job back, or within six months if you only claim compensation (§ 17-4).
As long as you meet the deadlines, you have the right to remain in your position – that is, continue working with pay while the case is ongoing (§ 15-11). This right does not apply automatically in case of summary dismissal or during probation.
Extra protection during illness, pregnancy and leave
You have special protection in some situations. If you are on sick leave, you cannot be dismissed because of the illness for the first twelve months (§ 15-8). If you are pregnant or on parental leave, you cannot be dismissed because of that (§ 15-9). In these cases, the employer must prove that the dismissal has another, valid reason.
After dismissal: certificate, preferential rights and money
When you leave, you have the right to a written certificate of employment with your name, date of birth, what you have worked with and for how long (§ 15-15).
If you were dismissed due to redundancy, you may have preferential rights to a new job at the company within one year after the notice period ends, if you have been employed for at least twelve months (§ 14-2).
If you lose your job without it being your fault, you normally have the right to unemployment benefits from NAV without extra waiting time. If you resign without a valid reason, however, you may get a long waiting period without benefits.
How to proceed if you are dismissed
If you are dismissed, it is wise to do this:
- Ask for the dismissal in writing, and ask for a written explanation if you have not received one (§ 15-4).
- Do not sign anything right away – you have time to think about it.
- Demand negotiation within the two-week deadline if you disagree.
- Keep pay slips, employment contract and all written contact with the employer.
- Seek help early, for example from your trade union.
Where to get help
If you are a member of a trade union, it often covers legal costs in a dismissal case. If you are not a member, you may be entitled to legal aid. If you are considering a settlement instead of fighting, a severance package may be an option. On SamfunnPrep you will find more guides about working life and your rights in Norway.
Working life rules are also part of the curriculum for the citizenship test. On SamfunnPrep you can practice for free and learn how working life in Norway works.
