ILO is a specialized agency of the United Nations
ILO-en-strap
Go to the home page
Site map | Contact us français | español
> GOVERNANCE - home > Employment protection legislation database - EPLex > Norway

Norway - Procedural requirements for individual dismissals


+ show references

Notification to the worker to be dismissed: written

Remarks:
  • Art. 15-4(1) WEA.

Notice period:
Remarks:
  • Art. 15-3 WEA states that unless otherwise stipulated in collective pay agreement, the notice period shall be one month.
    Before notice has been given, an agreement on a shorter period of notice may only be concluded between the employer and the employee's elected representatives at undertakings bound by a collective pay agreement. Furthermore, shorter notice periods may be provided for in the regulations issued by the Ministry for participants in labour market schemes.

    The same article further provides for the following notice periods:

    *if the employee has been employed in the same undertaking for at least five consecutive years: at least two months' notice;
    * if the employee has been employed in the same undertaking for at least ten consecutive years: at least three months' notice;
    *if the employee has been employed in the same undertaking for more than ten consecutive years:
    a) at least four months if the employee is 50 years old,
    b) at least five months if the employee is above 55 years old,
    c) at least 6 months if the employee is above 60 years old.
    • tenure ≥ 6 months
      • 1 month(s).
    • tenure ≥ 9 months
      • 1 month(s).
    • tenure ≥ 2 years
      • 1 month(s).
    • tenure ≥ 4 years
      • 1 month(s).
    • tenure ≥ 5 years
      • 2 month(s).
    • tenure ≥ 10 years
      • employee < 50 years old - 3 month(s).
      • employees ≥ 50 years old - 4 month(s).
      • employees ≥ 55 years old - 5 month(s).
      • employees ≥ 60 years old - 6 month(s).
    • tenure ≥ 20 years
      • employee < 50 years old - 3 month(s).
      • employees ≥ 50 years old - 4 month(s).
      • employees ≥ 55 years old - 5 month(s).
      • employees ≥ 60 years old - 6 month(s).

    Pay in lieu of notice: No

    Remarks:
    • However, Art. 15-5(1) WEA states that if the notice is invalid, the employee may claim compensation.

    Notification to the public administration: No

    Notification to workers' representatives: Yes

    Remarks:
    • Art. 15-1 WEA states that prior to the dismissal with notice the employer shall, to the extent that it is practically possible, discuss the matter with the employee and the employees representatives, unless the employee opposes such consultations.
      As a result of an amendment to art. 15-1 introduced in 2009 by Act n°39 of 19 June 2009 (in force since January 1st, 2010), art. 15-1 specifies that "the discussions must concern both the grounds for dismissal and any selection between two or more employees regarding who is to be dismissed."

    Approval by public administration or judicial bodies: No

    Approval by workers' representatives: No

    + show references

    Notification to the worker to be dismissed: written

    Remarks:
    • Art. 15-4(1) WEA.

    Notice period:
    Remarks:
    • Art. 15-3 WEA states that unless otherwise stipulated in collective pay agreement, the notice period shall be one month.
      Before notice has been given, an agreement on a shorter period of notice may only be concluded between the employer and the employee's elected representatives at undertakings bound by a collective pay agreement. Furthermore, shorter notice periods may be provided for in the regulations issued by the Ministry for participants in labour market schemes.

      The same article further provides for the following notice periods:

      *if the employee has been employed in the same undertaking for at least five consecutive years: at least two months' notice;
      * if the employee has been employed in the same undertaking for at least ten consecutive years: at least three months' notice;
      *if the employee has been employed in the same undertaking for more than ten consecutive years:
      a) at least four months if the employee is 50 years old,
      b) at least five months if the employee is above 55 years old,
      c) at least 6 months if the employee is above 60 years old.
      • tenure ≥ 6 months
        • 1 month(s).
      • tenure ≥ 9 months
        • 1 month(s).
      • tenure ≥ 2 years
        • 1 month(s).
      • tenure ≥ 4 years
        • 1 month(s).
      • tenure ≥ 5 years
        • 2 month(s).
      • tenure ≥ 10 years
        • employee < 50 years old - 3 month(s).
        • employees ≥ 50 years old - 4 month(s).
        • employees ≥ 55 years old - 5 month(s).
        • employees ≥ 60 years old - 6 month(s).
      • tenure ≥ 20 years
        • employee < 50 years old - 3 month(s).
        • employees ≥ 50 years old - 4 month(s).
        • employees ≥ 55 years old - 5 month(s).
        • employees ≥ 60 years old - 6 month(s).

      Pay in lieu of notice: No

      Remarks:
      • However, Art. 15-5(1) WEA states that if the notice is invalid, the employee may claim compensation.

      Notification to the public administration: No

      Notification to workers' representatives: Yes

      Remarks:
      • Art. 15-1 WEA states that prior to the dismissal with notice the employer shall, to the extent that it is practically possible, discuss the matter with the employee and the employees representatives, unless the employee opposes such consultations.
        As a result of an amendment to art. 15-1 introduced in 2009 by Act n°39 of 19 June 2009 (in force since January 1st, 2010), art. 15-1 specifies that "the discussions must concern both the grounds for dismissal and any selection between two or more employees regarding who is to be dismissed."

      Approval by public administration or judicial bodies: No

      Approval by workers' representatives: No

      + show references

      Notification to the worker to be dismissed: written

      Remarks:
      • Art. 15-4(1) WEA.

      Notice period:
      Remarks:
      • Art. 15-3 WEA states that unless otherwise stipulated in collective pay agreement, the notice period shall be one month.
        Before notice has been given, an agreement on a shorter period of notice may only be concluded between the employer and the employee's elected representatives at undertakings bound by a collective pay agreement. Furthermore, shorter notice periods may be provided for in the regulations issued by the Ministry for participants in labour market schemes.

        The same article further provides for the following notice periods:

        *if the employee has been employed in the same undertaking for at least five consecutive years: at least two months' notice;
        * if the employee has been employed in the same undertaking for at least ten consecutive years: at least three months' notice;
        *if the employee has been employed in the same undertaking for more than ten consecutive years:
        a) at least four months if the employee is 50 years old,
        b) at least five months if the employee is above 55 years old,
        c) at least 6 months if the employee is above 60 years old.
        • tenure ≥ 6 months
          • 1 month(s).
        • tenure ≥ 9 months
          • 1 month(s).
        • tenure ≥ 2 years
          • 1 month(s).
        • tenure ≥ 4 years
          • 1 month(s).
        • tenure ≥ 5 years
          • 2 month(s).
        • tenure ≥ 10 years
          • employee < 50 years old - 3 month(s).
          • employees ≥ 50 years old - 4 month(s).
          • employees ≥ 55 years old - 5 month(s).
          • employees ≥ 60 years old - 6 month(s).
        • tenure ≥ 20 years
          • employee < 50 years old - 3 month(s).
          • employees ≥ 50 years old - 4 month(s).
          • employees ≥ 55 years old - 5 month(s).
          • employees ≥ 60 years old - 6 month(s).

        Pay in lieu of notice: No

        Remarks:
        • However, Art. 15-5(1) WEA states that if the notice is invalid, the employee may claim compensation.

        Notification to the public administration: No

        Notification to workers' representatives: Yes

        Remarks:
        • Art. 15-1 WEA states that prior to the dismissal with notice the employer shall, to the extent that it is practically possible, discuss the matter with the employee and the employees representatives, unless the employee opposes such consultations.
          As a result of an amendment to art. 15-1 introduced in 2009 by Act n°39 of 19 June 2009 (in force since January 1st, 2010), art. 15-1 specifies that "the discussions must concern both the grounds for dismissal and any selection between two or more employees regarding who is to be dismissed."

        Approval by public administration or judicial bodies: No

        Approval by workers' representatives: No

        + show references

        Notification to the worker to be dismissed: written

        Remarks:
        • Art. 15-4(1) WEA.

        Notice period:
        Remarks:
        • Art. 15-3 WEA states that unless otherwise stipulated in collective pay agreement, the notice period shall be one month.
          Before notice has been given, an agreement on a shorter period of notice may only be concluded between the employer and the employee's elected representatives at undertakings bound by a collective pay agreement. Furthermore, shorter notice periods may be provided for in the regulations issued by the Ministry for participants in labour market schemes.

          The same article further provides for the following notice periods:

          *if the employee has been employed in the same undertaking for at least five consecutive years: at least two months' notice;
          * if the employee has been employed in the same undertaking for at least ten consecutive years: at least three months' notice;
          *if the employee has been employed in the same undertaking for more than ten consecutive years:
          a) at least four months if the employee is 50 years old,
          b) at least five months if the employee is above 55 years old,
          c) at least 6 months if the employee is above 60 years old.
          • tenure ≥ 6 months
            • 1 month(s).
          • tenure ≥ 9 months
            • 1 month(s).
          • tenure ≥ 2 years
            • 1 month(s).
          • tenure ≥ 4 years
            • 1 month(s).
          • tenure ≥ 5 years
            • 2 month(s).
          • tenure ≥ 10 years
            • employee < 50 years old - 3 month(s).
            • employees ≥ 50 years old - 4 month(s).
            • employees ≥ 55 years old - 5 month(s).
            • employees ≥ 60 years old - 6 month(s).
          • tenure ≥ 20 years
            • employee < 50 years old - 3 month(s).
            • employees ≥ 50 years old - 4 month(s).
            • employees ≥ 55 years old - 5 month(s).
            • employees ≥ 60 years old - 6 month(s).

          Pay in lieu of notice: No

          Remarks:
          • However, Art. 15-5(1) WEA states that if the notice is invalid, the employee may claim compensation.

          Notification to the public administration: No

          Notification to workers' representatives: Yes

          Remarks:
          • Art. 15-1 WEA states that prior to the dismissal with notice the employer shall, to the extent that it is practically possible, discuss the matter with the employee and the employees representatives, unless the employee opposes such consultations.
            As a result of an amendment to art. 15-1 introduced in 2009 by Act n°39 of 19 June 2009 (in force since January 1st, 2010), art. 15-1 specifies that "the discussions must concern both the grounds for dismissal and any selection between two or more employees regarding who is to be dismissed."

          Approval by public administration or judicial bodies: No

          Approval by workers' representatives: No

          + show references

          Notification to the worker to be dismissed: written

          Remarks:
          • Art. 15-4(1) WEA.

          Notice period:
          Remarks:
          • Art. 15-3 WEA states that unless otherwise stipulated in collective pay agreement, the notice period shall be one month.
            Before notice has been given, an agreement on a shorter period of notice may only be concluded between the employer and the employee's elected representatives at undertakings bound by a collective pay agreement. Furthermore, shorter notice periods may be provided for in the regulations issued by the Ministry for participants in labour market schemes.

            The same article further provides for the following notice periods:

            *if the employee has been employed in the same undertaking for at least five consecutive years: at least two months' notice;
            * if the employee has been employed in the same undertaking for at least ten consecutive years: at least three months' notice;
            *if the employee has been employed in the same undertaking for more than ten consecutive years:
            a) at least four months if the employee is 50 years old,
            b) at least five months if the employee is above 55 years old,
            c) at least 6 months if the employee is above 60 years old.
            • tenure ≥ 6 months
              • 1 month(s).
            • tenure ≥ 9 months
              • 1 month(s).
            • tenure ≥ 2 years
              • 1 month(s).
            • tenure ≥ 4 years
              • 1 month(s).
            • tenure ≥ 5 years
              • 2 month(s).
            • tenure ≥ 10 years
              • employee < 50 years old - 3 month(s).
              • employees ≥ 50 years old - 4 month(s).
              • employees ≥ 55 years old - 5 month(s).
              • employees ≥ 60 years old - 6 month(s).
            • tenure ≥ 20 years
              • employee < 50 years old - 3 month(s).
              • employees ≥ 50 years old - 4 month(s).
              • employees ≥ 55 years old - 5 month(s).
              • employees ≥ 60 years old - 6 month(s).

            Pay in lieu of notice: No

            Remarks:
            • However, Art. 15-5(1) WEA states that if the notice is invalid, the employee may claim compensation.

            Notification to the public administration: No

            Notification to workers' representatives: Yes

            Remarks:
            • Art. 15-1 WEA states that prior to the dismissal with notice the employer shall, to the extent that it is practically possible, discuss the matter with the employee and the employees representatives, unless the employee opposes such consultations.
              As a result of an amendment to art. 15-1 introduced in 2009 by Act n°39 of 19 June 2009 (in force since January 1st, 2010), art. 15-1 specifies that "the discussions must concern both the grounds for dismissal and any selection between two or more employees regarding who is to be dismissed."

            Approval by public administration or judicial bodies: No

            Approval by workers' representatives: No

            + show references

            Notification to the worker to be dismissed: written

            Remarks:
            • Art. 15-4(1) WEA.

            Notice period:
            Remarks:
            • Art. 15-3 WEA states that unless otherwise stipulated in collective pay agreement, the notice period shall be one month.
              Before notice has been given, an agreement on a shorter period of notice may only be concluded between the employer and the employee's elected representatives at undertakings bound by a collective pay agreement. Furthermore, shorter notice periods may be provided for in the regulations issued by the Ministry for participants in labour market schemes.

              The same article further provides for the following notice periods:

              *if the employee has been employed in the same undertaking for at least five consecutive years: at least two months' notice;
              * if the employee has been employed in the same undertaking for at least ten consecutive years: at least three months' notice;
              *if the employee has been employed in the same undertaking for more than ten consecutive years:
              a) at least four months if the employee is 50 years old,
              b) at least five months if the employee is above 55 years old,
              c) at least 6 months if the employee is above 60 years old.
              • tenure ≥ 6 months
                • 1 month(s).
              • tenure ≥ 9 months
                • 1 month(s).
              • tenure ≥ 2 years
                • 1 month(s).
              • tenure ≥ 4 years
                • 1 month(s).
              • tenure ≥ 5 years
                • 2 month(s).
              • tenure ≥ 10 years
                • employee < 50 years old - 3 month(s).
                • employees ≥ 50 years old - 4 month(s).
                • employees ≥ 55 years old - 5 month(s).
                • employees ≥ 60 years old - 6 month(s).
              • tenure ≥ 20 years
                • employee < 50 years old - 3 month(s).
                • employees ≥ 50 years old - 4 month(s).
                • employees ≥ 55 years old - 5 month(s).
                • employees ≥ 60 years old - 6 month(s).

              Pay in lieu of notice: No

              Remarks:
              • However, Art. 15-5(1) WEA states that if the notice is invalid, the employee may claim compensation.

              Notification to the public administration: No

              Notification to workers' representatives: Yes

              Remarks:
              • Art. 15-1 WEA states that prior to the dismissal with notice the employer shall, to the extent that it is practically possible, discuss the matter with the employee and the employees representatives, unless the employee opposes such consultations.
                As a result of an amendment to art. 15-1 introduced in 2009 by Act n°39 of 19 June 2009 (in force since January 1st, 2010), art. 15-1 specifies that "the discussions must concern both the grounds for dismissal and any selection between two or more employees regarding who is to be dismissed."

              Approval by public administration or judicial bodies: No

              Approval by workers' representatives: No

              + show references

              Notification to the worker to be dismissed: written

              Remarks:
              • Art. 15-4(1) WEA.

              Notice period:
              Remarks:
              • Art. 15-3 WEA states that unless otherwise stipulated in collective pay agreement, the notice period shall be one month.
                Before notice has been given, an agreement on a shorter period of notice may only be concluded between the employer and the employee's elected representatives at undertakings bound by a collective pay agreement. Furthermore, shorter notice periods may be provided for in the regulations issued by the Ministry for participants in labour market schemes.

                The same article further provides for the following notice periods:

                *if the employee has been employed in the same undertaking for at least five consecutive years: at least two months' notice;
                * if the employee has been employed in the same undertaking for at least ten consecutive years: at least three months' notice;
                *if the employee has been employed in the same undertaking for more than ten consecutive years:
                a) at least four months if the employee is 50 years old,
                b) at least five months if the employee is above 55 years old,
                c) at least 6 months if the employee is above 60 years old.
                • tenure ≥ 6 months
                  • 1 month(s).
                • tenure ≥ 9 months
                  • 1 month(s).
                • tenure ≥ 2 years
                  • 1 month(s).
                • tenure ≥ 4 years
                  • 1 month(s).
                • tenure ≥ 5 years
                  • 2 month(s).
                • tenure ≥ 10 years
                  • employee < 50 years old - 3 month(s).
                  • employees ≥ 50 years old - 4 month(s).
                  • employees ≥ 55 years old - 5 month(s).
                  • employees ≥ 60 years old - 6 month(s).
                • tenure ≥ 20 years
                  • employee < 50 years old - 3 month(s).
                  • employees ≥ 50 years old - 4 month(s).
                  • employees ≥ 55 years old - 5 month(s).
                  • employees ≥ 60 years old - 6 month(s).

                Pay in lieu of notice: No

                Remarks:
                • However, Art. 15-5(1) WEA states that if the notice is invalid, the employee may claim compensation.

                Notification to the public administration: No

                Notification to workers' representatives: Yes

                Remarks:
                • Art. 15-1 WEA states that prior to the dismissal with notice the employer shall, to the extent that it is practically possible, discuss the matter with the employee and the employees representatives, unless the employee opposes such consultations.
                  As a result of an amendment to art. 15-1 introduced by Act n°39 of 19 June 2009 (in force since January 1st, 2010), art. 15-1 specifies that "the discussions must concern both the grounds for dismissal and any selection between two or more employees regarding who is to be dismissed."

                Approval by public administration or judicial bodies: No

                Approval by workers' representatives: No

                + show references

                Notification to the worker to be dismissed: written

                Remarks:
                • Art. 15-4(1) WEA.

                Notice period:
                Remarks:
                • Art. 15-3 WEA states that unless otherwise stipulated in collective pay agreement, the notice period shall be one month.
                  Before notice has been given, an agreement on a shorter period of notice may only be concluded between the employer and the employee's elected representatives at undertakings bound by a collective pay agreement. Furthermore, shorter notice periods may be provided for in the regulations issued by the Ministry for participants in labour market schemes.

                  The same article further provides for the following notice periods:

                  *if the employee has been employed in the same undertaking for at least five consecutive years: at least two months' notice;
                  * if the employee has been employed in the same undertaking for at least ten consecutive years: at least three months' notice;
                  *if the employee has been employed in the same undertaking for more than ten consecutive years:
                  a) at least four months if the employee is 50 years old,
                  b) at least five months if the employee is above 55 years old,
                  c) at least 6 months if the employee is above 60 years old.
                  • tenure ≥ 6 months
                    • 1 month(s).
                  • tenure ≥ 9 months
                    • 1 month(s).
                  • tenure ≥ 2 years
                    • 1 month(s).
                  • tenure ≥ 4 years
                    • 1 month(s).
                  • tenure ≥ 5 years
                    • 2 month(s).
                  • tenure ≥ 10 years
                    • employee < 50 years old - 3 month(s).
                    • employees ≥ 50 years old - 4 month(s).
                    • employees ≥ 55 years old - 5 month(s).
                    • employees ≥ 60 years old - 6 month(s).
                  • tenure ≥ 20 years
                    • employee < 50 years old - 3 month(s).
                    • employees ≥ 50 years old - 4 month(s).
                    • employees ≥ 55 years old - 5 month(s).
                    • employees ≥ 60 years old - 6 month(s).

                  Pay in lieu of notice: No

                  Remarks:
                  • However, Art. 15-5(1) WEA states that if the notice is invalid, the employee may claim compensation.

                  Notification to the public administration: No

                  Notification to workers' representatives: Yes

                  NOTE: This information has changed since the previous period covered.
                  Remarks:
                  • Art. 15-1 WEA states that prior to the dismissal with notice the employer shall, to the extent that it is practically possible, discuss the matter with the employee and the employees representatives, unless the employee opposes such consultations.
                    NEW in 2010: As a result of an amendment to art. 15-1 introduced by Act n°39 of 19 June 2009 (in force since January 1st, 2010), art. 15-1 now specifies that "the discussions must concern both the grounds for dismissal and any selection between two or more employees regarding who is to be dismissed."

                  Approval by public administration or judicial bodies: No

                  Approval by workers' representatives: No

                  + show references

                  Notification to the worker to be dismissed: written

                  Remarks:
                  • Art. 15-4(1) WEA.

                  Notice period:
                  Remarks:
                  • Art. 15-3 WEA states that unless otherwise stipulated in collective pay agreement, the notice period shall be one month.
                    Before notice has been given, an agreement on a shorter period of notice may only be concluded between the employer and the employee's elected representatives at undertakings bound by a collective pay agreement. Furthermore, shorter notice periods may be provided for in the regulations issued by the Ministry for participants in labour market schemes.

                    The same article further provides for the following notice periods:

                    *if the employee has been employed in the same undertaking for at least five consecutive years: at least two months' notice;
                    * if the employee has been employed in the same undertaking for at least ten consecutive years: at least three months' notice;
                    *if the employee has been employed in the same undertaking for more than ten consecutive years:
                    a) at least four months if the employee is 50 years old,
                    b) at least five months if the employee is above 55 years old,
                    c) at least 6 months if the employee is above 60 years old.
                    • tenure ≥ 6 months
                      • 1 month(s).
                    • tenure ≥ 9 months
                      • 1 month(s).
                    • tenure ≥ 2 years
                      • 1 month(s).
                    • tenure ≥ 4 years
                      • 1 month(s).
                    • tenure ≥ 5 years
                      • 2 month(s).
                    • tenure ≥ 10 years
                      • employee < 50 years old - 3 month(s).
                      • employees ≥ 50 years old - 4 month(s).
                      • employees ≥ 55 years old - 5 month(s).
                      • employees ≥ 60 years old - 6 month(s).
                    • tenure ≥ 20 years
                      • employee < 50 years old - 3 month(s).
                      • employees ≥ 50 years old - 4 month(s).
                      • employees ≥ 55 years old - 5 month(s).
                      • employees ≥ 60 years old - 6 month(s).

                    Pay in lieu of notice: No

                    Remarks:
                    • However, Art. 15-5(1) WEA states that if the notice is invalid, the employee may claim compensation.

                    Notification to the public administration: No

                    Notification to workers' representatives: Yes

                    Remarks:
                    • Art. 15-1 WEA states that prior to the dismissal with notice the employer shall, to the extent that it is practically possible, discuss the matter with the employee and the employees representatives, unless the employee opposes such consultations.
                      NEW in 2010: As a result of an amendment to art. 15-1 introduced by Act n°39 of 19 June 2009 (in force since January 1st, 2010), art. 15-1 now specifies that "the discussions must concern both the grounds for dismissal and any selection between two or more employees regarding who is to be dismissed."

                    Approval by public administration or judicial bodies: No

                    Approval by workers' representatives: No