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> GOVERNANCE - home > Employment protection legislation database - EPLex > Norway

Norway - Procedural requirements for individual dismissals


Procedural requirements for individual dismissals - Norway - 2017    

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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