Employment Law

The Norwegian labour market is constantly changing, and this also applies to the laws and regulations that govern the relationship between employees and employers. In most companies, the knowledge and experience of employees are the most valuable resources. Mistakes and conflicts in the workplace can have significant consequences, both for the company’s finances and for those involved.

Employment law is an area that affects most of us in today’s society. Good cooperation between employer and employee is an important pillar, both in public and private enterprises. Questions and conflicts within employment law can be very personal and strongly affect those involved.

Clarity and wisdom from all parties is required to find good and balanced solutions in stressful and uncertain situations. Our employment law team assists with all types of issues that may arise in working life and represents both employees and employers. We draft solid employment contracts, act as sparring partners for management in daily HR work, and assist in the termination of employment relationships.

Our services include:

Drafting of employment contracts and workplace policies
- A solid employment contract is essential for a good relationship between employer and employee. The Working Environment Act imposes strict requirements on the content of such contracts, and it is important to comply with these requirements to avoid future conflicts. Workplace policies, such as employee handbooks, also contribute to clarity. We can help draft, review, and tailor employment contracts and policies to ensure they comply with the law and meet the needs of your company.
Temporary employment
- The Working Environment Act states that permanent employment should be the main rule, but hiring temporary staff may be necessary when there is a short-term need for extra workforce. It is important to be aware that the legislation imposes strict requirements on when and how temporary hiring can be done. We have in-depth knowledge of the regulations and can help your business navigate the legal rules to ensure compliance with the law.
Probation period
- The purpose of the probation period is to give the employer an opportunity to assess the employee’s adaptation to the work, professional competence, and reliability over a limited period. The term itself implies that the employee is "on probation". However, we find that many employers do not use the probation period effectively enough to train and, most importantly, evaluate the employee’s suitability for the position. If this is not done, it is unlikely that a dismissal during the probation period will hold up.
Negotiations, litigation and dispute resolution
- In cases of disputes concerning dismissal, summary dismissal, preferential rights, fixed-term employment, temporary employment, or suspension, employees as well as employers can request negotiations under the Working Environment Act. If negotiations are unsuccessful, the matter can be brought before the courts, where specific procedural rules apply to employment law disputes. Our employment law specialists have extensive experience assisting both employers and employees throughout this entire process.
Downsizing and reorganization
- Downsizing involves terminating employees to reduce costs, while reorganization focuses on changing the company’s structure to accommodate new needs. Common reasons include financial challenges, market changes, technological advancements, strategic shifts, mergers, and acquisitions. Our lawyers can assist in ensuring a legal and efficient process, with a focus on minimizing risk and safeguarding the interests of both the company and the employees.
Termination and summary dismissal
- Termination and summary dismissal end employment in different ways. Termination occurs at the end of an agreed or legally required notice period, while summary dismissal is immediate. The Working Environment Act requires just cause for termination and sets minimum requirements for notice periods, although longer periods can be agreed upon. Summary dismissal is used in cases of gross misconduct or significant breach of duty. We assist both employers and employees in such matters.
Whistleblowing
- All employees have the right to report issues of concern in their workplace. Companies with five employees or more are obliged to have in place procedures for internal whistleblowing. Improper handling in case of whistleblowing can have serious consequences, yet the Working Environment Act provides limited guidance in this area. We can assist with preparing and implementing procedures for whistleblowing, as well as advising on handling reports to ensure compliance with legal obligations.
Follow up in case of sick leave
- Employers have a duty to facilitate and follow up when employees are absent due to sickness or they need adjustments to remain in work. The goal is to help sick employees return to work without unnecessary long absences. Additionally, employers have several duties related to preventing illness, accidents, or injuries. We assist in understanding and implementing the requirements for follow-up and accommodation, as well as developing strategies for effective prevention.
Working hours and holidays
- Working hours means the time when the employee is at the disposal of the employer. The Working Environment Act has provisions regulating working hours, breaks, time off and overtime. For example, all employees are entitled to at least 4 weeks and 1 day of holidays annually, with at least three consecutive weeks between 1st June and 30th September. We offer advice on working hours and holiday entitlements, and we help both employers and employees ensure that rights and obligations are upheld in accordance with the law.

Ronny van der Meij

Partner

+47 986 43 149

rmeij@eurojuris.no

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