In cases of wrongful termination or unjust dismissal, the court shall generally rule that the termination is invalid, allowing the employee to continue in or be reinstated to their position. Even if the position has been filled by another, the employee is entitled to at least an equivalent position. In exceptional cases, the court may nonetheless decide that the employment relationship should end. Additionally, the employee may claim compensation for financial losses and reparation, where the assessment is based on a broad consideration of fairness with emphasis on the parties' conditions and other relevant circumstances.

In the event of a dispute concerning termination or dismissal, specific procedural rules apply. The employee has the right to request negotiations within two weeks, and the employer is obliged to conduct a negotiation meeting within two weeks of receiving the request. In the case of termination, the employee is entitled to remain in their position while the dispute is ongoing, but the employer can demand resignation if continuation is unreasonable. The deadline for filing a lawsuit to contest the legality of the termination is eight weeks, and six months for pure compensation claims. Formal errors in the termination result in the annulment of the lawsuit deadline.

The employee's right to termination involves the ability to immediately end the employment relationship due to the employer's substantial breach. This right is not codified in the Working Environment Act but derives from general contractual principles. Typical reasons for termination include non-payment of wages, harassment, or serious violations of safety regulations. The Supreme Court in the Stryn Pharmacy case has established that the threshold is high, particularly concerning psychosocial work environment issues. In the event of rightful termination, the employee may claim compensation for financial loss.

Dismissal represents the employer's right to terminate the employment contract immediately in the event of gross misconduct or significant breach by the employee. The threshold is very high, and a thorough overall assessment is required, with emphasis placed on the seriousness of the act, the employee's fault, and the circumstances of the business. The dismissal must not appear as a disproportionate reaction, and case law shows that the employer's own handling of the situation often carries great weight. The procedural rules mainly correspond to the rules for termination.