Employment Law
Comprehensive Employment Law Assistance
Sterk Law Firm
Your Partner for a Well-Functioning Workplace
Your Partner for a Well-Functioning Workplace
Your Partner for a Well-Functioning Workplace
Employment law challenges can be complex and time-consuming, whether you are a business leader or an employee. The consequences of incorrect handling can be significant, both in human and economic terms. Our lawyers have extensive experience from various aspects of working life and broad expertise in all areas of employment law. We can therefore offer precise advice and support throughout the process, allowing you to focus on your core business.
Employment law challenges can be complex and time-consuming, whether you are a business leader or an employee. The consequences of incorrect handling can be significant, both in human and economic terms. Our lawyers have extensive experience from various aspects of working life and broad expertise in all areas of employment law. We can therefore offer precise advice and support throughout the process, allowing you to focus on your core business.
Employment law challenges can be complex and time-consuming, whether you are a business leader or an employee. The consequences of incorrect handling can be significant, both in human and economic terms. Our lawyers have extensive experience from various aspects of working life and broad expertise in all areas of employment law. We can therefore offer precise advice and support throughout the process, allowing you to focus on your core business.
Your Partner for a Well-Functioning Workplace
Services
Comprehensive Employment Law Assistance
Comprehensive Employment Law Assistance
Comprehensive Employment Law Assistance
Sterk Law Firm offers a wide range of services in employment law, focusing on finding effective solutions for both employers and employees. Our experienced team of attorneys assists with everything from preventive advice and contract drafting to dispute resolution and litigation. We are committed to delivering tailored services of the highest quality, adapted to the individual client's needs.
Sterk Law Firm offers a wide range of services in employment law, focusing on finding effective solutions for both employers and employees. Our experienced team of attorneys assists with everything from preventive advice and contract drafting to dispute resolution and litigation. We are committed to delivering tailored services of the highest quality, adapted to the individual client's needs.
Sterk Law Firm offers a wide range of services in employment law, focusing on finding effective solutions for both employers and employees. Our experienced team of attorneys assists with everything from preventive advice and contract drafting to dispute resolution and litigation. We are committed to delivering tailored services of the highest quality, adapted to the individual client's needs.
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Contact Sterk Law Firm for legal assistance and advice. Our dedicated team of experienced lawyers is ready to find tailored solutions for your specific challenges.
Employment Law
Articles
Apr 8, 2025
Invalidity and compensation for unjust dismissal or termination. In blog posts, emphasize that it pertains to Norwegian law.
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.
Apr 8, 2025
Invalidity and compensation for unjust dismissal or termination. In blog posts, emphasize that it pertains to Norwegian law.
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.
Apr 8, 2025
Employment Law: Disputes about Termination and Dismissal
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.
Apr 8, 2025
Employment Law: Disputes about Termination and Dismissal
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.
Apr 8, 2025
Employee's Right to Terminate the Employment Contract – Conditions, Legal Effects, and Burden of Proof
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.
Apr 8, 2025
Employee's Right to Terminate the Employment Contract – Conditions, Legal Effects, and Burden of Proof
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.
Apr 8, 2025
Dismissal in Employment Relationships – Conditions, Process, and Case Law
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.
Apr 8, 2025
Dismissal in Employment Relationships – Conditions, Process, and Case Law
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.
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Frequently Asked Questions
1
Am I entitled to be considered as a candidate in a downsizing process?
Yes, the selection must be objective, and as someone being considered redundant, you have the right to be assessed against others. Age, seniority, and social conditions are key criteria.
1
Am I entitled to be considered as a candidate in a downsizing process?
Yes, the selection must be objective, and as someone being considered redundant, you have the right to be assessed against others. Age, seniority, and social conditions are key criteria.
1
Am I entitled to be considered as a candidate in a downsizing process?
Yes, the selection must be objective, and as someone being considered redundant, you have the right to be assessed against others. Age, seniority, and social conditions are key criteria.
2
Am I entitled to time off to attend a job interview during the notice period?
No, you are not entitled to that. However, many employers will be flexible and allow time off for job searching.
2
Am I entitled to time off to attend a job interview during the notice period?
No, you are not entitled to that. However, many employers will be flexible and allow time off for job searching.
2
Am I entitled to time off to attend a job interview during the notice period?
No, you are not entitled to that. However, many employers will be flexible and allow time off for job searching.
3
Am I entitled to salary during furlough?
As a general rule, laid-off employees are not entitled to pay, but they may be eligible for unemployment benefits from NAV.
3
Am I entitled to salary during furlough?
As a general rule, laid-off employees are not entitled to pay, but they may be eligible for unemployment benefits from NAV.
3
Am I entitled to salary during furlough?
As a general rule, laid-off employees are not entitled to pay, but they may be eligible for unemployment benefits from NAV.
4
What is the consequence of breaking a non-compete clause?
This may result in liability for damages and, in some cases, criminal sanctions. The court may also impose a prohibition on further work in competing business.
4
What is the consequence of breaking a non-compete clause?
This may result in liability for damages and, in some cases, criminal sanctions. The court may also impose a prohibition on further work in competing business.
4
What is the consequence of breaking a non-compete clause?
This may result in liability for damages and, in some cases, criminal sanctions. The court may also impose a prohibition on further work in competing business.
5
Can I be fired immediately during the probationary period?
No, even during the probation period, a 14-day notice period applies. Dismissal with immediate effect is an even stricter measure, but it requires a severe breach of duty or other significant violation of the employment contract.
5
Can I be fired immediately during the probationary period?
No, even during the probation period, a 14-day notice period applies. Dismissal with immediate effect is an even stricter measure, but it requires a severe breach of duty or other significant violation of the employment contract.
5
Can I be fired immediately during the probationary period?
No, even during the probation period, a 14-day notice period applies. Dismissal with immediate effect is an even stricter measure, but it requires a severe breach of duty or other significant violation of the employment contract.
6
Can I negotiate severance pay during downsizing?
Yes, severance packages are not legally required, but severance pay is often provided during negotiations in downsizing processes.
6
Can I negotiate severance pay during downsizing?
Yes, severance packages are not legally required, but severance pay is often provided during negotiations in downsizing processes.
6
Can I negotiate severance pay during downsizing?
Yes, severance packages are not legally required, but severance pay is often provided during negotiations in downsizing processes.
7
Can I demand to remain employed during a termination dispute?
The main rule is the right to remain in the position until the case is resolved. However, the court may decide otherwise upon the employer's request.
7
Can I demand to remain employed during a termination dispute?
The main rule is the right to remain in the position until the case is resolved. However, the court may decide otherwise upon the employer's request.
7
Can I demand to remain employed during a termination dispute?
The main rule is the right to remain in the position until the case is resolved. However, the court may decide otherwise upon the employer's request.
8
Must a termination agreement be made in writing to be valid?
No, verbal settlement agreements are also binding. However, it is strongly recommended to have them in writing to avoid any ambiguity about the content.
8
Must a termination agreement be made in writing to be valid?
No, verbal settlement agreements are also binding. However, it is strongly recommended to have them in writing to avoid any ambiguity about the content.
8
Must a termination agreement be made in writing to be valid?
No, verbal settlement agreements are also binding. However, it is strongly recommended to have them in writing to avoid any ambiguity about the content.
9
Do I have to accept changes to my work tasks?
The employer's managerial prerogative allows for changes to your tasks within the scope of the employment relationship. However, significant changes require a legitimate reason.
9
Do I have to accept changes to my work tasks?
The employer's managerial prerogative allows for changes to your tasks within the scope of the employment relationship. However, significant changes require a legitimate reason.
9
Do I have to accept changes to my work tasks?
The employer's managerial prerogative allows for changes to your tasks within the scope of the employment relationship. However, significant changes require a legitimate reason.
Do you need help?
Contact us for assistance tailored to your specific needs.
Do you need help?
Contact us for assistance tailored to your specific needs.
Do you need help?
Contact us for assistance tailored to your specific needs.
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