People working in Norway are no longer surprised by the large number of foreigners employed in companies. However, in their case there is a significant risk that they will be exploited by their employers. There are also foreigners at risk of being dismissed from work, if they start to oppose such treatment.
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Not everyone knows that employee rights in Norway are restrictive. The regulations apply specifically in the event of termination of an employment contract (nor. oppsigelse) or disciplinary dismissal (nor. avskjed). Every interrupt employment relationship by the employer must have solid arguments to be able to do so in accordance with applicable law.
LABOR OR SLAVERY. Employee rights
Therefore, it is worth knowing especially working foreigners about their employment rights. Especially when they have the impression that the employer wants to fire them for no good reason.
- Before the employer decides to terminate the employment relationship, this must be discussed with the company's employee representative and with the employee himself. Unless he doesn't want it himself. The key point, however, is that a dismissal must be preceded by a discussion of its causes.
- The employer cannot terminate the contract without giving a serious reason. It may refer to both the employer's situation (e.g. job cuts) and be a consequence of the employee's actions (e.g. failure to fulfill obligations). An important issue, however, is the fact that the employer cannot terminate the employment relationship as a result of redundancies in a situation where he has a vacancy in another company he manages.
- Norwegian labor regulations impose a number of requirements on employers termination of the contract or disciplinary dismissal.
Termination of the employment contract
Worth knowingthat the notice of termination of the employment contract by the employer must be effectively served. It is considered such when it is handed to the employee personally or sent to him by registered mail. The notice becomes effective when it is certain that the employee received it. It must contain the following information:
- a) the employee has the right to demand negotiations and initiate court proceedings,
- b) dismissed the person has the right to continue working, if he is not employed on a trial period,
- (c) the name of a company that is accountable to and may be brought before a court as defendant.
- In a situation where the employee has committed serious and/ or material breach agreement about a job, the employer has the right to terminate the contract with an immediate resignation order. If this is not the case, there is no legal possibility of a disciplinary dismissal.
- It's also worth knowingthat if the termination of the employment contract does not meet the conditions set out in point 3 or is not correct, the employee is entitled to compensation. Its amount will usually be 100% of the remuneration from the date of notice until the date of announcement judgment in this case. It can range from 50 to 500 Norwegian kroner.
It is also worth knowing that the employee has the right to: holiday pay regardless of the reasons for terminating the employment contract. However, these funds must be paid together with the payment for hours worked.
Employees who have been dismissed unfairly are entitled to free legal assistance. Provided, however, that his income does not exceed CZK 20 gross a lonely person or 30 crowns per family for married people.
LABOR OR SLAVERY. It's worth knowing your rights
Ignorance of labor law provisions is harmful. This problem is especially relevant for foreigners, as it is primarily them who face the problem of exploitation by employers. Unaware of their rights and privileges, they often agree to the terms offered to them for fear of dismissal. Meanwhile, such termination of employment must have solid arguments to be considered lawful.
Our Radio Wataha cooperates with a lawyer Larysa Kaliut and we will work together to provide our listeners and readers with reliable information we need to live freely in Norway
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