is the right of both the employee and the employer. As a rule, their relations should be concluded in writing the form of an employment contract. Clearly defined procedures are in place to enable each party to resolve it.
Termination of the contract by the employer
Employer cannot terminate the contract with the employee without a specific reason. The Norwegian Labor Code protects the interests of employed persons. Most often dismissal of an employee may be caused by the following circumstances:
- the employee seriously violates his duties,
- the employer is forced to reduce employment in the company,
- the dismissal is a consequence of reorganization in the company, including the liquidation of a specific job and the creation of a new one in its place.
, and the disease
It is worth emphasizing that the disease can not be the basis for the termination of an employment contract in Norway. The law in this case is on the side of the employee. However, on condition that the disease continues no more than a year. An employer wishing to dismiss such a person is obliged to provide specific reasons. They may be, for example, the need to hire someone else for a vacant job, as well as uncertainty as to when exactly the employee will return to work.
Pregnancy and parental leave
If the employee is on leave due to pregnancy or parental leave also in the first year of the child's life cannot be fired. The law, however, provides for certain exclusions from this rule. One of them is, for example, necessity hiring someone else for a vacant position. However, provided that it is essential from the point of view of the proper functioning of the company.
Advice for the employer
- If you have any doubts about whether termination of the employment contract in Norway valid - consult an attorney.
- Remember to talk to the employee about his intentions layoffs.
- Be very careful about the formal issues related to the termination of the contract.
From the employee's point of view
Termination of the employment contract in Norway can be a serious blow to an employee's home budget. Therefore, it is worth knowing your rights and knowing when the employer maybe, when can't Fire you. First of all - if you have any doubts as to the validity of the termination, ask for reasons in writing. It is also worth going for advice to a lawyer and/ or a representative of the trade unions.
If it is the employee who wants to terminate the contract
It is worth being aware that if the employee wants it submit a notice of termination, it does not have any particular requirements. Apart from one - the resignation must be submitted in writing. The Norwegian Labor Inspection Authority also recommends that such a document be submitted in person or by registered mail.
Remember!
- The employer must always provide you termination of the employment contract in Norway in writing. It must do this as well personally or through registered letter.
- The employer has no right to force you to terminate your employment contract in Norway yourself!
Negotiations with the employee
Before termination of the employment contract in Norway takes effect, the employee has the right to request negotiations with the employer. For this to happen, the relevant request must be submitted within two weeks of delivery termination. Moreover - it is the employer's responsibility to ensure that negotiations will be held as soon as possible, but no later than two weeks after the submission of the application.
During the negotiations, both parties have the right to conduct them in presence of a lawyer and/ or shop steward. Norwegian law allows interviews to last a maximum of two weeks. They must end with a written protocol. Such a document must be signed by both the employer and the employee.
In brief:
- by the employer must be properly justified.
- The employee should obtain the reasons for the dismissal in writing.
- The release must always be delivered in form written.
- Negotiations they are the right of the employee - especially when he disagrees with the reasons layoffs.
- The employee may resign from work himself, but it cannot be forced to do so.
- Resignation from work by the employee does not need to be justified in any way. It's important to denunciation was submitted in writing.
