Dismissing an employee is one of the most significant decisions an employer can make – and the margin for error is narrow. Norway has strict rules for what constitutes valid grounds for termination and a valid dismissal process. Procedural mistakes can render a dismissal invalid and expose your business to costly compensation claims.
The most common mistakes employers make when terminating an employee in Norway are: (1) insufficient documentation, (2) acting too hastily, (3) failing to conduct genuine discussions, (4) not meeting formal requirements, and (5) incorrect delivery of the dismissal notice. We cover each below.
1. Insufficient documentation
What is the burden of proof in a Norwegian dismissal? In Norway, the employer bears the burden of proof that a termination is justified. This means it is the employer's responsibility to document that a reasonable cause for dismissal exists.
The type of documentation required will vary on a case-by-case basis. However, written minutes from the performance review meeting, previous warnings or other forms of feedback, performance measurements or, for example, correspondence with the employee will often be required. The purpose of the documentation is to be able to prove:
- The circumstances that may constitute reasonable cause for termination.
- That the employee has been made aware of the situation
- That the employee has been given the opportunity to improve or to respond to the employer's understanding of the situation.
Without sufficient documentation, it will be very difficult to prove that there is a reasonable cause for termination.
GUIDE: THE DISMISSAL PROCESS IN NORWAY
These are the necessary steps in a dismissal process in Norway.2. Acting too hastily
Many employers are in a hurry once they have decided to dismiss a worker. What many employers are not aware of, is that it often takes a certain amount of time to build a reasonable cause for termination.
In Norway, it is very rare that the employer has reasonable cause to dismiss an employee after only one mistake. In most cases an employee’s inadequate performance, bad behavior or similar must have persisted for a certain period of time, before it can constitute reasonable cause for termination.
In addition, it is necessary to spend sufficient time on the dismissal process itself to ensure that all requirements for dismissal are met.
It is important to keep an ongoing dialogue and give concrete feedback to the employee, to give the employee a chance to improve, based on the feedback given by the employer. Other possible solutions must also be considered.
Also read: Be aware of the strict rules for termination of employment in Norway
3. Failing to conduct genuine discussions
What is a discussion meeting in Norway? Before deciding to dismiss an employee, discussions must be held with the employee. This is done at a so-called discussion meeting.
It is of great importance that the discussions are real. If the employee is given a dismissal notice during the discussion meeting, or the employer in other ways expresses that the decision of termination has already been made, the dismissal process may be deemed invalid.
It is therefore important that the employer awaits making the final decision until after the discussions have been completed. It is only after discussing the matter with the employee and thoroughly assessing all aspects of the case that there will be an adequate basis to consider whether a termination should be given or not.
Also read: Workforce reductions in Norway: Be aware of the employee rights!
4. Not meeting formal requirements
What must a dismissal notice contain in Norway? When an employer dismisses an employee, the Working Environment Act imposes strict formal requirements. Firstly, the dismissal notice must be in writing. Secondly, there are several requirements for what the notice must contain. If the notice does not meet the requirements set out in the Working Environment Act, the dismissal may be deemed invalid.
Also read: What are the required employment termination documents?
5. Incorrect delivery of the dismissal notice
The Working Environment Act states that the dismissal notice must be delivered to the employee in person or forwarded by registered post.
If you send the termination letter to the employee by ordinary mail, this will not automatically result in the termination being invalid. However, you will not be able to prove that the termination letter was received by the employee. This may result in the termination being deemed not to have been given or being unlawful.
Termination letters must therefore always be sent by registered mail or handed over personally to the employee as stated by law.
In the event of a personal handover to the employee, you must also remember to get a signature from the employee to confirm that the notice is received.
Can a dismissal be deemed invalid in Norway?
Yes. A dismissal can be ruled invalid if there is no reasonable cause, or if the process did not comply with the requirements of the Working Environment Act. An invalid dismissal may entitle the employee to reinstatement and/or compensation.
What if I have made mistakes in the dismissal process?
If mistakes are made in the dismissal process, or there is no reasonable cause for termination, the risk of compensation claims from the employee will be high.
Therefore, we recommend that you get a quality assurance of both the basis for termination and the procedure before you start any termination process. Mistakes are often difficult to correct after the fact. Getting assistance in advance can therefore be a good investment to avoid legal processes that will be both time-consuming and costly for your business.
GUIDE: THE DISMISSAL PROCESS IN NORWAY
These are the necessary steps in a dismissal process in Norway.