Can my employer dismiss me in Norway?
Only with objective grounds — you are well protected against unfair dismissal. Under the Working Environment Act a dismissal must be objectively justified by the business's, the employer's or the employee's circumstances, and the employer must hold a consultation meeting with you before deciding. The notice period is one month as a rule, but it rises with seniority and age — up to three months after five years and six months after ten years for the oldest, and a collective agreement can give longer still. The probationary period can be up to six months, with only 14 days' notice. If you believe the dismissal is unfair you generally have the right to stay in your position while the case is heard — but summary dismissal for gross breach takes effect with no notice at all.
📋 The rules
- Dismissal requires objective grounds
- The employer must hold a consultation meeting first
- Notice period as a rule one month
- Rises to three and six months with seniority and age
- Probationary period up to six months (14-day notice)
🔓 Exceptions
- Summary dismissal for gross breach happens with no notice
- A fixed-term post ends at the agreed time
- A collective agreement can give a longer notice period
⚠️ Penalties & fines
An unfair dismissal can be declared invalid by the court. You can then be entitled to continue in your position, and to compensation both for your financial loss and for the strain the dismissal caused you. The right to stay in the post while the case is heard means the employer risks paying salary through the whole process — often the heaviest consequence of all. Disputes are heard by the courts, usually after the parties have negotiated first. Procedural failure is a classic: if the employer skips the consultation meeting, it weakens their case considerably.
📎 Official sources
- Working Environment Act ch. 15 · Lovdata →
- Labour Inspection · Dismissal →
- NAV · If you are dismissed →
❓ Frequently asked
Can I be dismissed without reason?
No. A dismissal must be objectively justified by the business's, the employer's or the employee's circumstances, and the employer must hold a consultation meeting with you before deciding. Without objective grounds the dismissal can be declared invalid.
How long is the notice period?
One month as a rule. It rises with seniority and age — to three months after five years and six months after ten years for the oldest employees — and a collective agreement can give a longer period still.
How long can the probationary period be?
Up to six months, and during probation the notice period is only 14 days. But the requirement of objective grounds and a consultation meeting applies in probation too — a shorter notice period does not mean you can be let go freely.
What is a consultation meeting?
A meeting the employer must hold with you before a dismissal is decided, where you can give your view on the grounds for it. If the employer skips the consultation meeting, that is a procedural failure which weakens their case in any dispute.
Can I stay in my position during a dispute?
If you believe the dismissal is unfair, you generally have the right to continue in your position while the case is heard. That does not apply to summary dismissal for a gross breach — there the employment ends immediately, with no notice.
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