Avsettelse

Avsettelse refers to the termination of an employee’s contract or removal from a position. In common usage it is closely linked to dismissal or layoff, and can cover both permanent end of employment and temporary removal from duties depending on the context. The term is often used as an umbrella for ending an employment relationship initiated by an employer.

Grounds for avsettelse include redundancy or restructuring due to economic reasons, performance-related issues, or misconduct. In some contexts, avsettelse can also refer to removal from a role in organizations beyond traditional employment, including public offices.

Procedures and legal framework vary by country, but most systems require that termination be based on legitimate grounds and follow due process. For a termination with notice (oppsigelse), the employer must provide written notification with reasons and observe a notice period, which commonly depends on tenure and contract and may be influenced by collective agreements. For dismissal with immediate effect (avskjed) the grounds must be serious and breach or misconduct must be clearly established. Employees often have the right to respond, seek representation, and ensure the decision is properly documented. Collective agreements can modify notice periods and procedural requirements.

Rights and consequences for the employee typically include eligibility for unemployment benefits or severance pay, depending on jurisdiction and contract. An employee may challenge an avsettelse if there is evidence of unfair, discriminatory, or unlawful termination. Reinstatement is possible but uncommon, and remedies may include compensation or reemployment in some cases.

Notes: the exact rules and terminology differ between countries and sectors. In Norway, for example, termination is regulated by the Working Environment Act (arbeidsmiljøloven), with distinct rules for oppsigelse and avskjed and varying notice periods.