Oppsigelses

Oppsigelse is the act of terminating an employment or contract relationship with prior notice. In Norwegian law, oppsigelse can be initiated by either party: a employee may resign, and an employer may terminate the employee’s contract. Oppsigelse is distinct from avskjed, which is immediate dismissal for cause and may involve different rights and procedures.

Grounds and process commonly involve written notice and a formal process. For employer-initiated terminations, the reason must generally be legitimate, non-discriminatory, and, in many cases, subject to consultation with employee representatives if applicable, especially in situations involving redundancies. The notice should specify the termination date and be delivered in a clear, written form. Employee resignations likewise are typically submitted in writing with a notice period that allows a smooth transition.

Notice period and contract duration play key roles in oppsigelse. The length of the oppsigelsesfrist is regulated by the Working Environment Act (Arbeidsmiljøloven) and can be influenced by collective agreements. In practice, notice periods depend on tenure and may be extended by agreement. Commonly, the range is from about one to three months for the employee’s resignation, and the employer’s notice may align with or exceed that period depending on tenure and applicable agreements.

Rights and protections: Termination must avoid unlawful discrimination or retaliation, and certain protections apply to pregnant employees, union members, and others under Norwegian law. Employees who believe an oppsigelse is invalid or unfair may seek resolution through negotiation, mediation, or the courts.