Atle Melø

The rules governing non-compete clauses in employment relationships are set out in Chapter 14 A of the Norwegian Working Environment Act. These provisions regulate the validity of non-compete clauses agreed between employers and employees. However, the Act does not specify...

This article is of an older date, and its content may therefore be outdated. We recommend seeking specific legal advice before taking any action. In disputes concerning the lawfulness of...

Inadequate work performance may, depending on the circumstances, constitute valid grounds for dismissal. Whether poor performance justifies dismissal must be assessed on a case-by-case basis. The key question is whether the employee’s...

An employee may not be dismissed unless the dismissal is objectively justified by circumstances relating to the undertaking, the employer, or the employee. This follows from Section 15-7 of the Norwegian Working Environment Act. This provision is the central rule governing...

A termination issued by the employer must be made in writing and delivered to the employee in person or sent by registered mail to the employee’s stated...

Under Section 2 A-1 of the Norwegian Working Environment Act, employees have the right to report censurable conditions within their employer’s undertaking. Temporary agency workers also have the right to report censurable conditions within...

Before making a decision on termination, the issue must, as far as practically possible, be discussed with the employee and the employee’s representative, unless the employee does not wish to do so. Both the grounds fo...

During the course of employment, an employer may need to make changes to an employee’s job duties. This may be due, for example, to restructuring of operations, changes in production routines, or similar circumstances. As a general rule...