{"id":14160,"date":"2021-02-08T18:20:59","date_gmt":"2021-02-08T17:20:59","guid":{"rendered":"https:\/\/melo.no\/?p=14160"},"modified":"2023-09-27T17:12:49","modified_gmt":"2023-09-27T15:12:49","slug":"ikke-hopp-bukk-over-droftingsmote","status":"publish","type":"post","link":"https:\/\/melo.no\/en\/juridisk-innsikt\/arbeidsrett\/ikke-hopp-bukk-over-droftingsmote\/","title":{"rendered":"Do not skip the consultation meeting"},"content":{"rendered":"
<\/div><\/div>
<\/div><\/div>
\n\t
<\/div>\n\t\t
\n\t\t\t
\n\t\t\t\t
<\/div> <\/div>
\n\t
<\/div>\n\t\t
\n\t\t
\n\t\t\t\r\n
\r\n\t
\r\n\t\t

Before an employer makes a decision dismissal<\/a>, the matter must, as far as practicable, be discussed with the employee and the employee\u2019s representative, unless the employee does not wish this to take place. This requirement follows from Section 15-1 of the Norwegian Working Environment Act. Both the grounds for the dismissal and, where relevant, the selection of which employee among several employees is to be dismissed must be discussed.<\/p>\n

The question of dismissal must be discussed\u00a0before<\/em> a decision is made<\/h2>\n

The provision concerns the employer\u2019s duty to discuss a proposed dismissal with the employee before any decision is made. The purpose of the consultation is to enable the employer to make the assessments necessary to satisfy the requirement of objective justification<\/a>. The preparatory works to the Act emphasize that, in cases where dismissal is based on circumstances relating to the undertaking<\/a> the employer must consider reassignment and carry out a balancing of interests between the needs of the undertaking and the disadvantages for the employee. Such assessments are difficult to make without involving the employee. The preparatory works further stress that, where dismissal is based on circumstances relating to the employee<\/a> prior consultation is self-evident. Recent case law has also placed increasing emphasis on procedural deficiencies, including the failure to conduct adequate consultations.<\/p>\n

The general rule is that consultations must be held<\/h2>\n

Consultations must be conducted \u201cas far as practicable,\u201d unless the employee does not wish to participate. The legislation is designed so that employers cannot easily rely on practical difficulties as an excuse, and the overriding general rule is that consultation meetings must be held.<\/p>\n

No formal requirements, but principles of due process should be followed<\/h2>\n

There are no specific statutory requirements governing the notice or conduct of a consultation meeting. However, the employee should be informed of the issues to be discussed and should receive notice well in advance, so that he or she has an opportunity to prepare. As a matter of good practice, the invitation should normally be made in writing, not least for evidentiary purposes.<\/p>\n

The employee should be allowed to bring a representative<\/h2>\n

Under the wording of the Act, the employee is entitled to be accompanied by a union representative. As a general rule, the employee should also be permitted to attend with an adviser of his or her own choosing, such as a lawyer.<\/p>\n

Always conduct a consultation meeting<\/h2>\n

The consultation requirement has been characterized in the preparatory works as a procedural rule. Consequently, a failure to conduct a consultation meeting will not necessarily render a dismissal invalid. However, such a failure constitutes a procedural defect and will be one of several factors considered when assessing whether a dismissal is objectively justified. Its significance must be evaluated on a case-by-case basis. Failure to hold a consultation meeting may also affect the amount of any compensation awarded. Accordingly, we recommend that employers always conduct a consultation meeting with the employee before making any decision regarding dismissal, unless the employee expressly states that he or she does not wish to participate.<\/p>\n\t<\/div>\r\n<\/div>\r\n\r\n\r\n\r\n\n\t\t<\/div> \n\t<\/div>\n\t<\/div> \n<\/div><\/div>\n\t\t\t<\/div> \n\t\t<\/div>\n\t<\/div> \n\n\t

<\/div>\n\t\t
\n\t\t\t
\n\t\t\t\t
<\/div> <\/div>
\n\t
<\/div>\n\t\t
\n\t\t
\n\t\t\t
\"Atle

Atle Mel\u00f8<\/h4>
Partner<\/div>

amelo@melo.no
\n+47 951 80 979<\/p><\/div>\n\t\t<\/div> \n\t<\/div>\n\t<\/div> \n<\/div><\/div>\n\t\t\t<\/div> \n\t\t<\/div>\n\t<\/div> \n<\/div><\/div>\n\t\t

<\/div><\/div>
<\/div><\/div>
\n\t
<\/div>\n\t\t
\n\t\t\t
\n\t\t\t\t
<\/div><\/div>\n\t\t\t<\/div> \n\t\t<\/div>\n\t<\/div> \n<\/div><\/div>\n\t\t
<\/div><\/div>
<\/div><\/div>
\n\t
<\/div>\n\t\t
\n\t\t\t
\n\t\t\t\t
<\/div> <\/div>
\n\t
<\/div>\n\t\t
\n\t\t
\n\t\t\t\n\t\t<\/div> \n\t<\/div>\n\t<\/div> \n\n\t
<\/div>\n\t\t
\n\t\t
\n\t\t\t

Any questions regarding labour law?<\/h2>
<\/div><\/div>Send us a non-binding inquiry<\/span><\/i><\/a>\n\t\t<\/div> \n\t<\/div>\n\t<\/div> \n\n\t
<\/div>\n\t\t
\n\t\t
\n\t\t\t\n\t\t<\/div> \n\t<\/div>\n\t<\/div> \n<\/div><\/div>\n\t\t\t<\/div> \n\t\t<\/div>\n\t<\/div> \n<\/div><\/div>","protected":false},"excerpt":{"rendered":"F\u00f8r arbeidsgiver fatter beslutning om oppsigelse, skal sp\u00f8rsm\u00e5let s\u00e5 langt det er praktisk mulig dr\u00f8ftes med arbeidstaker og med arbeidstakers tillitsvalgte, med mindre arbeidstakeren selv ikke \u00f8nsker det. Dette f\u00f8lger...","protected":false},"author":188,"featured_media":14161,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_analytify_skip_tracking":false,"footnotes":""},"categories":[40],"tags":[],"class_list":{"0":"post-14160","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-arbeidsrett"},"yoast_head":"\nIkke hopp bukk over dr\u00f8ftingsm\u00f8te<\/title>\n<meta name=\"description\" content=\"F\u00f8r arbeidsgiver fatter beslutning om oppsigelse, skal sp\u00f8rsm\u00e5let i utgangspunktet dr\u00f8ftes med arbeidstaker og arbeidstakers tillitsvalgte.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/melo.no\/en\/juridisk-innsikt\/arbeidsrett\/ikke-hopp-bukk-over-droftingsmote\/\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Atle Mel\u00f8\" \/>\n\t<meta name=\"twitter:label2\" content=\"Estimated reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/melo.no\/juridisk-innsikt\/arbeidsrett\/ikke-hopp-bukk-over-droftingsmote\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/melo.no\/juridisk-innsikt\/arbeidsrett\/ikke-hopp-bukk-over-droftingsmote\/\"},\"author\":{\"name\":\"Atle Mel\u00f8\",\"@id\":\"https:\/\/melono.wpengine.com\/#\/schema\/person\/351ddaec8ea5c2caca44f44a288d6693\"},\"headline\":\"Ikke hopp bukk over dr\u00f8ftingsm\u00f8te\",\"datePublished\":\"2021-02-08T17:20:59+00:00\",\"dateModified\":\"2023-09-27T15:12:49+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/melo.no\/juridisk-innsikt\/arbeidsrett\/ikke-hopp-bukk-over-droftingsmote\/\"},\"wordCount\":1208,\"publisher\":{\"@id\":\"https:\/\/melono.wpengine.com\/#organization\"},\"image\":{\"@id\":\"https:\/\/melo.no\/juridisk-innsikt\/arbeidsrett\/ikke-hopp-bukk-over-droftingsmote\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/melo.no\/wp-content\/uploads\/2021\/02\/droftingsmote.jpg\",\"articleSection\":[\"Arbeidsrett\"],\"inLanguage\":\"en-GB\"},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/melo.no\/juridisk-innsikt\/arbeidsrett\/ikke-hopp-bukk-over-droftingsmote\/\",\"url\":\"https:\/\/melo.no\/juridisk-innsikt\/arbeidsrett\/ikke-hopp-bukk-over-droftingsmote\/\",\"name\":\"Ikke hopp bukk over dr\u00f8ftingsm\u00f8te\",\"isPartOf\":{\"@id\":\"https:\/\/melono.wpengine.com\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/melo.no\/juridisk-innsikt\/arbeidsrett\/ikke-hopp-bukk-over-droftingsmote\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/melo.no\/juridisk-innsikt\/arbeidsrett\/ikke-hopp-bukk-over-droftingsmote\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/melo.no\/wp-content\/uploads\/2021\/02\/droftingsmote.jpg\",\"datePublished\":\"2021-02-08T17:20:59+00:00\",\"dateModified\":\"2023-09-27T15:12:49+00:00\",\"description\":\"F\u00f8r arbeidsgiver fatter beslutning om oppsigelse, skal sp\u00f8rsm\u00e5let i utgangspunktet dr\u00f8ftes med arbeidstaker og arbeidstakers tillitsvalgte.\",\"breadcrumb\":{\"@id\":\"https:\/\/melo.no\/juridisk-innsikt\/arbeidsrett\/ikke-hopp-bukk-over-droftingsmote\/#breadcrumb\"},\"inLanguage\":\"en-GB\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/melo.no\/juridisk-innsikt\/arbeidsrett\/ikke-hopp-bukk-over-droftingsmote\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-GB\",\"@id\":\"https:\/\/melo.no\/juridisk-innsikt\/arbeidsrett\/ikke-hopp-bukk-over-droftingsmote\/#primaryimage\",\"url\":\"https:\/\/melo.no\/wp-content\/uploads\/2021\/02\/droftingsmote.jpg\",\"contentUrl\":\"https:\/\/melo.no\/wp-content\/uploads\/2021\/02\/droftingsmote.jpg\",\"width\":1280,\"height\":853,\"caption\":\"Dr\u00f8ftingsm\u00f8te etter arbeidsmilj\u00f8loven\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/melo.no\/juridisk-innsikt\/arbeidsrett\/ikke-hopp-bukk-over-droftingsmote\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Hjem\",\"item\":\"https:\/\/melo.no\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Arbeidsrett\",\"item\":\"https:\/\/melono.wpengine.com\/juridisk-innsikt\/arbeidsrett\/\"},{\"@type\":\"ListItem\",\"position\":3,\"name\":\"Ikke hopp bukk over dr\u00f8ftingsm\u00f8te\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/melono.wpengine.com\/#website\",\"url\":\"https:\/\/melono.wpengine.com\/\",\"name\":\"Advokatfirmaet Mel\u00f8 AS\",\"description\":\"Advokat Trondheim\",\"publisher\":{\"@id\":\"https:\/\/melono.wpengine.com\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/melono.wpengine.com\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-GB\"},{\"@type\":\"Organization\",\"@id\":\"https:\/\/melono.wpengine.com\/#organization\",\"name\":\"Advokatfirmaet Mel\u00f8 AS\",\"url\":\"https:\/\/melono.wpengine.com\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-GB\",\"@id\":\"https:\/\/melono.wpengine.com\/#\/schema\/logo\/image\/\",\"url\":\"https:\/\/melo.no\/wp-content\/uploads\/2019\/03\/Logo-Mel\u00f8-65.png\",\"contentUrl\":\"https:\/\/melo.no\/wp-content\/uploads\/2019\/03\/Logo-Mel\u00f8-65.png\",\"width\":261,\"height\":65,\"caption\":\"Advokatfirmaet Mel\u00f8 AS\"},\"image\":{\"@id\":\"https:\/\/melono.wpengine.com\/#\/schema\/logo\/image\/\"},\"sameAs\":[\"https:\/\/www.facebook.com\/advokatmelo\/\",\"https:\/\/no.linkedin.com\/company\/advokatfirmaet-mel\"]},{\"@type\":\"Person\",\"@id\":\"https:\/\/melono.wpengine.com\/#\/schema\/person\/351ddaec8ea5c2caca44f44a288d6693\",\"name\":\"Atle Mel\u00f8\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-GB\",\"@id\":\"https:\/\/secure.gravatar.com\/avatar\/b895ae22f2496fa71e8de295bbf19174f3bc710000ab66a336806333176b10e7?s=96&d=mm&r=g\",\"url\":\"https:\/\/secure.gravatar.com\/avatar\/b895ae22f2496fa71e8de295bbf19174f3bc710000ab66a336806333176b10e7?s=96&d=mm&r=g\",\"contentUrl\":\"https:\/\/secure.gravatar.com\/avatar\/b895ae22f2496fa71e8de295bbf19174f3bc710000ab66a336806333176b10e7?s=96&d=mm&r=g\",\"caption\":\"Atle Mel\u00f8\"},\"url\":\"https:\/\/melo.no\/en\/juridisk-innsikt\/author\/atle\/\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Do not skip the consultation meeting","description":"F\u00f8r arbeidsgiver fatter beslutning om oppsigelse, skal sp\u00f8rsm\u00e5let i utgangspunktet dr\u00f8ftes med arbeidstaker og arbeidstakers tillitsvalgte.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/melo.no\/en\/juridisk-innsikt\/arbeidsrett\/ikke-hopp-bukk-over-droftingsmote\/","twitter_misc":{"Written by":"Atle Mel\u00f8","Estimated reading time":"4 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/melo.no\/juridisk-innsikt\/arbeidsrett\/ikke-hopp-bukk-over-droftingsmote\/#article","isPartOf":{"@id":"https:\/\/melo.no\/juridisk-innsikt\/arbeidsrett\/ikke-hopp-bukk-over-droftingsmote\/"},"author":{"name":"Atle Mel\u00f8","@id":"https:\/\/melono.wpengine.com\/#\/schema\/person\/351ddaec8ea5c2caca44f44a288d6693"},"headline":"Ikke hopp bukk over dr\u00f8ftingsm\u00f8te","datePublished":"2021-02-08T17:20:59+00:00","dateModified":"2023-09-27T15:12:49+00:00","mainEntityOfPage":{"@id":"https:\/\/melo.no\/juridisk-innsikt\/arbeidsrett\/ikke-hopp-bukk-over-droftingsmote\/"},"wordCount":1208,"publisher":{"@id":"https:\/\/melono.wpengine.com\/#organization"},"image":{"@id":"https:\/\/melo.no\/juridisk-innsikt\/arbeidsrett\/ikke-hopp-bukk-over-droftingsmote\/#primaryimage"},"thumbnailUrl":"https:\/\/melo.no\/wp-content\/uploads\/2021\/02\/droftingsmote.jpg","articleSection":["Arbeidsrett"],"inLanguage":"en-GB"},{"@type":"WebPage","@id":"https:\/\/melo.no\/juridisk-innsikt\/arbeidsrett\/ikke-hopp-bukk-over-droftingsmote\/","url":"https:\/\/melo.no\/juridisk-innsikt\/arbeidsrett\/ikke-hopp-bukk-over-droftingsmote\/","name":"Do not skip the consultation meeting","isPartOf":{"@id":"https:\/\/melono.wpengine.com\/#website"},"primaryImageOfPage":{"@id":"https:\/\/melo.no\/juridisk-innsikt\/arbeidsrett\/ikke-hopp-bukk-over-droftingsmote\/#primaryimage"},"image":{"@id":"https:\/\/melo.no\/juridisk-innsikt\/arbeidsrett\/ikke-hopp-bukk-over-droftingsmote\/#primaryimage"},"thumbnailUrl":"https:\/\/melo.no\/wp-content\/uploads\/2021\/02\/droftingsmote.jpg","datePublished":"2021-02-08T17:20:59+00:00","dateModified":"2023-09-27T15:12:49+00:00","description":"F\u00f8r arbeidsgiver fatter beslutning om oppsigelse, skal sp\u00f8rsm\u00e5let i utgangspunktet dr\u00f8ftes med arbeidstaker og arbeidstakers tillitsvalgte.","breadcrumb":{"@id":"https:\/\/melo.no\/juridisk-innsikt\/arbeidsrett\/ikke-hopp-bukk-over-droftingsmote\/#breadcrumb"},"inLanguage":"en-GB","potentialAction":[{"@type":"ReadAction","target":["https:\/\/melo.no\/juridisk-innsikt\/arbeidsrett\/ikke-hopp-bukk-over-droftingsmote\/"]}]},{"@type":"ImageObject","inLanguage":"en-GB","@id":"https:\/\/melo.no\/juridisk-innsikt\/arbeidsrett\/ikke-hopp-bukk-over-droftingsmote\/#primaryimage","url":"https:\/\/melo.no\/wp-content\/uploads\/2021\/02\/droftingsmote.jpg","contentUrl":"https:\/\/melo.no\/wp-content\/uploads\/2021\/02\/droftingsmote.jpg","width":1280,"height":853,"caption":"Dr\u00f8ftingsm\u00f8te etter arbeidsmilj\u00f8loven"},{"@type":"BreadcrumbList","@id":"https:\/\/melo.no\/juridisk-innsikt\/arbeidsrett\/ikke-hopp-bukk-over-droftingsmote\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Hjem","item":"https:\/\/melo.no\/"},{"@type":"ListItem","position":2,"name":"Arbeidsrett","item":"https:\/\/melono.wpengine.com\/juridisk-innsikt\/arbeidsrett\/"},{"@type":"ListItem","position":3,"name":"Ikke hopp bukk over dr\u00f8ftingsm\u00f8te"}]},{"@type":"WebSite","@id":"https:\/\/melono.wpengine.com\/#website","url":"https:\/\/melono.wpengine.com\/","name":"Advokatfirmaet Mel\u00f8 AS","description":"Trondheim","publisher":{"@id":"https:\/\/melono.wpengine.com\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/melono.wpengine.com\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-GB"},{"@type":"Organization","@id":"https:\/\/melono.wpengine.com\/#organization","name":"Advokatfirmaet Mel\u00f8 AS","url":"https:\/\/melono.wpengine.com\/","logo":{"@type":"ImageObject","inLanguage":"en-GB","@id":"https:\/\/melono.wpengine.com\/#\/schema\/logo\/image\/","url":"https:\/\/melo.no\/wp-content\/uploads\/2019\/03\/Logo-Mel\u00f8-65.png","contentUrl":"https:\/\/melo.no\/wp-content\/uploads\/2019\/03\/Logo-Mel\u00f8-65.png","width":261,"height":65,"caption":"Advokatfirmaet Mel\u00f8 AS"},"image":{"@id":"https:\/\/melono.wpengine.com\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/advokatmelo\/","https:\/\/no.linkedin.com\/company\/advokatfirmaet-mel"]},{"@type":"Person","@id":"https:\/\/melono.wpengine.com\/#\/schema\/person\/351ddaec8ea5c2caca44f44a288d6693","name":"Atle Mel\u00f8","image":{"@type":"ImageObject","inLanguage":"en-GB","@id":"https:\/\/secure.gravatar.com\/avatar\/b895ae22f2496fa71e8de295bbf19174f3bc710000ab66a336806333176b10e7?s=96&d=mm&r=g","url":"https:\/\/secure.gravatar.com\/avatar\/b895ae22f2496fa71e8de295bbf19174f3bc710000ab66a336806333176b10e7?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/b895ae22f2496fa71e8de295bbf19174f3bc710000ab66a336806333176b10e7?s=96&d=mm&r=g","caption":"Atle Mel\u00f8"},"url":"https:\/\/melo.no\/en\/juridisk-innsikt\/author\/atle\/"}]}},"_links":{"self":[{"href":"https:\/\/melo.no\/en\/wp-json\/wp\/v2\/posts\/14160","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/melo.no\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/melo.no\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/melo.no\/en\/wp-json\/wp\/v2\/users\/188"}],"replies":[{"embeddable":true,"href":"https:\/\/melo.no\/en\/wp-json\/wp\/v2\/comments?post=14160"}],"version-history":[{"count":0,"href":"https:\/\/melo.no\/en\/wp-json\/wp\/v2\/posts\/14160\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/melo.no\/en\/wp-json\/wp\/v2\/media\/14161"}],"wp:attachment":[{"href":"https:\/\/melo.no\/en\/wp-json\/wp\/v2\/media?parent=14160"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/melo.no\/en\/wp-json\/wp\/v2\/categories?post=14160"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/melo.no\/en\/wp-json\/wp\/v2\/tags?post=14160"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}