{"id":14264,"date":"2021-05-11T12:15:13","date_gmt":"2021-05-11T10:15:13","guid":{"rendered":"https:\/\/melo.no\/?p=14264"},"modified":"2026-06-18T17:28:48","modified_gmt":"2026-06-18T15:28:48","slug":"arbeidsmiljolovens-regler-om-oppsigelse-av-ansatte-i-provetid","status":"publish","type":"post","link":"https:\/\/melo.no\/en\/juridisk-innsikt\/arbeidsrett\/arbeidsmiljolovens-regler-om-oppsigelse-av-ansatte-i-provetid\/","title":{"rendered":"Dismissal of employees during the probationary period"},"content":{"rendered":"
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It is a common misconception that an employer may freely dismiss employees during their probationary period. While the threshold for dismissing an employee during probation is somewhat lower than it is for permanent employees, probationary employees are still protected by the provisions of the Working Environment Act.<\/p>\n

Dismissal during the probationary period must de based on the employee\u2019s adaptability, professional competence, or reliability<\/h2>\n

The protection against dismissal for employees serving a probationary period is set out in Section 15-6 of the Working Environment Act. Under this provision, a dismissal during the probationary period must be justified by the employee\u2019s lack of adaptation to the work, insufficient professional competence, or lack of reliability.<\/p>\n

An employer may not expect ideal performance from an employee during the probationary period. However, the employee may be expected to perform at an average standard, while the employer must take into account the employee\u2019s limited work experience. At the same time, the employer may impose strict requirements regarding punctuality and compliance with instructions concerning assigned tasks.<\/p>\n

If the dismissal is based on circumstances other than the employee\u2019s adaptability, professional competence, or reliability, the general requirement of objective justification set out in Section 15-7 of the Working Environment Act applies. This may be the case, for example, where the employer is required to implement a workforce reduction.<\/p>\n

The employee must have received adequate training and follow-Up<\/h2>\n

A key factor in assessing whether a dismissal during the probationary period is objectively justified is whether the employee has received adequate training, guidance, and follow-up.<\/p>\n

The extent of the training required will depend on the nature of the position and the employee\u2019s prior experience. If the employer cannot document that feedback and guidance have been provided, the dismissal may be held invalid.<\/p>\n

Accordingly, employers who observe that an employee is struggling to perform in the role should provide ongoing written feedback and guidance, or conduct follow-up meetings and keep written records of those meetings.<\/p>\n

Employers must comply with the procedural requirements of the Working Environment Act<\/h2>\n

If an employer intends to dismiss an employee during the probationary period, the procedural requirements of the Working Environment Act must be followed. Among other things, the employer must invite the employee to a consultation meeting pursuant to Section 15-1 of the Working Environment Act before making a dismissal decision.<\/p>\n

In addition, the notice of dismissal itself must comply with the formal requirements set out in Section 15-4 of the Working Environment Act<\/a> (WEA).<\/p>\n

Other article you may like: The Working Environment Act\u2019s rules on notice periods<\/a><\/p>\n

Other article you may like: Dismissal during probationary period declared invalid<\/a><\/p>\n

Other article you may like: Inadequate work performance as grounds for dismissal<\/a><\/p>\n

Other article you may like: Protection against unfair dismissal under the Working Environment Act<\/a><\/p>\n

Other article you may like: Do not skip the consultation meeting<\/a><\/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

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\"Martin

Martin Edelsteen Woll<\/h4>
Lawyer<\/div>

mwoll@melo.no
\n+47 414 87 832<\/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

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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
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\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":"Det er en vanlig misoppfatning at arbeidsgiver fritt kan si opp ansatte i pr\u00f8vetiden.\u00a0Terskelen for \u00e5 si opp en pr\u00f8vetidsansatt er imidlertid noe lavere enn det som gjelder ellers. Oppsigelse...","protected":false},"author":188,"featured_media":14265,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_analytify_skip_tracking":false,"footnotes":""},"categories":[40],"tags":[],"class_list":["post-14264","post","type-post","status-publish","format-standard","has-post-thumbnail","category-arbeidsrett"],"yoast_head":"\nArbeidsmilj\u00f8lovens regler om oppsigelse av ansatte i pr\u00f8vetid<\/title>\n<meta name=\"description\" content=\"Det er en vanlig misoppfatning at arbeidsgiver fritt kan si opp ansatte i pr\u00f8vetiden.\u00a0Terskelen for \u00e5 si opp en pr\u00f8vetidsansatt er imidlertid noe lavere enn det som gjelder ellers.\" \/>\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\/arbeidsmiljolovens-regler-om-oppsigelse-av-ansatte-i-provetid\/\" \/>\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\\\/arbeidsmiljolovens-regler-om-oppsigelse-av-ansatte-i-provetid\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/melo.no\\\/juridisk-innsikt\\\/arbeidsrett\\\/arbeidsmiljolovens-regler-om-oppsigelse-av-ansatte-i-provetid\\\/\"},\"author\":{\"name\":\"Atle Mel\u00f8\",\"@id\":\"https:\\\/\\\/melono.wpengine.com\\\/#\\\/schema\\\/person\\\/351ddaec8ea5c2caca44f44a288d6693\"},\"headline\":\"Oppsigelse av ansatte i 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