{"id":14549,"date":"2021-09-14T12:27:27","date_gmt":"2021-09-14T10:27:27","guid":{"rendered":"https:\/\/melo.no\/?p=14549"},"modified":"2026-06-04T22:31:55","modified_gmt":"2026-06-04T20:31:55","slug":"oppsigelse-av-ansatte-som-er-permittert","status":"publish","type":"post","link":"https:\/\/melo.no\/en\/juridisk-innsikt\/arbeidsrett\/oppsigelse-av-ansatte-som-er-permittert\/","title":{"rendered":"Layoffs during temporary layoff periods"},"content":{"rendered":"<div id=\"fws_6a639f968e0e9\"  data-midnight=\"dark\" data-top-percent=\"3%\"  data-bg-mobile-hidden=\"\" class=\"wpb_row vc_row-fluid vc_row standard_section\"  style=\"padding-top: calc(100vw * 0.03); padding-bottom: 0px; \"><div class=\"row-bg-wrap\" data-bg-animation=\"none\"><div class=\"inner-wrap\"><div class=\"row-bg\"  style=\"\"><\/div><\/div><div class=\"row-bg-overlay\" ><\/div><\/div><div class=\"col span_12 dark left\">\n\t<div  class=\"vc_col-sm-8 wpb_column column_container vc_column_container col no-extra-padding\"  data-t-w-inherits=\"default\" data-border-radius=\"none\" data-shadow=\"none\" data-border-animation=\"\" data-border-animation-delay=\"\" data-border-width=\"none\" data-border-style=\"solid\" data-border-color=\"\" data-bg-cover=\"\" data-padding-pos=\"all\" data-has-bg-color=\"false\" data-bg-color=\"\" data-bg-opacity=\"1\" data-hover-bg=\"\" data-hover-bg-opacity=\"1\" data-animation=\"\" data-delay=\"0\" ><div class=\"column-bg-overlay\"><\/div>\n\t\t<div class=\"vc_column-inner\">\n\t\t\t<div class=\"wpb_wrapper\">\n\t\t\t\t<div id=\"fws_6a639f968e330\" data-midnight=\"\" data-column-margin=\"default\" data-bg-mobile-hidden=\"\" class=\"wpb_row vc_row-fluid vc_row inner_row standard_section\"  style=\"padding-top: 0px; padding-bottom: 0px; \"><div class=\"row-bg-wrap\"> <div class=\"row-bg\"  style=\"\"><\/div> <\/div><div class=\"col span_12  left\">\n\t<div  class=\"vc_col-sm-12 wpb_column column_container vc_column_container col has-animation no-extra-padding\"   data-t-w-inherits=\"default\" data-shadow=\"none\" data-border-radius=\"none\" data-border-animation=\"\" data-border-animation-delay=\"\" data-border-width=\"none\" data-border-style=\"solid\" data-border-color=\"\" data-bg-cover=\"\" data-padding-pos=\"top-bottom\" data-has-bg-color=\"false\" data-bg-color=\"\" data-bg-opacity=\"1\" data-hover-bg=\"\" data-hover-bg-opacity=\"1\" data-animation=\"fade-in-from-bottom\" data-delay=\"0\"><div class=\"column-bg-overlay\"><\/div>\n\t\t<div class=\"vc_column-inner\">\n\t\t<div class=\"wpb_wrapper\">\n\t\t\t\r\n<div class=\"wpb_text_column wpb_content_element  vc_custom_1780605111528\" >\r\n\t<div class=\"wpb_wrapper\">\r\n\t\t<p><em>This article is of an older date, and its content may therefore be outdated. We recommend seeking specific legal advice before taking any action.<\/em><\/p>\n<p>A temporary layoff (permittering) is a temporary arrangement under which an employee is relieved of the duty to work, while the employer is simultaneously relieved of the obligation to pay wages. The need for a temporary layoff must be temporary in nature, and the employer must have reasonable grounds to believe that the situation will improve within a certain period of time.<\/p>\n<h2>Employers must continuously assess whether the conditions for temporary layoffs are still met<\/h2>\n<p>Employers that have temporarily laid off employees must continuously assess whether the conditions for maintaining the layoff remain satisfied. As circumstances develop, it may become apparent that the employer\u2019s inability to provide work for the employee is permanent rather than temporary. In such cases, there is no longer a basis for a temporary layoff, and the employer\u2019s only option for being released from the wage obligation is to terminate the employment on grounds relating to the undertaking.<\/p>\n<h2>Salary during the notice period<\/h2>\n<p>If an employer terminates the employment of an employee who is temporarily laid off, the employer\u2019s obligation to pay wages will apply during the statutory or contractual notice period in accordance with the ordinary rules governing termination of employment. In other words, the temporary layoff is deemed to end from that point. The wage obligation begins on the day the employee receives the notice of termination and continues throughout the notice period. This applies even if the employer has no work available for the employee during that period.<\/p>\n<h2>The importance of following the rules<\/h2>\n<p>It is important to ensure that all formal requirements for termination and the requirement of objective justification are satisfied so that the dismissal is legally valid. In cases of termination due to circumstances relating to the undertaking, it is also important that the employer can document an objective and reasonable selection process for determining which employees are affected by the workforce reduction.<\/p>\n<p>Other article you may like: <a href=\"https:\/\/melo.no\/en\/juridisk-innsikt\/arbeidsrett\/permittering-av-ansatte\/\">Temporary layoffs<\/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<div  class=\"vc_col-sm-4 wpb_column column_container vc_column_container col no-extra-padding\"  data-t-w-inherits=\"default\" data-border-radius=\"none\" data-shadow=\"none\" data-border-animation=\"\" data-border-animation-delay=\"\" data-border-width=\"none\" data-border-style=\"solid\" data-border-color=\"\" data-bg-cover=\"\" data-padding-pos=\"all\" data-has-bg-color=\"false\" data-bg-color=\"\" data-bg-opacity=\"1\" data-hover-bg=\"\" data-hover-bg-opacity=\"1\" data-animation=\"\" data-delay=\"0\" ><div class=\"column-bg-overlay\"><\/div>\n\t\t<div class=\"vc_column-inner\">\n\t\t\t<div class=\"wpb_wrapper\">\n\t\t\t\t<div id=\"fws_6a639f968e51d\" data-midnight=\"\" data-column-margin=\"default\" data-bg-mobile-hidden=\"\" class=\"wpb_row vc_row-fluid vc_row inner_row standard_section\"  style=\"padding-top: 0px; padding-bottom: 0px; \"><div class=\"row-bg-wrap\"> <div class=\"row-bg\"  style=\"\"><\/div> <\/div><div class=\"col span_12  left\">\n\t<div  class=\"vc_col-sm-12 wpb_column column_container vc_column_container col no-extra-padding\"   data-t-w-inherits=\"default\" data-shadow=\"none\" data-border-radius=\"10px\" data-border-animation=\"\" data-border-animation-delay=\"\" data-border-width=\"none\" data-border-style=\"solid\" data-border-color=\"\" data-bg-cover=\"\" data-padding-pos=\"all\" data-has-bg-color=\"false\" data-bg-color=\"\" data-bg-opacity=\"1\" data-hover-bg=\"\" data-hover-bg-opacity=\"1\" data-animation=\"\" data-delay=\"0\"><div class=\"column-bg-overlay\"><\/div>\n\t\t<div class=\"vc_column-inner\">\n\t\t<div class=\"wpb_wrapper\">\n\t\t\t<div class=\"team-member\" data-style=\"meta_below\"><img decoding=\"async\" alt=\"Martin Edelsteen Woll\" src=\"https:\/\/melo.no\/wp-content\/uploads\/2022\/05\/Martin-1-scaled.jpg\" title=\"Martin Edelsteen Woll\" \/><h4 class=\"light\">Martin Edelsteen Woll<\/h4><div class=\"position\">Associate Lawyer<\/div><p class=\"description\">mwoll@melo.no<br \/>\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<div id=\"fws_6a639f968eb64\"  data-midnight=\"dark\"  data-bg-mobile-hidden=\"\" class=\"wpb_row vc_row-fluid vc_row standard_section\"  style=\"padding-top: 0px; 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padding-bottom: calc(100vw * 0.06); \"><div class=\"row-bg-wrap\" data-bg-animation=\"none\"><div class=\"inner-wrap using-image\"><div class=\"row-bg using-image\"  style=\"background-image: url(https:\/\/melo.no\/wp-content\/uploads\/2020\/10\/Kalender.jpg); background-position: center center; background-repeat: no-repeat; \"><\/div><\/div><div class=\"row-bg-overlay\" style=\"background-color:rgba(10,6,6,0.84);  opacity: 0.5; \"><\/div><\/div><div class=\"col span_12 light left\">\n\t<div  class=\"vc_col-sm-12 wpb_column column_container vc_column_container col no-extra-padding\"  data-t-w-inherits=\"default\" data-border-radius=\"none\" data-shadow=\"none\" data-border-animation=\"\" data-border-animation-delay=\"\" data-border-width=\"none\" data-border-style=\"solid\" data-border-color=\"\" data-bg-cover=\"\" data-padding-pos=\"all\" data-has-bg-color=\"false\" data-bg-color=\"\" data-bg-opacity=\"1\" data-hover-bg=\"\" data-hover-bg-opacity=\"1\" data-animation=\"\" data-delay=\"0\" ><div class=\"column-bg-overlay\"><\/div>\n\t\t<div class=\"vc_column-inner\">\n\t\t\t<div class=\"wpb_wrapper\">\n\t\t\t\t<div id=\"fws_6a639f968eefa\" data-midnight=\"\" data-column-margin=\"default\" data-bg-mobile-hidden=\"\" class=\"wpb_row vc_row-fluid vc_row inner_row standard_section\"  style=\"padding-top: 0px; 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Vi anbefaler alltid uansett \u00e5 s\u00f8ke konkrete r\u00e5d f\u00f8r du foretar noen disposisjoner. Permittering er en midlertidig ordning...","protected":false},"author":188,"featured_media":14550,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_analytify_skip_tracking":false,"footnotes":""},"categories":[40],"tags":[],"class_list":["post-14549","post","type-post","status-publish","format-standard","has-post-thumbnail","category-arbeidsrett"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.9 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Oppsigelse av ansatte som er permittert<\/title>\n<meta name=\"description\" content=\"Behovet for permittering m\u00e5 v\u00e6re av midlertidig art, og arbeidsgiver m\u00e5 ha rimelig grunn til \u00e5 tro at forholdene vil bedre seg innen en viss tid.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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