Employment Law
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Sterk Law Firm
Your Partner for a Well-Functioning Workplace
Your Partner for a Well-Functioning Workplace
Your Partner for a Well-Functioning Workplace
Employment law challenges can be complex and time-consuming, whether you are a business leader or an employee. The consequences of incorrect handling can be significant, both in human and economic terms. Our lawyers have extensive experience from various aspects of working life and broad expertise in all areas of employment law. We can therefore offer precise advice and support throughout the process, allowing you to focus on your core business.
Employment law challenges can be complex and time-consuming, whether you are a business leader or an employee. The consequences of incorrect handling can be significant, both in human and economic terms. Our lawyers have extensive experience from various aspects of working life and broad expertise in all areas of employment law. We can therefore offer precise advice and support throughout the process, allowing you to focus on your core business.
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Comprehensive Employment Law Assistance
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Comprehensive Employment Law Assistance
Comprehensive Employment Law Assistance
Comprehensive Employment Law Assistance
Sterk Law Firm offers a wide range of services in employment law, focusing on finding effective solutions for both employers and employees. Our experienced team of lawyers assists with everything from preventive advice and contract drafting to dispute resolution and litigation. We are committed to delivering tailored services of the highest quality, adapted to the individual client's needs.
Sterk Law Firm offers a wide range of services in employment law, focusing on finding effective solutions for both employers and employees. Our experienced team of lawyers assists with everything from preventive advice and contract drafting to dispute resolution and litigation. We are committed to delivering tailored services of the highest quality, adapted to the individual client's needs.
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Contact Sterk Law Firm for legal assistance and advice. Our dedicated team of experienced lawyers is ready to find tailored solutions for your specific challenges.
Employment Law
Articles
Sep 16, 2025
Disputes Regarding the Legality of Dismissal - Employees' Rights and Employers' Risks During Downsizing
Disputes regarding the legality of dismissals provide employees with extensive rights that can result in significant costs for employers. The right to remain employed while the dispute is ongoing entails continued salary payments for months or years. Employees can demand negotiations within two weeks, and lawsuits must be filed within eight weeks. Employers may request resignation due to unreasonable circumstances, but the threshold is high for dismissals related to the company's circumstances. Unjust dismissals result in invalidity and compensation. The right of priority applies for one year after dismissal. Thorough case management and evaluation of severance packages can reduce the risk of disputes.
Sep 16, 2025
Disputes Regarding the Legality of Dismissal - Employees' Rights and Employers' Risks During Downsizing
Disputes regarding the legality of dismissals provide employees with extensive rights that can result in significant costs for employers. The right to remain employed while the dispute is ongoing entails continued salary payments for months or years. Employees can demand negotiations within two weeks, and lawsuits must be filed within eight weeks. Employers may request resignation due to unreasonable circumstances, but the threshold is high for dismissals related to the company's circumstances. Unjust dismissals result in invalidity and compensation. The right of priority applies for one year after dismissal. Thorough case management and evaluation of severance packages can reduce the risk of disputes.
Sep 16, 2025
Case Management for Downsizing - Comprehensive Guidance and Process Guide for Businesses
Proper case handling during downsizing requires a systematic approach with documentation of the need for change, early discussions with union representatives, board endorsement, and individual meetings with affected employees. Mass layoffs trigger specific notification requirements to NAV. Procedural errors can result in invalid terminations and liability for damages. Termination letters must meet strict formal requirements and be delivered correctly. Thorough planning, involvement of union representatives, and legal advice are essential for a responsible execution. An extensive checklist ensures compliance with all requirements.
Sep 16, 2025
Case Management for Downsizing - Comprehensive Guidance and Process Guide for Businesses
Proper case handling during downsizing requires a systematic approach with documentation of the need for change, early discussions with union representatives, board endorsement, and individual meetings with affected employees. Mass layoffs trigger specific notification requirements to NAV. Procedural errors can result in invalid terminations and liability for damages. Termination letters must meet strict formal requirements and be delivered correctly. Thorough planning, involvement of union representatives, and legal advice are essential for a responsible execution. An extensive checklist ensures compliance with all requirements.
Sep 16, 2025
Reassignment and Modification Termination - Alternatives to Dismissal during Organisational Changes
Reassignment and termination due to changes are important alternatives to regular termination during restructuring. Changes within the "essential nature" of the position can be implemented under management authority, while substantial changes require termination due to changes. The threshold for termination due to changes is lower than that for regular termination. Procedural requirements must be followed, including consultation meetings. This is particularly relevant for older employees with long seniority. Information, consultation, and involvement of union representatives are central to an appropriate process.
Sep 16, 2025
Reassignment and Modification Termination - Alternatives to Dismissal during Organisational Changes
Reassignment and termination due to changes are important alternatives to regular termination during restructuring. Changes within the "essential nature" of the position can be implemented under management authority, while substantial changes require termination due to changes. The threshold for termination due to changes is lower than that for regular termination. Procedural requirements must be followed, including consultation meetings. This is particularly relevant for older employees with long seniority. Information, consultation, and involvement of union representatives are central to an appropriate process.
Sep 16, 2025
Downsizing - Practical Advice and Systematic Implementation for Businesses
Downsizing requires systematic planning and documentation of valid reasons. Businesses must establish selection pools and criteria, consider other suitable employment, and balance interests. Companies bound by collective agreements must consider seniority. Collaboration with union representatives strengthens the process. A change dismissal can be an alternative to a regular dismissal. A comprehensive checklist ensures legally sound execution and reduces the risk of disputes. Consultation with an employer association or lawyer is recommended.
Sep 16, 2025
Downsizing - Practical Advice and Systematic Implementation for Businesses
Downsizing requires systematic planning and documentation of valid reasons. Businesses must establish selection pools and criteria, consider other suitable employment, and balance interests. Companies bound by collective agreements must consider seniority. Collaboration with union representatives strengthens the process. A change dismissal can be an alternative to a regular dismissal. A comprehensive checklist ensures legally sound execution and reduces the risk of disputes. Consultation with an employer association or lawyer is recommended.
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Frequently Asked Questions
1
Am I entitled to be considered as a candidate in a downsizing process?
Yes, the selection must be objective, and as someone being considered redundant, you have the right to be assessed against others. Age, seniority, and social conditions are key criteria.
1
Am I entitled to be considered as a candidate in a downsizing process?
Yes, the selection must be objective, and as someone being considered redundant, you have the right to be assessed against others. Age, seniority, and social conditions are key criteria.
1
Am I entitled to be considered as a candidate in a downsizing process?
Yes, the selection must be objective, and as someone being considered redundant, you have the right to be assessed against others. Age, seniority, and social conditions are key criteria.
2
Am I entitled to time off to attend a job interview during the notice period?
No, you are not entitled to that. However, many employers will be flexible and allow time off for job searching.
2
Am I entitled to time off to attend a job interview during the notice period?
No, you are not entitled to that. However, many employers will be flexible and allow time off for job searching.
2
Am I entitled to time off to attend a job interview during the notice period?
No, you are not entitled to that. However, many employers will be flexible and allow time off for job searching.
3
Am I entitled to pay during a temporary layoff?
As a general rule, laid-off employees are not entitled to pay, but they may be eligible for unemployment benefits from NAV.
3
Am I entitled to pay during a temporary layoff?
As a general rule, laid-off employees are not entitled to pay, but they may be eligible for unemployment benefits from NAV.
3
Am I entitled to pay during a temporary layoff?
As a general rule, laid-off employees are not entitled to pay, but they may be eligible for unemployment benefits from NAV.
4
What is the consequence of breaking a non-compete clause?
This may result in liability for damages and, in some cases, criminal sanctions. The court may also impose a prohibition on further work in competing business.
4
What is the consequence of breaking a non-compete clause?
This may result in liability for damages and, in some cases, criminal sanctions. The court may also impose a prohibition on further work in competing business.
4
What is the consequence of breaking a non-compete clause?
This may result in liability for damages and, in some cases, criminal sanctions. The court may also impose a prohibition on further work in competing business.
5
Can I be fired immediately during the probationary period?
No, even during the probation period, a 14-day notice period applies. Dismissal with immediate effect is an even stricter measure, but it requires a severe breach of duty or other significant violation of the employment contract.
5
Can I be fired immediately during the probationary period?
No, even during the probation period, a 14-day notice period applies. Dismissal with immediate effect is an even stricter measure, but it requires a severe breach of duty or other significant violation of the employment contract.
5
Can I be fired immediately during the probationary period?
No, even during the probation period, a 14-day notice period applies. Dismissal with immediate effect is an even stricter measure, but it requires a severe breach of duty or other significant violation of the employment contract.
6
Can I negotiate severance pay during downsizing?
Yes, severance packages are not legally required, but severance pay is often provided during negotiations in downsizing processes.
6
Can I negotiate severance pay during downsizing?
Yes, severance packages are not legally required, but severance pay is often provided during negotiations in downsizing processes.
6
Can I negotiate severance pay during downsizing?
Yes, severance packages are not legally required, but severance pay is often provided during negotiations in downsizing processes.
7
Can I demand to remain employed during a termination dispute?
The main rule is the right to remain in the position until the case is resolved. However, the court may decide otherwise upon the employer's request.
7
Can I demand to remain employed during a termination dispute?
The main rule is the right to remain in the position until the case is resolved. However, the court may decide otherwise upon the employer's request.
7
Can I demand to remain employed during a termination dispute?
The main rule is the right to remain in the position until the case is resolved. However, the court may decide otherwise upon the employer's request.
8
Must a termination agreement be made in writing to be valid?
No, verbal settlement agreements are also binding. However, it is strongly recommended to have them in writing to avoid any ambiguity about the content.
8
Must a termination agreement be made in writing to be valid?
No, verbal settlement agreements are also binding. However, it is strongly recommended to have them in writing to avoid any ambiguity about the content.
8
Must a termination agreement be made in writing to be valid?
No, verbal settlement agreements are also binding. However, it is strongly recommended to have them in writing to avoid any ambiguity about the content.
9
Do I have to accept changes to my work tasks?
The employer's managerial prerogative allows for changes to your tasks within the scope of the employment relationship. However, significant changes require a legitimate reason.
9
Do I have to accept changes to my work tasks?
The employer's managerial prerogative allows for changes to your tasks within the scope of the employment relationship. However, significant changes require a legitimate reason.
9
Do I have to accept changes to my work tasks?
The employer's managerial prerogative allows for changes to your tasks within the scope of the employment relationship. However, significant changes require a legitimate reason.
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Do you need help?
Contact us for assistance tailored to your specific needs.
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