Important deadlines 

In employment law there are strict deadlines within which one needs to act. Employees have the right to know the grounds for termination. The actual notice of termination is required to be written and contain information about the deadlines/statutory limitations. It is not unusual for employers to leave such information out of the notice. It is important that you do not wait too long before you claim your rights.

If you consider a termination to be wrongful you have two weeks to challenge the termination, starting from the date you received the notice of termination. The challenge should be in writing to the employer in which you explain that the termination is challenged, make sure to put down the date of termination and the date of the challenge. After that you have another two weeks to sue the employer and petition to void the termination. If negotiations have been commenced in accordance to the Co-Determination in the Workplace Act (MBL) the deadline runs two weeks from when the negotiations end. Contact your union or another legal counsel for advice.

You have a right to compensation if the termination is wrongful, even if you have not challenged the termination. If you intend to file for damages you have to give your employer notice within four months of receiving the notice of termination. After that you have another four months to sue the employer and claim damages. If negotiations have been commenced in accordance to the Co-Determination in the Workplace Act (MBL) the deadline runs four months from when the negotiations end.

If you are terminated because of labour shortage and have been with the employer for more than twelve months within the last three years you have a priority right to re-employment. If you want to retain such a right you need to give notice to your employer. The right of priority is valid nine months from the date of termination. Keep in mind which deadline it is for when you need to give notice to your employer. It is always a good idea to give such notice in writing, as evidence.

If the employee fail to act within the set time limits he/she forfeit the right to have a court try the termination or claim for damages.

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