{ "attribution": { "product": "NovaCopilot", "source": "legal.exploreworldai.com", "canonical": "https://legal.exploreworldai.com/api/public/v1/answers", "cite_as": "NovaCopilot, legal.exploreworldai.com (https://legal.exploreworldai.com/api/public/v1/answers)", "license": "https://legal.exploreworldai.com/revision", "version": "legal-2026-08-25", "fingerprint": "ewai:shared:b7229e", "proof": "sha256:43a4643ba35f036d1b57b915c244bbfcd2d5b2c982dd4eeb771ba1c844a4d081", "jurisdiction": "shared", "lang": "en", "owner": "ExploreWorldAI", "publisher": "NovaCopilot by ExploreWorld Legal", "terms": "https://legal.exploreworldai.com/om", "notice": "Återgivning kräver angiven källa: NovaCopilot, legal.exploreworldai.com" }, "surface": "answers", "publisher": "NovaCopilot", "lang": "en", "read_at": "2026-09-21", "total": 12, "returned": 12, "next_cursor": null, "next_url": null, "coverage": { "se": 22, "no": 12, "dk": 12, "fi": 12, "uk": 12, "fr": 12, "de": 16 }, "registers": [ "se", "no", "dk", "fi", "uk", "fr" ], "filters": { "lang": [ "en", "native" ], "register": [ "se", "no", "dk", "fi", "uk", "fr" ], "area": "string", "q": "string", "limit": 200 }, "item_url": "https://legal.exploreworldai.com/api/public/v1/answers/{id}", "blocks": [ { "id": "nc:answer:no:oppsigelsestid-ansatt", "register": "no", "country": "NO", "lang": "en", "area": "sme", "question": "How long is the notice period for an employee in Norway?", "short_answer": "The main rule is one month of mutual notice, counted from the first day of the month after notice was given.", "answer": "The main rule is one month of mutual notice, counted from the first day of the month after notice was given. After five continuous years the period is two months, after ten years three months, and for employees over 50, 55 and 60 with ten years of service the employer's period extends to four, five and six months. A fourteen-day period may be agreed during probation. A contract or collective agreement may give a longer period, never shorter than the Act.", "citation": "Working Environment Act section 15-3", "source_url": "https://lovdata.no/dokument/NL/lov/2005-06-17-62/KAPITTEL_17", "act_url": "https://legal.exploreworldai.com/norge/lov/oppsigelse-og-varsel", "url": "https://legal.exploreworldai.com/en/norge/sporsmal/oppsigelsestid-ansatt", "read_at": "2026-09-09", "hash": "sha256:a902d3bd1835ed54c13c23b219f3ea0b72709a5ecc292ea854aaf2098eaf84ff" }, { "id": "nc:answer:no:sakelig-grunn-oppsigelse", "register": "no", "country": "NO", "lang": "en", "area": "sme", "question": "When is a dismissal objectively justified?", "short_answer": "The dismissal must be objectively justified in the circumstances of the undertaking, the employer or the employee, and in a redundancy the employer must also show that the selection is objective and that other suitable work has been considered.", "answer": "The dismissal must be objectively justified in the circumstances of the undertaking, the employer or the employee, and in a redundancy the employer must also show that the selection is objective and that other suitable work has been considered. The courts review both the ground and the balance against the disadvantage to the employee. A dismissal that was not discussed in advance rarely stands.", "citation": "Working Environment Act sections 15-1 and 15-7", "source_url": "https://lovdata.no/dokument/NL/lov/2005-06-17-62/KAPITTEL_17", "act_url": "https://legal.exploreworldai.com/norge/lov/oppsigelse-og-varsel", "url": "https://legal.exploreworldai.com/en/norge/sporsmal/sakelig-grunn-oppsigelse", "read_at": "2026-09-09", "hash": "sha256:965a661d9505767214dcd19cc32011bdf047355465a4bcc5dc4b8dfc3a041e3e" }, { "id": "nc:answer:no:drofting-for-oppsigelse", "register": "no", "country": "NO", "lang": "en", "area": "sme", "question": "Must the employer hold a discussion meeting before dismissal?", "short_answer": "Yes. Before the decision is taken the matter must be discussed with the employee and, if the employee so wishes, with an employee representative, unless this is not practically possible. The meeting must cover the ground for the dismissal and the selection in a redundancy. A missing meeting is not in itself a ground of invalidity, but it weighs heavily when the objectivity requirement is tested.", "answer": "Yes. Before the decision is taken the matter must be discussed with the employee and, if the employee so wishes, with an employee representative, unless this is not practically possible. The meeting must cover the ground for the dismissal and the selection in a redundancy. A missing meeting is not in itself a ground of invalidity, but it weighs heavily when the objectivity requirement is tested.", "citation": "Working Environment Act section 15-1", "source_url": "https://lovdata.no/dokument/NL/lov/2005-06-17-62/KAPITTEL_17", "act_url": "https://legal.exploreworldai.com/norge/lov/oppsigelse-og-varsel", "url": "https://legal.exploreworldai.com/en/norge/sporsmal/drofting-for-oppsigelse", "read_at": "2026-09-09", "hash": "sha256:d4a20434bdf0849259fe01946cd05efef9382875c86f6ea311d49c8854cb887d" }, { "id": "nc:answer:no:formkrav-oppsigelse", "register": "no", "country": "NO", "lang": "en", "area": "sme", "question": "What formal requirements apply to a dismissal from the employer?", "short_answer": "The notice must be in writing, delivered in person or sent by registered post, and state the right to demand negotiation and to bring legal action, the deadlines for doing so, who the action is to be brought against, and the right to remain in post.", "answer": "The notice must be in writing, delivered in person or sent by registered post, and state the right to demand negotiation and to bring legal action, the deadlines for doing so, who the action is to be brought against, and the right to remain in post. In a redundancy it must also state the preferential right to re-employment. A notice lacking this information is as a rule invalid if the employee brings action within four months.", "citation": "Working Environment Act section 15-4", "source_url": "https://lovdata.no/dokument/NL/lov/2005-06-17-62/KAPITTEL_17", "act_url": "https://legal.exploreworldai.com/norge/lov/oppsigelse-og-varsel", "url": "https://legal.exploreworldai.com/en/norge/sporsmal/formkrav-oppsigelse", "read_at": "2026-09-09", "hash": "sha256:3e07b68f23b5905fe50495d1079354b2d1f6a104fcdbd7aa31f2dc76074c857e" }, { "id": "nc:answer:no:feriepenger-sats", "register": "no", "country": "NO", "lang": "en", "area": "sme", "question": "How much holiday pay is an employee entitled to?", "short_answer": "Holiday pay is 10.2 per cent of the holiday pay basis for employees with four weeks and one day of holiday, and 12 per cent where the agreement gives five weeks.", "answer": "Holiday pay is 10.2 per cent of the holiday pay basis for employees with four weeks and one day of holiday, and 12 per cent where the agreement gives five weeks. For employees over 60, an additional 2.3 percentage points apply. The basis is the remuneration paid during the qualifying year, and holiday pay falls due on the last ordinary pay day before the holiday.", "citation": "Holidays Act sections 10 and 11", "source_url": "https://lovdata.no/dokument/NL/lov/1988-04-29-21", "act_url": "https://legal.exploreworldai.com/norge/lov/ferieloven", "url": "https://legal.exploreworldai.com/en/norge/sporsmal/feriepenger-sats", "read_at": "2026-09-09", "hash": "sha256:adede87e16312cf96088af90c13aad736bddf967f186d30c2ef973eb57b4c8db" }, { "id": "nc:answer:no:fastsette-ferie", "register": "no", "country": "NO", "lang": "en", "area": "sme", "question": "May the employer decide when holiday is taken?", "short_answer": "Yes, after discussion with the employee or an employee representative, and the employee may demand three continuous weeks within the main holiday period from 1 June to 30 September.", "answer": "Yes, after discussion with the employee or an employee representative, and the employee may demand three continuous weeks within the main holiday period from 1 June to 30 September. The employee may require notice of the dates at least two months in advance. Holiday may only be changed where unforeseen events cause substantial operational problems, and the employee is then entitled to compensation for documented additional costs.", "citation": "Holidays Act sections 6 and 7", "source_url": "https://lovdata.no/dokument/NL/lov/1988-04-29-21", "act_url": "https://legal.exploreworldai.com/norge/lov/ferieloven", "url": "https://legal.exploreworldai.com/en/norge/sporsmal/fastsette-ferie", "read_at": "2026-09-09", "hash": "sha256:cf56645f328fa5731e88f50652c4ee13c0f65d88b89ccfeb1c8bc4a77ae40f19" }, { "id": "nc:answer:no:reklamasjonsfrist-forbruker", "register": "no", "country": "NO", "lang": "en", "area": "sme", "question": "How long may a consumer complain about goods?", "short_answer": "The absolute deadline is two years, and five years where the goods on ordinary use are intended to last significantly longer.", "answer": "The absolute deadline is two years, and five years where the goods on ordinary use are intended to last significantly longer. A relative deadline applies as well: the consumer must complain within a reasonable time after discovering the defect, and never shorter than two months. A defect appearing within two years of delivery is presumed to have existed at delivery unless the seller shows otherwise.", "citation": "Consumer Purchases Act sections 27 and 18", "source_url": "https://lovdata.no/dokument/NL/lov/2002-06-21-34", "act_url": "https://legal.exploreworldai.com/norge/lov/forbrukerkjopsloven", "url": "https://legal.exploreworldai.com/en/norge/sporsmal/reklamasjonsfrist-forbruker", "read_at": "2026-09-09", "hash": "sha256:70a35476290633d6677a3cc895b0082ff5fdb81df313ea0d61a88e315a6510f2" }, { "id": "nc:answer:no:retting-eller-omlevering", "register": "no", "country": "NO", "lang": "en", "area": "sme", "question": "May the seller choose repair instead of replacing the goods?", "short_answer": "The seller may offer repair or replacement twice for the same defect, and the consumer cannot then claim a price reduction or cancellation before those attempts have been made.", "answer": "The seller may offer repair or replacement twice for the same defect, and the consumer cannot then claim a price reduction or cancellation before those attempts have been made. Repair must be free of charge, without significant inconvenience to the consumer, and within a reasonable time. After two failed attempts the consumer is free to claim a price reduction or cancellation.", "citation": "Consumer Purchases Act sections 29 to 33", "source_url": "https://lovdata.no/dokument/NL/lov/2002-06-21-34", "act_url": "https://legal.exploreworldai.com/norge/lov/forbrukerkjopsloven", "url": "https://legal.exploreworldai.com/en/norge/sporsmal/retting-eller-omlevering", "read_at": "2026-09-09", "hash": "sha256:dfd3626309e496b54c843b1ceac335a78b0d2e53c4c98c2b786ca24845f07dd7" }, { "id": "nc:answer:no:kundetvist-klageorgan", "register": "no", "country": "NO", "lang": "en", "area": "sme", "question": "Where does a customer dispute go when the customer and the business disagree?", "short_answer": "The consumer may bring the case to the Consumer Authority for mediation and then to the Consumer Disputes Commission, which decides cases on consumer purchases, craft services and the right of withdrawal.", "answer": "The consumer may bring the case to the Consumer Authority for mediation and then to the Consumer Disputes Commission, which decides cases on consumer purchases, craft services and the right of withdrawal. A decision takes effect as a final judgment if neither party brings it before the district court within one month. Industry boards handle cases within their own fields.", "citation": "Consumer Complaints Act sections 8, 11, 17 and 22", "source_url": "https://lovdata.no/dokument/NL/lov/2020-06-23-98", "act_url": "https://legal.exploreworldai.com/norge/lov/forbrukerklageloven", "url": "https://legal.exploreworldai.com/en/norge/sporsmal/kundetvist-klageorgan", "read_at": "2026-09-09", "hash": "sha256:3d0851a8e928c7b858722e35d65de83adce34efec6ddc6d4e7f7b4b93ae43c90" }, { "id": "nc:answer:no:urimelige-avtalevilkar", "register": "no", "country": "NO", "lang": "en", "area": "sme", "question": "Can an unreasonable contract term be set aside in Norway?", "short_answer": "Yes. A contract may be set aside or amended in whole or in part where it would be unreasonable to invoke it, and the assessment takes account of the content of the contract, the position of the parties, the circumstances at conclusion and later circumstances. The provision also applies between businesses, but the threshold is higher than in consumer relations.", "answer": "Yes. A contract may be set aside or amended in whole or in part where it would be unreasonable to invoke it, and the assessment takes account of the content of the contract, the position of the parties, the circumstances at conclusion and later circumstances. The provision also applies between businesses, but the threshold is higher than in consumer relations.", "citation": "Contracts Act section 36", "source_url": "https://lovdata.no/dokument/NL/lov/1918-05-31-4", "act_url": "https://legal.exploreworldai.com/norge/lov/avtaleloven", "url": "https://legal.exploreworldai.com/en/norge/sporsmal/urimelige-avtalevilkar", "read_at": "2026-09-09", "hash": "sha256:35ab59fe13ed1bd5019fd907e7e95ac33b152431951f9e6bb953f3c5753c4d3f" }, { "id": "nc:answer:no:personvern-ansatte-innsyn", "register": "no", "country": "NO", "lang": "en", "area": "personvern", "question": "May an employer look in an employee's email?", "short_answer": "Only in two cases: where it is necessary to maintain daily operations or other legitimate interests of the undertaking, or where there is reasonable suspicion of a serious breach of duty or a criminal offence.", "answer": "Only in two cases: where it is necessary to maintain daily operations or other legitimate interests of the undertaking, or where there is reasonable suspicion of a serious breach of duty or a criminal offence. The employee must as far as possible be notified and given the opportunity to comment and to be present, and the access must be documented. The rule sits in regulation of 2 July 2018 no. 1108, made under section 9-5 of the Working Environment Act, and the processing must also satisfy the Personal Data Act and the GDPR.", "citation": "Regulation on employer access to email sections 2 and 3, cf. Working Environment Act section 9-5", "source_url": "https://lovdata.no/dokument/NL/lov/2018-06-15-38", "act_url": "https://legal.exploreworldai.com/norge/lov/personopplysningsloven", "url": "https://legal.exploreworldai.com/en/norge/sporsmal/personvern-ansatte-innsyn", "read_at": "2026-09-09", "hash": "sha256:7326f6e434839e2cbdd0fe9cb970d881cbd08c0460abc4d4352f6701b6b9959f" }, { "id": "nc:answer:no:hvitvasking-kundetiltak", "register": "no", "country": "NO", "lang": "en", "area": "finans", "question": "What customer due diligence does the Anti-Money Laundering Act require?", "short_answer": "The customer and beneficial owners must be identified and their identity verified, the purpose and intended nature of the relationship must be established, and the relationship must be monitored on an ongoing basis with updated information.", "answer": "The customer and beneficial owners must be identified and their identity verified, the purpose and intended nature of the relationship must be established, and the relationship must be monitored on an ongoing basis with updated information. The measures must match the risk, and suspicious circumstances must be investigated and reported to Økokrim without notifying the customer.", "citation": "Anti-Money Laundering Act sections 9 to 26", "source_url": "https://lovdata.no/dokument/NL/lov/2018-06-01-23", "act_url": "https://legal.exploreworldai.com/norge/lov/hvitvaskingsloven", "url": "https://legal.exploreworldai.com/en/norge/sporsmal/hvitvasking-kundetiltak", "read_at": "2026-09-09", "hash": "sha256:02804b6be71d48e48e0b590621b3ad825fede4f126446a296188ae3e9d3d3a9d" } ], "disclaimer": "Källhänvisning med officiell identifierare. 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