When is a dismissal objectively justified?
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.
Source
- Reference
- Working Environment Act sections 15-1 and 15-7
- Acts
- Working Environment Act chapter 15 — dismissal and notice
- Area
- SME, employment and contracts
- Read date
- 2026-09-09
Working Environment Act chapter 15 — dismissal and notice · Read the act on Lovdata
Other acts in the same area
- Working Environment Act · LOV-2005-06-17-62
- Holidays Act · LOV-1988-04-29-21
- Contracts Act · LOV-1918-05-31-4
- Consumer Purchases Act · LOV-2002-06-21-34
- Consumer Complaints Act · LOV-2020-06-23-98
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