If you have been called to a pre-dismissal consultation meeting in Norway, you are facing one of the most serious steps in the Norwegian termination process. Before an employer can decide on dismissal, the law requires a meeting where you are given the opportunity to present your side of the case and provide your account of the events. This article explains what the meeting entails, which rights you have under Norwegian employment law, how to prepare effectively, and how to protect yourself if the allegations are unclear or insufficiently documented.
Dalan Advokatfirma regularly advises international and English-speaking employees in Norway and can assist if you need legal support.
1. What is a pre-dismissal consultation meeting
A pre-dismissal consultation meeting (“drøftelsesmøte”) is a legally required step under Section 15-1 of the Norwegian Working Environment Act. The purpose of the meeting is to ensure that the employer hears your side of the case and that you are given the opportunity to provide your account of the events before any decision is made. The employer must inform you why the meeting is being held, what concerns have been raised, and that you have the right to bring an adviser or lawyer.
Failure to hold such a meeting, or conducting it in a superficial manner, may be considered a procedural error.
For a broader overview of employees’ rights and key rules under Norwegian employment law, see our guide to Norwegian Labour Law.
2. Your right to access the documentation
Before the meeting, you have the right to receive the documentation the employer relies on as the basis for the planned dismissal. What this includes will depend on the situation:
2.1 In cases concerning alleged misconduct or performance issues
You are entitled to see the evidence the employer refers to, such as:
- emails or internal correspondence
- written complaints or reports
- time records, CCT, recordings or access logs
- performance reviews or warnings
- notes from managers or HR
This documentation is necessary to allow you to present your side of the case, clarify any misunderstandings, and prepare properly for the meeting so that the consultation process is carried out in a fair and meaningful way.
If the employer proceeds with dismissal without a proper consultation process or sufficient documentation, the termination may be unlawful. Read more in our article on Illegal termination of employment.
2.2 Reorganisations and redundancies
If the meeting relates to downsizing or restructuring, you have the right to receive information about:
- the employer’s financial or organisational basis for the downsizing
- which unit or department is defined as the selection pool / area of selection
- which selection criteria the employer intends to use (e.g. competence, performance, seniority)
- how these criteria have been applied in practice, including selection matrices or assessments
- any alternative positions (“suitable alternative work”) the employer has considered
This information is essential to assess whether the process is objective, transparent and in line with Norwegian legal requirements.
2.3 What happens if documentation is withheld?
If the employer refuses to provide the underlying documentation, or only gives a brief verbal summary, you may request that the meeting be postponed until you have received sufficient information. Without proper access, the consultation meeting may not fulfil its legal purpose under Section 15-1 of the Working Environment Act.
3. How to prepare for the meeting
Preparing properly is important to ensure that you are able to present your side of the case effectively.
3.1 Clarify what the meeting concerns
You should always ask the employer for a clear written explanation of the reasons for the meeting and why dismissal is being contemplated. You are entitled to know which events, dates or concerns the employer considers relevant.
3.2 Gather your own documentation
Collect documents that may support your position, such as:
- emails or messages
- work schedules or time records
- medical documentation (if relevant)
- performance feedback
- explanations of work routines, instructions or context
3.3 Prepare your account of the events
Think through what happened, what the employer may have misunderstood, and what information is important to convey. In cases involving absence, health, work pressure or unclear instructions, consider preparing a short written summary to bring to the meeting.
3.4 Consider bringing a lawyer or adviser
You have the right to bring an adviser or lawyer to the meeting. Having legal support can:
- ensure the meeting stays within the legal framework
- help you formulate your explanation
- prevent misunderstandings
- ensure that procedural rights are respected
4. What happens during the consultation meeting?
A consultation meeting is normally attended by your manager, HR, and any adviser or lawyer you bring. The employer will outline the concerns or basis for the potential dismissal, and you will then be given the opportunity to:
- present your side of the case
- provide your account of the events
- respond to the allegations
- correct any misunderstandings
The employer should also ask how a potential dismissal would affect you, including any personal or practical consequences, so that these considerations can be taken into account before a final decision is made.
A written record of the meeting should be prepared. You should request a copy and ensure that the minutes accurately reflect what was said. You may also submit additional comments afterwards if something has been omitted or recorded incorrectly.
5. Higher evidentiary threshold for certain types of allegations
If the employer raises allegations that may seriously affect your reputation, career or future employment (for example accusations of theft, financial impropriety or other conduct of a criminal nature) Norwegian law requires that such claims are supported by a qualified preponderance of evidence before they can justify dismissal or summary dismissal. This means that the employer must be able to document the allegations to a significantly higher degree than in ordinary dismissal cases.
By contrast, issues relating to general performance, cooperation challenges, absence or ordinary breaches of procedures do not trigger a higher evidentiary threshold.
If the employer cannot present adequate documentation for the specific allegations raised, this should be addressed during the consultation meeting
For more information about the legal requirements for summary dismissal under Norwegian law, see our article on Summary dismissal in employment relationships.
6. When you should seek legal advice
You should consider seeking legal advice if:
- the basis for the consultation meeting is unclear or poorly explained
- the employer refuses to disclose the underlying documentation
- the allegations involve conduct that may seriously harm your reputation, career or integrity
- you feel pressured to sign a resignation agreement
- the case involves health issues, long-term absence or a complex factual situation
- you believe that the redundancy selection or criteria have been applied incorrectly
- you are unsure about your rights or how to present your side of the case effectively
Early legal guidance can help clarify the situation, prevent misunderstandings, and ensure that the consultation meeting is conducted in accordance with Norwegian employment law. It can also influence the employer’s assessment before a final decision is made.
7. Need legal assistance?
Dalan Advokatfirma has extensive experience advising international and English-speaking employees in Norway in consultation meetings, dismissal cases, workplace conflicts and redundancy processes. If you have been called to a pre-dismissal consultation meeting and are unsure of your rights or how to prepare, you are welcome to contact us for a confidential assessment of your situation.
You can reach us by e-mail at jervell@dalan.no or post@dalan.no, by using the chat on our website, or through our contact form.
8. Frequently Asked Questions (FAQ)
- Is a consultation meeting before dismissal mandatory in Norway?
Yes. Under Section 15-1 of the Norwegian Working Environment Act, the employer must hold a consultation meeting before deciding on dismissal — as long as it is practically possible and the employee does not decline the meeting. The purpose is to ensure that the employer hears your side of the case before making a final decision
- Can I bring a lawyer to a consultation meeting in Norway?
Yes. You have the right to bring a lawyer or adviser to the meeting, and this is often recommended if the allegations are unclear, serious or not properly documented.
- What happens if I do not receive the documentation before the meeting?
You can request that the meeting be postponed until you have received the necessary documentation. Without proper access to the evidence, the consultation meeting may not fulfil its legal purpose under Norwegian law.
- What happens if the employer does not hold a consultation meeting?
If no consultation meeting is held, or the meeting is carried out in a clearly inadequate way, this is normally considered a procedural error. Such errors frequently lead to the dismissal being declared invalid, and the employee may be entitled to reinstatement and compensation under Section 15-12 of the Working Environment Act.
