This overview highlights key rulings from 2025 that shed light on employers’ obligations and employees’ rights when terminations are disputed. Our goal is to give HR managers, legal advisors, and business leaders a clear picture of the latest trends and what they mean in practice.
Pilot case
In April 2024, the Hålogaland Court of Appeal (LH-2024-172589) upheld the dismissal of a pilot in the air ambulance service due to unacceptable psychosocial behavior creating a safety risk. His conduct included rudeness, exclusion of colleagues, and inability to accept feedback, which harmed crew cooperation and reduced flight and patient safety.
The court stressed higher standards for leadership roles and found dismissal appropriate as the pilot was unwilling or unable to change. This is relevant in light of changes to § 4-3 of the Working Environment Act on psychosocial work environment. Judgment is final.
Security guard case
On 23 May 2025, the Frostating Court of Appeal (LF-2024-196825) upheld the dismissal of a security guard after a drunk driving conviction. The offence meant he no longer met the requirement for satisfactory conduct, constituting a material breach of contract under § 15-14(1).
The court noted that employers should clarify conduct requirements in policies, but found dismissal valid even though the guard remained employed for months after the incident. Judgment is final.
Municipal director case
On 26 May 2025, the Hålogaland Court of Appeal (LH-2024-202194) addressed the employment protection of a municipal director dismissed after waiving severance rights under § 15-16.
The court rejected a stricter reasonableness standard for top executives, ruling that § 15-16 provides a predictable process for replacing a leader who has lost trust. The municipality was not liable for damages.
The case has been appealed and is not final.
