This guide is informational. Always verify how the rules apply to your specific case.
You are here: At work → Termination
The guide belongs to At work. It does not replace union negotiations, but it prevents you from missing the deadline while you “wait and see.” Start when it starts to crack.
Lack of work
Lack of work is the employer's assessment of the need for labor. It can be genuine or a label for a conflict. Look at:
- notification and negotiation according to MBL if a union exists
- duty to reassign – was there other work?
- order of priority and exceptions (rules were tightened for employers in 2022)
- right of precedence for re-employment
Personal reasons
This should concern your behavior or conditions: misconduct, cooperation difficulties, unauthorized absence. The employer should generally have pointed out the problem and given you a chance to correct it. A warning in the record is typical, see warning. Illness in itself is not a free reason for termination – rehabilitation and reassignment should be considered.
Fixed-term employment that “just ends” is a different track than termination of permanent employment. A probationary period can be terminated without objective reasons within the agreed framework – but not discriminatory or as retaliation. Dismissal: dismissal.
If the dispute goes to court without union involvement, it often becomes a civil case in the district court: statement of claim and legal process.
Frequently Asked Questions
What should the notice of termination contain?
Written notice of termination, how you can nullify it and claim damages, and about the right of precedence when there is a shortage of work. Missing information can affect deadlines. Save the envelope and the date you received it.
Can I be dismissed during sick leave?
Not just because you are ill. A shortage of work can occur simultaneously. Personal reasons related to illness require that rehabilitation and reassignment be considered. Document the rehabilitation plan.
Is the order of priority dead after 2022?
No. The order of priority remains, but the employer received expanded exceptions. It is a negotiation track for the union, not something you "feel" in the break room.
Sources
Checked: September 14, 2026.
For those reading under stress
The guide is intended as support when you already have a lot on your mind. You don't need to read everything at once: start with the section that matches where you are today and return when the next step becomes relevant.
Cases with authorities rarely improve by carrying everything alone. Ask for help from a support person, lawyer, or relative if you can – especially before decisions with long-term effects.
Common mistakes that make the case more difficult
- Relying only on verbal promises without short written confirmation or follow-up email.
- Waiting to request documents until the conflict is already locked – then it becomes harder to show what was said.
- Writing so long and emotionally that the authority stops responding to the substantive issue.
- Missing deadlines for reconsideration or appeal because the decision was not read verbatim.
Mini-checklist before you leave the guide
- Do I have the date, diary/case number, and name of the person handling it (if you know)?
- Do I know what the next step is: respond, request, remind, appeal, or report?
- Have I saved emails and attachments in a place where I can find them in a week?
