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Why choose Halvorsen & Co as your labour law attorney?
We have extensive experience in cases involving unfair dismissal, redundancies, downsizing, severance agreements, wage claims, discrimination and whistleblowing. With significant litigation and negotiation experience, we identify relevant evidence and risk factors at an early stage, design the right strategy for you and contribute to good solutions in negotiations and in the courts. We work proactively to prevent conflict, reduce dispute risk and protect your reputation. You get fast access to expertise, clear advice and predictable progress. We also offer a non-binding initial consultation to review your case.
What can we help you with
- Employment: we assist in reviewing and assessing draft employment contracts.
- Redundancy and dismissal: we assess objectivity and evidence, ensure correct case management, prepare and participate in discussion and negotiation meetings, safeguard the right to remain in a position and negotiate severance agreements.
- Downsizing: assessment of objective need and selection criteria, quality assurance of redeployment and safeguarding of preferential rights.
- Probationary period: we assist with termination and dismissal during the probationary period.
- Layoffs: assessment of terms and conditions, checking the correct procedure from the employer and advice on your rights.
- Temporary employment and hiring: assessment of legal basis, requirement for permanent employment where conditions exist, and review of contracts.
- Salaries, bonuses, overtime and holiday pay: contract interpretation, documentation and recovery of claims.
- Competition, customer and recruitment clauses: assessment of legality, duration and compensation, as well as negotiation and enforcement.
- Severance agreements/parachute agreements/subsequent pay: we safeguard your rights and assess draft agreements.
- Discrimination, harassment and whistleblowing: protection against unlawful discrimination and retaliation; evidence, process and claims for redress/compensation.
- Privacy and control measures: legal basis, proportionality, information and handling of unauthorised measures.
- Business transfer: we safeguard your rights in the event of a business transfer
How we work
We start with an effective mapping of the facts and documents and provide a clear assessment of the case's strengths, risks and realistic goals. We then develop a strategy for the negotiation or process and ensure structured communication with the employer, trade union and any public bodies. Along the way, you'll receive ongoing updates, clear recommendations and predictable progress.
Frequently asked questions for employees
Dismissal requires just cause and due process. Dismissal requires a gross breach of duty and results in immediate resignation. We assess the facts, evidence and procedural risks and quickly recommend the right course of action.
Come prepared with relevant documents (employment contract, minutes, notifications) and bring an advisor. We prepare messages, questions and alternative solutions.
We do not recommend that this is done without a legal assessment. We review the terms, clauses and consequences, and negotiate any necessary adjustments.
Illness in itself provides special protection for 12 months. The employer must document other objective grounds and fulfil the duty to accommodate.
Major changes usually require a change notice and must be objectively justified. We assess the limits of management rights and relevant alternatives.
Read our guide: Help, I've been made redundant - a concise guide to your rights
Contact us for a quick assessment
Are you in a conflict, have received notice of a discussion meeting, dismissal or redundancy, or do you want to negotiate a severance agreement? Contact us for a quick, confidential and non-binding assessment. We respond quickly, provide clear advice and take responsibility for the progress.
