Upon termination of employment, outstanding salary will be paid on the first regular payday after the employment has ended. An agreement for later payment of outstanding amounts may also be made. Outstanding balances will be deducted from the final settlement as further agreed.
If you are resigning from all or part of your positition, this must be submitted in writing to your leader via our digital solution:
Resignation from all/part of the positition
You and your leader will agree on your final working date and plan any potential holiday and compensatory time off during your notice period. You are required to work during the notice period unless otherwise agreed.
You will be invited to an exit conversation with your leader before you leave.
Notice period
The notice period is calculated from date to date, starting from when the resignation is received by the recipient.
UiA's notice periods are as follows:
- If you have been employed for less than one year: one month
- If you have been employed for more than one year: three months
- If you have been employed for more than two years:
- three months if you resign
- six months if you are made redundant
After the resignation has been received, the parties can agree on a different notice period.
When calculating the length of the employment relationship, all continuous employment time in the organisation is included. If all or part of the organisation has been transferred at an earlier date, the employment time in the previous organisation is also included.
Dismissal by the employer
If the employer terminates the employment contract of a civil servant, it will either be due to the employee’s circumstances or those of the organisation.
Dismissal due to the employee's circumstances
An employee who is unable to resume work due to illness, or who no longer possesses the necessary qualifications for the position, may be dismissed.
In such cases, the dismissal will not be deemed reasonable if the employer has another suitable position to offer the employee.
In cases of persistent underperformance or violation of service duties, the employee may also be dismissed.
Dismissal due to organisational circumstances
There may be situations that affect the staffing needs of the organisation. The employer can then terminate the employee, provided there is a valid reason for it.
A dismissal due to organisational circumstances will not be considered valid if the employer has another suitable position to offer the civil servant.
The dismissal will also not be deemed valid if the employer's need for termination is less significant than the disadvantages it imposes on the employee.
Decision on dismissal
The dismissal is decided by the employment body, and the decision is an individual administrative decision.
Before the decision is made, the civil servant must be given the opportunity to explain themselves verbally to the body making the decision.
The employee can appeal the decision on dismissal. The rights of the employee are safeguarded by provisions on case processing and more under the Civil Service Act and the Public Administration Act.
Dismissal during the probationary period
A civil servant may be dismissed during the probationary period if they do not adapt to the work or do not meet reasonable standards of proficiency or reliability. In the event of a dismissal, the employee is entitled to written notice in advance. The employee must have received the notice before the end of the probationary period.
The notice period during the probationary period is 1 month and applies to both employer and employee when terminating the employment contract.
An employee who is dismissed during the probationary period has the right to remain in the position during any appeal process, but not while the case is being handled by a court.
The notice period during the probationary period is 3 weeks
Termination of temporary employment
Temporary employment contracts under Section 9 of the Civil Service Act (in Norwegian) end when the agreed period is over, or when the specified work is completed, unless otherwise specified in a written agreement.
Fixed-term appointment
An individual employed on a fixed-term basis under Section 10 of the Civil Service Act (in Norwegian) shall leave the position without notice at the end of the fixed-term period.
Requirement for Written Notice
Civil servants who have been temporarily employed for more than one year are entitled to written notice of the departure date, at least one month before the departure date.
The notice is considered given when it has been received by the employee. Regardless, the employer cannot require the employee to leave the position until one month after the notice has been received.
Priority right in case of dismissal
A civil servant who is considered for dismissal due to organisational circumstances may have the right of priority to a vacant position within the organisation.
If a civil servant is dismissed due to organisational circumstances, this may trigger a right of priority to vacant positions within the state.
Internal right of priority
Before an employer dismisses a permanent or temporary civil servant due to organisational circumstances, the employee must be offered another suitable position that is vacant within the organisation.
The internal right of priority does not apply to those dismissed from, among other things, fixed-term positions and educational positions, as stated in the regulation to the Civil Service Act, Section 7 (2) (in Norwegian).
External Right of Priority
Civil servants who are dismissed due to organisational circumstances may have the right of priority for employment within the state.
- The civil servant must have been continuously employed in the organisation for a total of at least 12 months during the last 2 years.
- Another suitable position within the state must be vacant.
- The individual must have the necessary professional and personal qualifications for the position.
Acceptance deadline
If an employee is offered another suitable position the offer must be accepted within 14 days for the right of priority not to lapse. The deadline is counted from the time the employee receives the offer.
Protection against dismissal and discharge
Civil servants have special protection against dismissal in cases of:
- illness
- pregnancy and after childbirth or adoption
- military service
The protection also applies to officials in cases of discharge due to permanent illness or lack of qualifications, as stated in the Civil Service Act, Section 27 (1) letters a and b (in Norwegian).
Retirement
Ordinary retirement can be achieved through transitioning to Contractual Early Retirement Pension (AFP) or Old Age Pension.
Retiring – what do you need to do?
Extended affiliation for pensioners and emeriti
Do you wish to continue contributing to UiA’s activities after you have retired? If so, you can apply for extended affiliation.
Read more about extended affiliation for pensioners and emerita/emeriti/emeritus