A notice of termination is effective from the time it reaches the recipient. If the employer sends the notice by ordinary or registered mail, he or she is entitled to assume that it will arrive the day after it is sent, whether or not you read the notice.
This principle may be waived in very exceptional circumstances. For example, the employer could be well aware that you are away on a business trip at the time.
If you are a private sector employee, a notice from your employer can be either verbal or written, but to avoid disputes about when the notice was given, most employers will choose to give a written notice.
There are no requirements as to the content of the notice, except that it must state clearly and unambiguously that you have been dismissed and must resign from your post after a period which is at least equal to your notice period. In addition, you may request a written statement of the reasons for the dismissal.
If you are a public sector employee, the termination must be in writing and state unequivocally that you have been terminated.
You must also be given written reasons for the termination. This must refer to the relevant rules and state the reason for the termination. As a public sector employee, you also have the right to a hearing. This means that you can express your opinion in writing on the grounds for the dismissal.
If you have been dismissed for a reason you do not believe to be legitimate, or for other reasons you disagree with, you should consider whether the dismissal is unfair.
If this is the case, you may be entitled to financial compensation, especially if you have been employed for a long time.
If you have been dismissed, you should contact IDA for advice, especially if you think your dismissal is unfair (requires member login).
Your seniority determines how long your notice period is:
If a mutually extended notice period is agreed in the employment contract, the employer must respect it.
If you are employed on a probationary basis, the employer's normal notice is 14 days if you are dismissed and resign before the end of the probationary period.
If you have been sick for 120 days in the last 12 months, the notice period can be reduced to one month. However, this requires that you are a private sector employee, that you are sick at the time of termination, that the termination takes place immediately after the expiry of the 120 sick days, and that the contract provides for the application of the 120 sick days rule.
If you are a civil servant (tjenestemand), you can be dismissed with 3 months' notice, regardless of the length of your employment.
Please note that special rules apply in the case of temporary employment of less than 3 months.