Businesses, both large and small, need employees to operate and perform the work. Labour law is therefore a central part of everyday business life. This includes the drafting of employment contracts, updates and follow-up of employment terms, bonus agreements, incentive programmes, as well as restructurings, downsizing, dismissals, terminations, and severance agreements.

SKARP makes everyday operations easier for business owners and employers by helping establish sound routines, contracts and documentation for hiring and onboarding. We also advise on and manage the implementation of incentive schemes for your business, including employee share purchase schemes, options, option programmes, and synthetic share arrangements.

In the event of restructuring, downsizing, or termination of employment—whether through dismissal, termination, or negotiated severance—we help you navigate the process to ensure compliance with the formal requirements that are essential under Norwegian labour law. We offer support and guidance at every stage of such processes. We frequently act as a discussion partner for business leaders—don’t hesitate to get in touch.

SKARP’s lawyers have strong experience in advising business owners on employment law matters. Our goal is to find solutions that help your company attract talented employees. We also aim to ensure that you and your business remain compliant with legal obligations when handling employment matters in connection with business acquisitions, restructuring, downsizing, or terminations.

Our employment law services span the entire employee lifecycle—from onboarding to termination. We help facilitate structured and secure onboarding processes. We can be a sparring partner when designing pay and bonus structures, drafting and implementing incentive schemes, and preparing employment contracts for senior executives.

We also provide ongoing legal advice to business leaders, managing directors, and boards of directors on matters such as health and safety (HSE), internal controls, management rights, allegations of breaches of working environment requirements, whistleblowing, employee follow-up and accommodation, especially when it involves adaptations due to illness, injury, or disability, as well as processes, evaluations, and negotiations related to termination of employment.