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Sexual harassment is taken seriously in Norway and the same legal framework applies in Larvik as elsewhere in the country. The law covers unwanted sexual attention, sexualized comments, requests for sexual favors, and unwanted physical or digital contact. Sexual harassment can occur at work, in educational settings, in public spaces, online, or in private relationships. Depending on the facts, harassment may give rise to administrative or civil remedies, employer sanctions, and in more serious cases criminal charges under the Norwegian Penal Code.
Employers have a legal duty to maintain a safe and inclusive working environment and to prevent and respond to harassment. Public authorities, ombuds institutions and the police all play roles in enforcing rights and providing support to victims. If you believe you have been subjected to sexual harassment, you have a number of possible routes to seek help, protection and compensation.
- You have reported sexual harassment to your employer and nothing effective has been done, or you face continued hostility or retaliation.
- The harasser is a supervisor, manager or person in a position of power and the employer has a conflict of interest in investigating.
- You are considering reporting the incident to the police because the conduct may be a criminal offence - you want counsel on the reporting process and what evidence is needed.
- You are seeking financial compensation for harm, such as loss of income, psychological harm or other damages, and need help calculating and proving losses.
- Your employer has suspended, reassigned or dismissed you after you complained about harassment - you need representation to challenge unfair dismissal or constructive dismissal.
- There are complex factual or evidentiary issues - witnesses, digital evidence, or competing accounts - and you need a lawyer to gather evidence and present your case clearly.
- You are considering formal complaints to agencies such as the Equality and Anti-Discrimination Ombud or Arbeidstilsynet - a lawyer can help frame the complaint and advise on likely outcomes.
- You need a restraining order or other protective measures and want help navigating the legal standards and court procedures.
- Employer duties: Employers are required to ensure a safe, non-hostile working environment. This includes preventing harassment, responding promptly to complaints, investigating appropriately, and taking corrective action when needed. Employers must also protect employees from retaliation for reporting harassment.
- Equality and discrimination: Norwegian law prohibits harassment linked to sex, gender, sexual orientation, gender identity, and other protected characteristics. If harassment relates to discriminatory grounds, it can also be addressed under equality and anti-discrimination rules.
- Criminal law: Severe forms of sexual harassment that involve physical assault, sexual coercion, threats or rape may be criminal offences under the Norwegian Penal Code. Criminal reporting goes to the police and may lead to prosecution, evidence gathering and, where relevant, a victim support lawyer.
- Administrative and civil remedies: Victims can seek remedies through internal employer processes, through complaints to public bodies, or by bringing civil claims for damages or loss of earnings before the courts.
- Public enforcement and support: National and local authorities that can become involved include the Norwegian Labour Inspection Authority (Arbeidstilsynet) for workplace issues, the Equality and Anti-Discrimination Ombud (Likestillings- og diskrimineringsombudet) for discriminatory harassment, and the police for criminal matters. Victim support services, crisis centers and municipal services provide practical and psychological assistance.
Sexual harassment includes unwanted sexual comments, jokes, gestures, physical contact, requests for sexual favors and other conduct of a sexual nature that creates an offensive, intimidating or hostile environment. Harassment can be one incident or a pattern of behavior, and it can happen in person, by phone, text or online.
Your employer has primary responsibility for preventing and dealing with harassment at work. This means having policies, reporting channels, conducting investigations and taking corrective measures. If the employer fails to act, there may be grounds for legal action.
If the behavior may be criminal - for example physical assault or sexual assault - you can and often should report it to the police. You should also report to your employer so they can take workplace measures. Reporting to both does not prevent either process, but each has a different purpose: criminal enforcement versus workplace remedy and prevention.
Anonymous reporting may be possible through some internal channels, but it limits the employer or authorities ability to investigate. If you want protection and formal action, you will usually need to provide identifying information. Discuss confidentiality concerns with your employer, union representative or a lawyer first.
Norwegian law protects employees who report harassment from being subjected to adverse treatment for having complained. Retaliation by an employer or colleagues can be unlawful. If you experience retaliation, you should document it and seek advice promptly.
Yes, victims can seek compensation for financial losses and non-economic harm, such as pain and suffering or psychological injury. Whether and how much compensation is awarded depends on the facts, the employer s response, and the evidence of harm. A lawyer can help assess potential claims and quantify damages.
Time limits can vary depending on the type of claim - criminal reporting, administrative complaints and civil claims each have different deadlines. Some criminal offences have long limitation periods, while civil claims for compensation may be subject to shorter limitation periods. It is important to seek advice early to protect your rights.
Yes, employers are expected to investigate reports of harassment promptly and impartiality. A proper investigation should include gathering statements, assessing evidence, and taking appropriate measures. If the employer fails to investigate, this can be grounds for further legal action.
When the harasser is in a senior position, employers must manage the conflict of interest by using independent investigators, involving external advisors or using higher-level management or the board. If your employer does not handle this properly, a lawyer can advise on next steps and on whether to escalate to regulators or courts.
If you fear for your safety, you can ask the police for immediate protection and, in serious cases, seek a temporary protection order from a court. For workplace measures - like removal of the harasser from the workplace or changes to shifts - request these through your employer or safety representative while you consider legal options.
- Local police - report criminal incidents and seek immediate protection if you are in danger.
- Larvik municipality - social services and local victim support resources can provide practical assistance.
- Arbeidstilsynet - the Norwegian Labour Inspection Authority handles workplace health and safety complaints, including psychosocial working environments.
- Likestillings- og diskrimineringsombudet - the Equality and Anti-Discrimination Ombud handles complaints about harassment linked to protected characteristics.
- Victim support services and local crisis centers - offer counselling, practical help and guidance; the police can also connect you with a victim s legal counsel (bistandsadvokat) in criminal cases.
- Your trade union and workplace safety representative - unions often provide legal advice and representation in employment disputes.
- Local legal aid clinics and private lawyers specialising in employment law, discrimination law and sexual offences - consider an initial consultation to evaluate options and costs.
- Ensure your immediate safety - if you are in danger, contact the police right away.
- Preserve evidence - keep messages, emails, texts, social media posts, photographs and any other relevant material. Make dated notes about incidents, including times, dates, places and witnesses.
- Report the incident - inform your employer, manager or HR department in writing if possible. If you have a safety representative or union representative, notify them as well.
- Consider medical attention - for both physical injuries and documentation of psychological harm. Medical records can be important evidence.
- Contact the police if the conduct may be a criminal offence - the police can initiate investigations and refer you to victim support services, including a bistandsadvokat when applicable.
- Seek legal advice - consult a lawyer experienced in workplace harassment, employment law or sexual offence cases to discuss your options, likely outcomes and costs. Ask about legal aid, fee structures and whether the lawyer will take cases on contingency or fixed-fee bases.
- Use public complaint channels - if your employer fails to act, you can file complaints with appropriate authorities such as the Labour Inspection Authority or the Equality and Anti-Discrimination Ombud.
- Keep a record of everything - dates, who you told, what the response was, steps taken by the employer and any communications with public bodies or the police.
If you are unsure what to do first, start by contacting a trusted support person, your union or a lawyer for a confidential discussion. Laws and procedures can be complex - getting timely professional advice will help you protect your rights and choose the path that is right for you.
