Existing user? Sign in
Share your needs with us, get contacted by law firms.
Free. Takes 2 min.
Sexual harassment is treated seriously in Norway and applies equally in Sarpsborg. The legal framework combines criminal law, labour law and anti-discrimination rules to protect people from unwanted sexual behaviour in workplaces, schools, public spaces and private settings. Sexual harassment can be physical, verbal or non-verbal conduct of a sexual nature that violates a personâs dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. Local authorities and national agencies enforce the rules, while employers, schools and service providers have clear duties to prevent and respond to harassment.
People commonly seek legal help in sexual-harassment matters for several reasons:
- To understand legal rights and possible remedies - criminal charges, civil damages, workplace measures or administrative complaints.
- To prepare or review written reports, internal complaints and evidence before submitting them to an employer, school or the police.
- To represent the complainant in police interviews, criminal proceedings or civil court cases.
- To handle complex workplace issues - wrongful dismissal, retaliation, or failure by the employer to conduct an adequate investigation.
- To seek temporary protective measures or restraining orders if there is a continuing risk.
- To help vulnerable people - minors, people with disabilities, people with limited Norwegian language skills - navigate medical, social and legal systems.
- To negotiate settlement agreements or compensation and to advise on the practical consequences of different options.
The most relevant legal instruments and practical points for Sarpsborg are national, enforced locally:
- Equality and Anti-Discrimination Act - prohibits harassment and sexual harassment in employment, education and other contexts. This law provides the basis for administrative complaints and remedies related to discrimination and harassment.
- Working Environment Act - requires employers to ensure a safe working environment free from harassment. Employers must investigate complaints, take preventive measures and protect employees from retaliation.
- Penal Code - criminalises sexual offences, including certain forms of sexual harassment, sexual assault and other coercive sexual conduct. Criminal prosecution is handled by the police and public prosecutor.
- Administrative oversight - the Norwegian Labour Inspection Authority monitors employer compliance with the Working Environment Act. The Equality and Anti-Discrimination Ombud can handle discrimination complaints and advise on individual cases.
- Remedies - may include disciplinary measures against the harasser, civil damages, termination of employment, orders to stop behaviour, and criminal sanctions. Employers can be held liable for failing to act if they neglected their duties.
- Confidentiality and privacy - investigations should respect confidentiality and privacy to the extent possible, but total anonymity cannot always be guaranteed in criminal or employment procedures.
- Time-limits and procedure - different routes have different deadlines and procedural rules. Criminal complaints, administrative complaints and civil claims may have distinct time-limits and evidentiary standards - see a lawyer promptly to preserve rights.
Sexual harassment includes unwanted sexual comments, gestures, touching, requests for sexual favours, displaying sexual material, or any conduct of a sexual nature that violates someoneâs dignity or creates an offensive or hostile environment. Context, frequency and the effect on the person are all considered.
You can report to your employer or school, to the local police if the behaviour is criminal or if you feel unsafe, to the Equality and Anti-Discrimination Ombud for discrimination-related complaints, and to the Norwegian Labour Inspection Authority if the issue concerns workplace safety. Local municipal services and victim support organisations can also help.
Prioritise safety - get to a safe place and contact emergency services if you are in immediate danger. Seek medical attention if needed, including forensic care if there has been a sexual assault. Preserve evidence - keep messages, emails and clothing in an unaltered state. Write down what happened, dates, times and witnesses while details are fresh.
Employers have a legal duty to prevent and respond to harassment. If an employer fails to investigate a complaint properly or does not take reasonable measures to stop harassment and prevent retaliation, the employer may be liable under the Working Environment Act and the Equality and Anti-Discrimination Act.
Yes. Criminal proceedings are pursued by the state and can result in penalties such as fines or imprisonment. Separately, you may bring a civil claim for damages or other remedies. These processes can run in parallel but have different standards of proof and procedures.
Useful evidence includes written messages, emails, photographs, recordings created legally, witness statements, medical records, workplace reports, performance evaluations and any formal complaints previously submitted. A contemporaneous personal account and timeline also helps. Keep originals and make backups.
Time-limits vary by procedure. Criminal investigations, civil claims and administrative complaints each have different limitation periods and procedural deadlines. Because time limits can affect evidence and legal options, it is advisable to seek advice quickly.
Norwegian law protects people from retaliation for reporting harassment. Employers are prohibited from punishing or disadvantaging employees who make complaints or participate in investigations. If you experience retaliatory action, you can raise that as a separate complaint and seek legal remedies.
Costs vary by lawyer and case complexity. Many lawyers offer an initial consultation. There are limited public legal-aid schemes and free or low-cost advisory services provided by NGOs, municipal legal clinics and pro-bono projects. Discuss fees and possible funding or insurance coverage at the first meeting.
There are local crisis services, victim support organisations and municipal counselling services that provide emotional support, practical guidance and help with reporting. Health services and emergency departments can attend to medical and forensic needs. Contact local municipal offices to find specific services in Sarpsborg.
The following types of organisations and agencies can be helpful when seeking legal advice or support in Sarpsborg:
- Local police station - for immediate danger, criminal reports and advice on the investigative process.
- Sarpsborg municipal services - social services, health services and local crisis centres can provide support and referrals.
- Equality and Anti-Discrimination Ombud - handles discrimination and harassment complaints and offers guidance on rights and remedies.
- Norwegian Labour Inspection Authority - oversees employer obligations under the Working Environment Act and can advise on workplace investigations.
- Victim support services and crisis centres - offer practical and emotional support to victims of sexual violence and harassment.
- Hospital emergency departments and sexual assault clinics - for medical care, testing and forensic examinations following an assault.
- Local lawyers specialising in employment law, criminal law or personal injury - for case-specific legal advice and representation.
- Municipal legal aid clinics and non-profit legal advice projects - may offer free or low-cost initial guidance.
If you need legal assistance for sexual harassment in Sarpsborg, consider these practical next steps:
- Ensure immediate safety - if you are at risk, contact emergency services or a trusted person who can help.
- Seek medical attention as required - document injuries and consider a forensic examination if appropriate.
- Preserve and organise evidence - save messages, emails, photos and keep a written timeline of incidents and witnesses.
- Report the incident to the appropriate authority - your employer, school, the police or a regulatory body depending on the situation and your goals.
- Contact support services - local crisis centres and victim support organisations can provide practical and emotional assistance.
- Consult a lawyer - ask for an initial assessment to clarify legal options, likely outcomes and costs. Bring your documentation to the consultation.
- Consider interim measures - discuss options such as workplace adjustments, protective orders or agreed no-contact arrangements while matters are investigated.
- Follow up - if an employer or institution fails to act, you may escalate the matter to the Labour Inspection Authority or the Equality and Anti-Discrimination Ombud, or pursue civil or criminal routes with legal counsel.
Getting timely advice helps protect your rights and ensures that evidence and options remain available. Even if you are unsure what to do next, reach out to local support services or a legal adviser to discuss safe and confidential steps tailored to your situation.
