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Sexual harassment is taken seriously in Norway, and Trollasen is covered by the same national legal framework as the rest of the country. There are two main legal tracks to know about - civil and administrative rights that protect people in workplaces and public life, and criminal law that can apply where conduct amounts to sexual assault or other sexual offences. Employers and public bodies have a duty to prevent and investigate harassment. Victims can pursue remedies through internal workplace procedures, complaints to equality authorities, civil damages claims, and criminal reports to the police. The aim of the law is to protect dignity, ensure safe workplaces, and provide access to investigation and remedies.
A lawyer can help in many common situations involving sexual harassment - for example when harassment occurs at work, when an employer fails to act, when you want to make a civil claim for damages, when you are considering reporting criminal conduct to the police, or when you face a counterclaim. A lawyer can explain your rights under Norwegian law, help preserve and assess evidence, prepare complaints to the employer or to public bodies, negotiate settlements, represent you in court or before administrative tribunals, and advise about legal aid or funding. Legal advice is especially important when complex issues of proof, confidentiality, employment law, or criminal procedure arise.
Key legal sources that apply in Trollasen include the following national laws and institutions - described in clear terms you can act on.
Equality and Anti-Discrimination Act - This law prohibits sexual harassment and harassment on the basis of sex, gender and other protected characteristics. It imposes duties on employers and service providers to prevent and act against harassment, and it gives individuals a right to complain to the equality authorities.
Working Environment Act - Employers must provide a safe working environment. The law requires employers to prevent harassment, investigate reports promptly and confidentially, and take necessary measures to stop harassment. Employees have the right to raise concerns without retaliation.
Penal Code - Behaviour that is sexually threatening, coercive, or violent may also be a criminal offence under Norway's Penal Code. Serious sexual violence, sexual assault, and rape are prosecuted by the state and can lead to criminal penalties independent of workplace or civil proceedings.
Enforcement and remedies - Where your rights are breached, options include internal employer complaints and investigations, reporting to the police for criminal investigation, complaints to the Equality and Anti-Discrimination Ombud, civil claims for damages and loss, and seeking administrative remedies through the Equality and Anti-Discrimination Tribunal where applicable.
Sexual harassment includes unwanted sexual comments, touching, suggestions, requests for sexual favours, sexually explicit messages, sexually degrading or humiliating behaviour, and any conduct that creates an intimidating, hostile or offensive environment. Whether behaviour is harassment depends on the context and how it affects the victim. Repeated conduct or one severe incident can both qualify.
Prioritize safety and health. If you are in immediate danger, contact the police. Preserve evidence - keep messages, emails, recordings, photographs, and notes with dates and times. Identify witnesses. If there was sexual assault, seek medical care at the nearest hospital sexual assault centre - this is important for your health and for preserving forensic evidence. Write down your account as soon as you can while details are fresh.
Yes - employers have a legal duty to investigate and act. Report according to your workplace policies if possible, or to HR or your supervisor. If the harasser is your supervisor, report to a higher manager, the designated safety representative, or the employee representative. If you fear retaliation, mention this when you report. If the employer fails to act, you can escalate to the equality authorities or consider legal action.
Yes - when conduct may amount to a criminal offence, you can report it to the police. The police decide whether to open a criminal investigation and whether to prosecute. Criminal proceedings are separate from workplace complaints and civil claims. You can pursue both criminal and civil routes simultaneously.
Remedies may include an internal investigation and corrective measures, disciplinary action against the harasser, reassignment, termination, damages for psychological harm or financial loss, and official warnings or sanctions by administrative bodies. You can complain to the Equality and Anti-Discrimination Ombud, and in some cases you may bring a civil lawsuit for damages.
Time limits vary by type of action. Criminal reporting is most effective when done promptly, though older cases can sometimes be investigated. Civil claims for damages and administrative complaints have specific time limits that depend on the claim and law involved. Because time limits can affect your options, seek advice early and preserve evidence right away.
Employers are required to handle reports confidentially to the extent possible and to protect the privacy of all involved. However, confidentiality may be limited if an investigation or legal proceedings require sharing details with witnesses, legal representatives, or authorities. Discuss confidentiality concerns when you report and ask about who will be informed.
Yes - you may be entitled to compensation for non-pecuniary harm such as pain and suffering, and for economic losses like lost income. Compensation claims can be brought against an employer, the harasser personally, or both. The outcome depends on the facts, the strength of evidence, and whether the employer fulfilled its duty to prevent and remedy harassment.
Retaliation for reporting harassment is prohibited. If you face adverse treatment after reporting, document it and raise the issue with HR or a higher authority. A lawyer or a union representative can advise about immediate protective steps, possible claims for wrongful dismissal, and interim measures such as reassignment or administrative orders to stop retaliation.
Look for a lawyer with experience in sexual harassment, employment law and, if relevant, criminal law. Ask about their experience in similar cases, likely strategies, expected costs, and whether you may be eligible for public legal aid or funding through insurance or a union. A good first step is a consultation to assess your case and options. Confidentiality and sensitivity are essential qualities in a lawyer handling these matters.
These types of bodies and organisations can provide help, information or routes for complaint in Trollasen and across Norway. Contact local variants of these organisations where available.
Local police station - for emergency help and to file criminal reports.
Nearest hospital sexual assault centre (overgrepsmottak) - for medical care and forensic examinations after assault.
Equality and Anti-Discrimination Ombud (Likestillings- og diskrimineringsombudet) - handles complaints and guidance about discrimination and harassment.
Equality and Anti-Discrimination Tribunal (Likestillings- og diskrimineringsnemnda) - decides some legal disputes about discrimination and harassment.
Norwegian Labour Inspection Authority (Arbeidstilsynet) - enforces aspects of the Working Environment Act and can advise about workplace safety obligations.
Victim support services and local crisis centres (krisesenter) - for emotional support, practical help, and information about rights and compensation for victims.
Trade unions - many unions offer legal advice and representation to members in workplace harassment cases.
Advokatforeningen - the Norwegian Bar Association can help you find an experienced lawyer; ask about lawyers specialising in employment or sexual offences law.
Municipal social services and health services - for counselling, welfare help and referrals to specialist services.
1. Ensure your immediate safety and health - call emergency services if you are in danger and seek medical attention if needed.
2. Preserve evidence - keep messages, screenshots, dates, witness names, and any physical evidence. Make written notes of events and feelings while details are fresh.
3. Report the incident - follow your workplace reporting procedure if it is safe to do so, and consider filing a police report for criminal conduct.
4. Seek support - contact a crisis centre, victim support service or a trusted person for emotional and practical help.
5. Get legal advice - consult a lawyer experienced in sexual harassment and employment or criminal law to map out your options, timelines and likely outcomes. Ask about legal aid, union assistance, and fee structures.
6. Consider formal complaints - you may pursue internal employer remedies, complaints to the equality authorities, civil damages claims, and criminal prosecution. Your lawyer can advise on the best mix of actions for your situation.
7. Keep records and follow up - make sure investigations proceed, monitor employer actions, and follow the advice of your lawyer or support professionals. If you feel unsafe or experience retaliation, raise this immediately with the responsible authorities.
Taking action can feel difficult, but you have legal protections and several routes to seek remedy and support. Early documentation and legal advice improve your chances of a fair outcome.
