This appendix provides an overview of the changes to Norwegian labor law brought about by the 2005 Working Environment Act. The goal is to determine if the Act implemented any differential changes for large and small companies or regulations affecting layoffs or employment termination. The Act equally applies to both public and private companies, regardless of whether they are listed on an exchange. **Section I: Provisions Contingent on the Number of Employees** - **New Requirement for Employer Consultations:** Requires firms with at least 50 employees to provide information about economic prospects and their impact on the workforce. - **Collective Redundancies:** Defines collective redundancies and outlines responsibilities for consultation and expert advice. - **More than One Employer:** Pertains to work environment standards for contract workers or self-employed persons. - **Electing Safety Officials:** Requires firms with more than ten employees to elect a safety representative. - **Working Environment Committees:** Mandates the formation of committees for firms with at least 50 employees. - **Staff Rules:** Requires firms with more than ten employees to have work rules for non-managerial and non-supervisory positions. **Section II: Provisions Concerning Employment Termination** - **Summary Dismissal:** Allows employers to dismiss employees for serious breaches of contract, with a new provision for suspending employees during investigations. - **Protection Against Dismissal During Sickness:** Protects employees from dismissal for the first 12 months of illness or accident. - **Temporary Employment:** Allows temporary contracts for specific roles but subjects those employed for more than four years to termination regulations. - **Protection Against Dismissal During Military Service:** Extends protection to employees in military service from 14 to 24 months. - **Protection Against Dismissal During Partial Leave of Absence:** Allows greater flexibility in partial leaves for maternity or adoption. - **Protection Against Dismissal for Care of Young Children:** Increases leave for caring for dependent children. - **Chief Executive:** Allows arbitration for termination disputes. - **Preferential Claim to Reinstatement:** Provides a preferential claim to new employment after termination due to lack of work. - **Periods of Notice:** Specifies notice periods for termination. - **Notices of Termination:** Requires written notices with specific information. - **Disputes Concerning Unwarranted Notice of Termination:** Outlines time limits for negotiations and legal proceedings. - **Termination Due to Unforeseen Occurrences:** Reduces notice period for layoffs due to unforeseen events. - **Protection Against Unwarranted Notice of Termination:** Protects employees from dismissal in specific circumstances. - **Right to Remain in Post:** Allows employees to remain in their posts during legal disputes. - **Consequences of Unfair Dismissal:** Provides compensation for illegal dismissals. The appendix also includes robustness tests to validate the main findings, such as analyzing the effects based on firms' distance from compliance and ruling outThis appendix provides an overview of the changes to Norwegian labor law brought about by the 2005 Working Environment Act. The goal is to determine if the Act implemented any differential changes for large and small companies or regulations affecting layoffs or employment termination. The Act equally applies to both public and private companies, regardless of whether they are listed on an exchange. **Section I: Provisions Contingent on the Number of Employees** - **New Requirement for Employer Consultations:** Requires firms with at least 50 employees to provide information about economic prospects and their impact on the workforce. - **Collective Redundancies:** Defines collective redundancies and outlines responsibilities for consultation and expert advice. - **More than One Employer:** Pertains to work environment standards for contract workers or self-employed persons. - **Electing Safety Officials:** Requires firms with more than ten employees to elect a safety representative. - **Working Environment Committees:** Mandates the formation of committees for firms with at least 50 employees. - **Staff Rules:** Requires firms with more than ten employees to have work rules for non-managerial and non-supervisory positions. **Section II: Provisions Concerning Employment Termination** - **Summary Dismissal:** Allows employers to dismiss employees for serious breaches of contract, with a new provision for suspending employees during investigations. - **Protection Against Dismissal During Sickness:** Protects employees from dismissal for the first 12 months of illness or accident. - **Temporary Employment:** Allows temporary contracts for specific roles but subjects those employed for more than four years to termination regulations. - **Protection Against Dismissal During Military Service:** Extends protection to employees in military service from 14 to 24 months. - **Protection Against Dismissal During Partial Leave of Absence:** Allows greater flexibility in partial leaves for maternity or adoption. - **Protection Against Dismissal for Care of Young Children:** Increases leave for caring for dependent children. - **Chief Executive:** Allows arbitration for termination disputes. - **Preferential Claim to Reinstatement:** Provides a preferential claim to new employment after termination due to lack of work. - **Periods of Notice:** Specifies notice periods for termination. - **Notices of Termination:** Requires written notices with specific information. - **Disputes Concerning Unwarranted Notice of Termination:** Outlines time limits for negotiations and legal proceedings. - **Termination Due to Unforeseen Occurrences:** Reduces notice period for layoffs due to unforeseen events. - **Protection Against Unwarranted Notice of Termination:** Protects employees from dismissal in specific circumstances. - **Right to Remain in Post:** Allows employees to remain in their posts during legal disputes. - **Consequences of Unfair Dismissal:** Provides compensation for illegal dismissals. The appendix also includes robustness tests to validate the main findings, such as analyzing the effects based on firms' distance from compliance and ruling out