Traliant Resources


Equal Employment Opportunity


Please review the information below and then return to the workplace harassment prevention course.

Harassment and discrimination based on a protected characteristic are prohibited under national law. National law also provides employees protection from bullying.

Applicable Laws

The primary national laws prohibiting employment discrimination and harassment on the basis of a protected characteristic are:

  • The Working Environment Act and
  • The Gender Equality and Anti-discrimination Act.

Employers have an obligation, under the Working Environment Act, to take measures necessary to prevent and remedy workplace bullying, regardless of whether it relates to a protected characteristic.

Protected Characteristics

Harassment or discrimination based on any characteristic set forth below is prohibited in Argentina.

  • Gender
  • Pregnancy
  • Leave in connection with childbirth or adoption
  • Care responsibilities
  • Ethnicity (which includes national origin, descent, skin colour and language)
  • Religion
  • Belief
  • Disability
  • Sexual orientation
  • Gender identity
  • Gender expression
  • Age
  • Membership in a union
  • Part-time or temporary employment

Regional, state or other political subdivision laws may provide additional, separate standards and remedies for certain prohibited conduct.



Harassment occurs where an employee is subjected to unwanted, offensive and repeated conduct by one or more persons.

Sexual Harassment

Sexual harassment is any form of unwanted sexual attention that has the purpose or effect of being offensive, frightening, hostile, degrading, humiliating or troublesome.

Filing a Claim in Norway

A claim for employment discrimination or harassment may be filed with the Norway Equality Tribunal or the Equality and Anti-Discrimination Ombud.

Employment discrimination and harassment claims may also be filed in court.

Potential Remedies

In Norway, an employee who has experienced workplace discrimination or harassment may be entitled to monetary and other remedies. An employer may be required to take certain actions to correct or redress discriminatory harassment or violations of workplace safety standards. Potential remedies are listed below.

  • Hiring
  • Transfers
  • Reassignments
  • Promotions
  • Reinstatement to a position
  • Compensation for lost wages and benefits
  • Damages for injury to dignity or feelings
  • Cease and desist orders

Retaliation Prohibited

Employer retaliation against an employee who files a complaint relating to discrimination or harassment or is involved in the complaint process is unlawful.

The information contained on this page is for informational purposes only.
It does not, and is not intended to, constitute legal advice.