News and current topics from various practice areas and industries

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Lawyers Pål Sverre Hernæs and Astrid Skorge Fisher secured a full judgment in favor of their client in a case concerning personal liability under section 17-1 of the Norwegian Companies Act (aksjeloven). Asker og Bærum District Court ordered three individuals — the chairman of the board, a board member, and a passive shareholder of a start-up company — to pay NOK 2,162,500 in damages on a joint and several basis, with default interest accruing from 4 August 2022. By the time judgment was handed down, the accrued interest exceeded NOK 900,000. The defendants were also ordered to pay NOK 772,962 in legal costs.

In autumn 2025, the Supreme Court of Norway provided clarifications on the scope of the evidentiary prohibition in the Dispute Act (tvisteloven) Section 22-5, particularly where confidential infor-mation has also been disclosed to third parties.

On 24 February 2026, the Borgarting Court of Appeal, Norway’s second-highest level of courts, delivered its ruling in the widely followed Wolt case. By a majority of four to one, the court found that the bicycle couriers engaged through the digital platform Wolt are independent contractors, not employees, within the meaning of Section 1-8, first paragraph of the Norwegian Working Environment Act.

In today’s digital and highly competitive business environment, crucial evidence can disappear and be altered in an instant, with significant economic and legal consequences. It can also be challenging to assess one’s legal position in potential disputes without first having access to key evidence. Court ordered securing of evidence before court proceedings allow the parties to secure documentation and data before a dispute is brought before the courts. In the following you will find an overview of the main requirements for securing evidence outside of legal proceedings and how the process is executed in practice.

From January 1st, 2026, amendments to the Working Environment Act’s regulations on psychosocial working environments will come into force. The amendments clarify the employer’s obligation to ensure a fully acceptable psychosocial working environment in line with the physical working environment. Although the purpose is not to change current law, the clarifications will entail increased expectations for systematic prevention, documentation, and management practices.