Buying a home is the biggest financial decision of most people's lives. When the home turns out to have serious defects that were not disclosed, you can in some cases cancel the entire purchase. But what does canceling a home purchase actually mean, and when are you entitled to do so?

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What does it mean to raise a home purchase?

When a home purchase is cancelled, it means that the purchase agreement is terminated. The home is transferred back to the seller, and you get the purchase price back. The parties should initially be treated as if the purchase had never taken place – you should receive compensation for any enrichment you have caused to the home through renovation work, but deductions for the benefit you have had from the home. However, a cancellation settlement is an intrusive legal action, and strict requirements are therefore imposed for your claim to be successful.

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When can you request to cancel your purchase?

In order to cancel a home purchase, there must be a defect that constitutes a material breach of contract. That is, the defect must be so serious that it constitutes a clear breach of the contract and makes it unreasonable to expect you, the buyer, to be bound by the contract.

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When is a defect considered a material breach of contract?

A specific assessment must be made to determine whether the threshold for "material" has been reached. The assessment emphasizes, among other things, the following points:

• The defect's significance to the buyer : Does the defect have a major impact on the use of the home?
• Financial scope : How much is the shortfall in value, compared to the purchase price?
• Buyer's reasonable expectation : What could you, as a buyer, reasonably expect from the home? This can vary, among other things, depending on whether the property is new or old, has been marketed to a high or low standard, or has cost a lot or little in relative terms.
• Whether a price reduction is an adequate alternative : If a price reduction will restore the financial consequences of the breach of contract, and function as full financial compensation, it will take a lot to demand rescission.

Typical examples of defects that may provide grounds for an increase include extensive moisture and rot damage, illegal construction or construction defects that significantly shorten the life of the home.

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How are you progressing?

If you are considering raising your home purchase, it is important to act quickly and document everything. Follow these steps:

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1. Complain in writing : Notify the seller as soon as you discover the defect. This must be done within a reasonable time – normally within 2–3 months. If you wish to cancel, you must notify this within the same period. This is not necessary if you are only requesting a price reduction or compensation .

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2. Document the defects thoroughly : Use professionals, such as appraisers or building consultants, to document the damage. Photos, reports, and emails can be important evidence .

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3. Seek legal assistance : Revocation is a demanding process. An attorney experienced in property disputes can assess whether the conditions are met and represent you, if necessary in court. The earlier the attorney is involved, the better advice you will be able to get to navigate the case.

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Do you need legal assistance?

Canceling a home purchase is possible, but only when there is a defect that constitutes a material breach of contract that makes it unreasonable to expect you to abide by the agreement. If you are unsure of your rights, it may be a good idea to contact a lawyer with experience in home purchases .

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Starting a new job is exciting – but also a bit uncertain. Many employers use a probationary period to see if you are a good fit for the position and the environment. At the same time, the probationary period also gives you as an employee the opportunity to assess whether the job meets your expectations. But what happens if the employment relationship ends during this period? Here you will get an overview of what applies when you are dismissed during the probationary period.

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What does probation mean?

A probationary period is an agreed period, usually up to six months, during which the employer and employee have a somewhat easier right to terminate the employment relationship. This must be agreed in writing in the employment contract.

The purpose is to give both parties time to assess whether the employment is working as desired – both professionally and socially.

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When can you be dismissed during the probationary period?

Even though the threshold for dismissal is lower during the probationary period, this does not mean that the employer is free to do so. Dismissal must still be objective, and the reason must be related to:

• Adaptation to work
• Professional excellence
• Reliability
• Another factual reason

Dismissal on other grounds such as illness, pregnancy, union membership or other trivial matters is not permitted – even during the probationary period.

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What is the notice period during the probationary period?

Unless otherwise agreed in the contract, the statutory notice period during the probationary period is 14 days , calculated from the date the notice is delivered. This applies whether you or the employer is the one giving the notice. This period runs from the time the notice is actually received , not when it is sent.

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How should a dismissal be carried out?

The termination itself must be in writing and must contain:

• Information about the right to demand negotiations and lawsuits
• The deadlines for doing this
• Who is the employer?
• Any right to hold the position

If the employer does not comply with the requirements for form and content, the dismissal may be declared invalid. The employer must also call a discussion meeting before the decision to dismiss is made. During the discussion meeting, the employer must explain why a dismissal is being considered, and what circumstances form the basis for this assessment.

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The employer has an obligation to be active during the probationary period.

During the probationary period, the employer must follow up on the new employee. This means, among other things, that you as an employee must receive necessary training, clear instructions and guidance.

Insufficient follow-up may be a factor in the assessment of whether a dismissal is unfair. If this is the case, the dismissal will be considered invalid.

It is recommended that the employer holds regular follow-up meetings throughout the probationary period, and that written minutes be kept of these meetings. This gives both the employer and the employee a common understanding of what is expected and how progress is assessed.

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Can you contest a dismissal during the probationary period?

If you believe that the termination is not justified, you have the right to request negotiations within two weeks of receiving the termination. If the matter is not resolved in negotiations, you can go to court .

You do not have the right to remain in your position while the case is being processed, as is often the case after the probationary period. However, you may be granted the right to do so if the court believes there are grounds for doing so.

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What if an employee wants to resign?

As an employee, you are free to resign even during the probationary period, but you must comply with the notice period. In some cases, it may be worth discussing the termination with your employer to find a good solution for both parties.

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Advice if you are in a redundancy situation

• Request a written justification for the termination.
• Check the employment contract carefully – especially whether a probationary period has been agreed, and what it says about notice periods.
• Respond within the deadlines if you believe the termination is invalid.

The probationary period gives the employer somewhat easier access to dismissal, but it does not mean that you are without rights. A dismissal must be objective, and the employee has the right to have the matter considered in more detail if you disagree. By knowing the rules, you are in a stronger position if the employment relationship takes an unexpected turn.

Feel free to book a free meeting with our employment law lawyers - if you would like an assessment of your case.

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As the holidays approach, child custody becomes an important topic for many divorced or separated parents. Holidays provide an opportunity to spend meaningful, connected time with their children, but they can also present challenges and disagreements.

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What does the law say about holiday togetherness?

Parents are largely free to agree on how visitation will be divided during holidays. If there is no agreement, the usual visitation rules apply – which normally do not provide additional provisions regarding holidays. It is therefore recommended to enter into written agreements that clearly regulate who the child will stay with during holidays such as summer, Christmas, Easter and autumn holidays.

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Typical solutions for holiday get-togethers

There is no one-size-fits-all solution, but we often see arrangements like this:

• Summer vacation : Often the vacation is split in two, so that each parent gets equal periods. Some choose to rotate who gets the first and last part of the vacation each year.
• Christmas and New Year : Many people choose to divide Christmas into two periods – for example, from Christmas Eve to Christmas Day and then from Christmas Day to New Year's Day.
• Easter and autumn holidays : These holidays are often shared every other time, so that the children get to experience these holidays with both parents over time.

The agreements can be flexible, but at the same time so specific that they avoid misunderstandings. Clarity prevents conflicts.

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The importance of good planning

Good holiday planning is not just about logistics, but also about creating predictability and security for the child. Children tend to enjoy themselves best when they know what is going to happen and who they will be with. Therefore, plan well in advance, and inform the child as soon as you have an agreement in place. Also, give the child room to express their own wishes, especially if the child is older.

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Disagreement about vacation agreements

If you cannot agree, it may be a good idea to contact the family welfare office. They will help you negotiate an agreement in a safe and neutral environment. If this does not lead to a settlement, the case can be brought to court, which will then decide how the holiday should be divided based on the best interests of the child.

The court will, among other things, look at the child's need for stability, the relationship with each parent, and whether both parents facilitate good cooperation.

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Can one parent travel abroad with the child?

Yes, but it requires consent from the other parent if you have joint parental responsibility. This also applies to shorter vacations. Lack of consent can have serious consequences – both legally and practically.

Written consent is always recommended, and it is wise to agree on details such as travel period, destination, contact options and any sharing of expenses.

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Tips for good cooperation during the holidays

• Be out in good time – avoid last-minute clarifications
• Think flexibility – things can happen, and it's a good idea to be able to adapt
• Keep the child's needs at the center - the child's well-being should weigh most heavily
• Keep communication factual and respectful – regardless of your relationship as parents.

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Need legal assistance?

Child care during holidays requires planning, collaboration and clear agreements. The goal should always be to create a safe and good environment for the child, so that the holidays are a positive experience for all parties.

If disagreements arise that cannot be resolved through the family welfare office, you can also contact a child custody lawyer for guidance and assistance.

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