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PeopleSven Bjørk

Areas of expertise

Employment and pensions

Commercial contracts

Dispute resolution

Sven Bjørk

Partner|Oslo

Sven Bjørk

Contact information

+47 982 94 585

sbj@arntzen.no

+47 23 89 40 00

Bjørk assists employers and employees with advice, investigations/inquiries, negotiations and advocacy in connection with the termination of employment relationships, reorganisations and business transfers. He provides strategic advice on non-compete clauses and bonus, share-based and other incentive schemes. In addition, he provides general legal advice on business and sports law.

Bjørk has extensive experience of negotiating solutions to individual and collective workplace disputes and litigating such cases in courts of law. Sven has previously worked as a lawyer with the Confederation of Norwegian Enterprise (NHO) and DNB’s employment law department. From his time at DNB, he has experience and expertise relating to practical, in-house HR processes and employment law related to reorganisations, personnel cases and the handling of whistleblower cases.

Sven is often asked to lecture on various employment law topics and is a regular examiner and supervisor in various subjects at the University of Bergen.

Sven Bjørk is an empathic person with high people skills and exceptional legal insight. On top of this, he is great at understanding the business, balancing legal rights vs what "is right" and from our side, it seems that in all processes Mr Bjørk has been involved in, both we as an employer and the employee are satisfied with the results.

Client, Legal 500, 2025

News

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8 October 2025

The new EU Pay Transparency Directive – is your business ready?

The gender pay gap in the EU remains at around 13–14%, with little progress over the past decade. In Norway, the gap is approximately 12%, and the differences become even more pronounced when looking at overall income and pension accrual. According to the EU, a large reason for this persistence is the lack of pay transparency: without insight into how salaries are determined, employees cannot easily detect or challenge unfair differences.