In Norway, the law allows dismissals for personal motives, but courts have restricted these reasons mainly to cases of material breach of the employment contract (disloyalty, persistent absenteeism, etc.). In the case of economic redundancy, dismissals are often considered unfair if the redundant worker could have been retained on another job within the same company in many countries (e.g. Australia, Estonia, France, Germany, Italy, Norway and Sweden). By contrast, worker capability and redundancy are fair grounds for dismissal with no or limited substantive additional conditions in almost one half of OECD countries. Moreover, in a number of countries, and notably most common-law countries, courts are inclined to consider redundancies as fair provided that they do not hide disguised personal reasons and procedural requirements are respected.