The monthly salary of a full-time employee shall be paid according to the attached salary tables (see attachment 1), which shall be subject to the following changes during the contract period, unless otherwise specified in the salary tables:

1.4.2025 3.50% or 23,750 ISK.

1.4.2026 3.50% or 23,750 ISK.

1.4.2027 3.50% or 23,750 ISK.

Fractions from the monthly salary are calculated by dividing the monthly salary by 21.67 and multiplying by the number of calendar days other than Saturdays and Sundays from the beginning or to the end of the working period.

In addition to the monthly salary, other salaries that are included in the job may be paid on a monthly basis. Other salaries may be for regular overtime and work-related stress that cannot be measured in hours. Other salaries may, among other things, replace overtime pay according to Art. 1.4.

When deciding on the classification of jobs into salary groups, Article 11.3.1 shall be followed.

Personal and temporary factors, cf. Articles 11.3.2.2 and 11.3.2.3, shall be assessed as stress levels.

The hourly wage for daytime work is 0.632% of the monthly wage in each wage group and step.

It is permissible to pay hourly wages in the following cases:

1. Students working during study breaks.

2. Pensioners who work part-time.

3. Employees hired for a short period of time due to special, annual peak periods of various government agencies, but not longer than two months.

4. Employees hired to work on specialized, limited projects.

5. Employees who work irregularly for longer or shorter periods of time, although only in very exceptional circumstances.

6. It is not permitted to pay hourly wages for shift work.

It is not permitted to pay hourly wages for daytime work in excess of 100% work rate each month, cf. Articles 2.3.5 and 2.3.6.

Overtime is paid at an hourly rate, which is divided into overtime 1 and overtime 2. The hourly rate for overtime 1 is 0.9385% of the monthly salary in each pay group and step, while the hourly rate for overtime 2 is 1.0385% of the monthly salary in each pay group and step.

Payment for overtime shall be made in the following manner:

Overtime 1 8:00 a.m. - 5:00 p.m. Monday - Friday.

Overtime 2 5:00 PM - 8:00 AM Monday - Friday.

Overtime 2 00.00 - 24.00 Saturdays, Sundays and special holidays.

Overtime pay 2 is also paid for work in excess of 38.92 hours per week (168.63 hours based on an average month).

Fixed overtime that is marked as such in the payroll system will be paid as overtime 2.

All work performed on major holidays according to Article 2.1.4.3. is paid at an hourly rate of 1.375% of the monthly salary.

If overtime work away from a fixed workplace is not paid according to the time sheet, such payment shall be negotiated in advance with the employee in question and in consultation with the union.

Shift work premium is calculated from daytime wages, cf. Article 1.3.1.

The shift load shall be:

33.33% at 17:00 - 24:00 Monday - Thursday

55.00% at 17:00 - 24:00 Fridays

65.00% at 00:00 - 08:00 Tuesday - Friday

55.00% from 08:00 to 24:00 on Saturdays, Sundays and special holidays

75.00% 00:00 - 08:00 Saturdays, Sundays, Mondays and special holidays

120.00% from 00:00 - 24:00 on major holidays, cf. Art. 2.1.4.3, however, from 16:00 - 24:00 on Christmas Eve and New Year's Day and from 00:00 - 08:00 on Christmas Day and New Year's Day, the surcharge is 165.00%.

Fractions of hours are paid proportionally.

Payment for on-call shifts shall be calculated from daytime wages, cf. Art. 1.3.1, in the following manner:

33.33% at 17:00 - 24:00 Monday - Thursday

45.00% at 17:00 - 24:00 Fridays

45.00% at 00:00 - 08:00 Monday

33.33% at 00:00 - 08:00 Tuesday - Friday

45.00% at 00:00 - 24:00 Sat., Sun. and special holidays

120.00% from 00:00 - 24:00 on major holidays, cf. Art. 2.1.4.3, however, from 16:00 - 24:00 on Christmas Eve and New Year's Day and from 00:00 - 08:00 on Christmas Day and New Year's Day, the surcharge is 165.00%.

Breaks in hours are paid proportionally. Payments for on-call duty are subject to Articles 2.3.3.1 and 2.3.3.2.

Employees' working hours shall be continuous as far as possible. Gaps in working hours shall be compensated for by shift work, in accordance with Article 1.5.1.

Payment for gaps and on-call duty during daytime working hours according to Article 2.2.1 is a 33.33% surcharge.

Time-based piecework for cleaning.

During the period 08:00-20:00 Monday - Friday, payment for time-based piecework is as follows:

From 1 Nov. 2024: 2,925.87 ISK.

From April 1, 2025: ISK 3,083.87.

From April 1, 2026: ISK 3,238.06.

From April 1, 2027: ISK 3,396.73.

1.6.1 Transitional provisions Copied!

1.6.2 Area-measured piecework Copied!

Personal allowance (December allowance) during the contract period will be as follows:

In the year 2024 106,000 kr.

In the year 2025 110,000 kr.

In the year 2026 114,000 kr.

In the year 2027 118,000 kr.

An employee who is working in the first week of November shall receive a personal allowance on December 1st of each year based on full-time work during the period January 1st to October 31st. The personal allowance is a fixed amount of króna and does not include increases according to other provisions of the collective agreement. Holiday pay is not included in the personal allowance.

If the employee has worked part-time or part of a year, he shall be paid based on the employment ratio during the aforementioned period. Similarly, an employee who has left his job but has worked continuously for at least 3 months (13 weeks) during the year shall also be paid personal allowance, based on the length of service and employment ratio. The same applies even if the employee is off work due to illness after the institution's payment obligation ends or on maternity leave. Earned personal allowance shall be settled in parallel with termination of employment.

The December bonus for area-based cleaning is determined by the number of square meters paid for the period January 1 - October 31, so that 750 square meters per month is considered full-time work and fewer square meters are calculated proportionally.

Additional pay may be paid in excess of the regular monthly salary. The decision to pay additional pay shall be made by the director and shall be in accordance with the rules of the Minister of Finance and Economic Affairs on the payment of additional pay. The amount of additional pay shall be within the budget of the institution in question and based on objective considerations. Additional pay may be paid for up to six months, but if there is reason to do so, its payment may be extended by three months at a time, but never for more than two consecutive years.

The workweek of a full-time employee is 36 active working hours.

Work may be conducted in a manner other than that described in this chapter by agreement between the employees and administrators of an institution and with the written consent of the contracting parties.

The parties to the contract may agree to extend daytime working hours on weekdays, beyond the time limits referred to in Article 2.2.1.

Working hours shall be continuous as far as possible. Gaps in working hours shall be paid according to Articles 1.5.3 and 1.5.4.

Holidays

Public holidays are Saturdays and Sundays.

Special holidays are:

1. New Year's Day

2. Epiphany

3. Good Friday

4. Saturday before Easter

5. Easter Sunday

6. Another Easter

7. The First Day of Summer

8. May 1

9. Ascension Day

10. Pentecost

11. Another in Pentecost

12. June 17

13. Shopkeepers' Day

14. Christmas Eve after 12:00

15. Christmas Day

16. Another Christmas

17. New Year's Eve after 12:00

Major holidays are:

1. New Year's Day

2. Good Friday

3. Easter Sunday

4. Pentecost

5. June 17

6. Christmas Eve after 12:00

7. Christmas Day

8. New Year's Eve after 12:00

Provisional provisions:

Those employees who had May 1 as a major holiday prior to the signing of this agreement shall keep it as long as employment remains uninterrupted with the same organization.

Daytime working hours are from 08:00 to 17:00 on weekdays from Monday to Friday.

Those institutions that have had other working arrangements should maintain them.

The head of an institution may grant individual employees' requests for flexible working hours during the period 07:00 - 18:00 on weekdays. The consent of the contracting parties shall be sought when such authorization is granted.

A day worker who works part of his weekly work obligation outside the daytime working period according to Article 2.2.1 shall be paid a bonus according to Article 1.5.1 for that part of his work. If an extension of the daytime working period has been agreed upon, according to the second paragraph of Article 2.1.2 or Article 2.2.2, no bonus shall be paid outside the time limits specified in Article 2.2.1.

If work at a workshop is cancelled due to weather or other causes for which the employees are not responsible, compensation for regular working hours shall be payable. In such cases, employees may be assigned other tasks for the benefit of the organization.

Overtime is considered work that is performed outside the employee's prescribed daily working hours or shift, as well as work that is performed in excess of the weekly working hours even during daytime working hours.

All work performed on special holidays according to Art. 2.1.4.2, shall be paid as overtime according to Art. 1.4 unless the work falls under Art. 2.6.7.

2.3.1 Call-outs Copied!

If an employee has, by law or contract, a shorter weekly work obligation than is provided for in Article 2.1.1, work in excess of this shall be paid in accordance with Articles 2.3.5 and 2.3.6.

Irregular work in excess of the reduced work obligation or continuous work for less than one month is paid at the rate paid for overtime.

Regular work by day workers within the daytime working hours, for one month or more, up to the work obligation based on full-time work, is paid as a calculated percentage of the monthly salary, provided that the employee has been informed of this before the work began. The same applies to regular work by shift workers, provided the same conditions are met, regardless of when in the day the work is performed.

Therefore, institutions are directed to establish more detailed rules regarding overtime and when it is appropriate to discuss a review of the work ratio, provided that overtime is regular or foreseen.

All overtime shall be paid in arrears for each month or every thirty days and shall be paid no less than 15 days after the last day of the accounting period. The same applies to payment for overtime during periods of illness.

An employee may, by agreement with the employer, accumulate vacation days for overtime work, in such a way that overtime hours are accumulated and taken during the daytime working period, but the overtime bonus is paid with the next regular payment. There must be an agreement on taking the vacation and it must be organized in such a way as to cause the least possible disruption to the organization's operations. Vacation according to the above, due to the preceding calendar year, which has not been used before April 15 of each year, or upon termination of employment, shall be paid at the employee's daytime rate with the next regular payment.

If there is an agreement between the parties, 1.62 hours of daytime leave may also be granted for each hour of overtime, in which case the overtime pay is waived as it replaces the overtime hours worked.

The number 1.62 is found by multiplying 156 hours based on an average month (based on a weekly work obligation of 36 active working hours) by the overtime calculation factor 2, which is 1.0385%.

When residential care workers travel with and care for residents on trips, each travel day shall be calculated as up to 12 hours. Working hours in excess of regular work obligations shall be paid as overtime. For overnight stays on trips with residents, an additional 2 hours shall be paid.

2.3.2 Absence compensation Copied!

Scope, etc.

Regarding the scope of application, rest periods, work breaks and more, reference is made to the agreement between ASÍ, BHM, BSRB and KÍ and the State Negotiating Committee, the City of Reykjavík and the Municipal Wage Committee from 23 January 1997, on certain aspects concerning the organisation of working hours, which is attached to this collective agreement as an attachment and is considered a part of it.

In this connection, reference is also made to the guidelines of the Consultative Committee on the organization of working hours, dated 16 February 2001. This Consultative Committee is appointed in accordance with Article 14 of the aforementioned agreement and is also tasked with discussing disputes that may arise due to the issues discussed therein.

Daily rest period - About the organization of working hours

Working hours shall be arranged so that in a 24-hour period, calculated from the planned/routine start of the employee's working day, the employee receives at least 11 hours of uninterrupted rest. If applicable, daily rest shall extend from 23:00 to 06:00. Work shall not be arranged so that working hours in a 24-hour period exceed 13 hours.

Scheduled or routine start of the working day – explanation If the planned start of the working day is, for example, 8:00, that time limit shall be used. If, on the other hand, an employee has fixed working hours that begin, for example, 20:00, the 24-hour period shall be used for that time limit. In shift work, it is normal to use the start of the working day as the marked working day on the shift register/duty register. If it is not a marked working day, for example, an extra shift during a shift holiday, the start is used for the time limit of the last marked working day.

An employee is entitled to a break of at least 15 minutes if their daily working hours exceed 6 hours. Coffee and meal breaks are considered breaks in this context.

2.4.1 Deviations from the minimum daily rest period Copied!

2.4.2 Weekly Sabbath Copied!

2.4.3 Exemption right Copied!

On-call duty means that an employee is not on duty but is available to respond to a call. It is not considered on-call duty if an employee remains at the workplace at the request of a supervisor. For payment for on-call duty, see Article 1.5.2.

An employee is entitled to time off in lieu of payment for on-call duty. A 20-minute time off is equivalent to 33.33% of the shift rate, a 27-minute time off is equivalent to 45% of the shift rate, a 72-minute time off is equivalent to 120% of the shift rate, and a 99-minute time off is equivalent to 165% of the shift rate.

Standby pay is cancelled for the time that overtime pay is paid.

For regular on-call duty, leave corresponding to a maximum of 80 hours shall be granted for 1200 hours on-call duty. This leave shall be granted proportionally based on the work ratio and working hours. On-call leave is a maximum of 80 hours due to clause 2.5.4 even if the on-call hours are more than 1200. An effort shall be made to take on-call leave in parallel with the accrual and as soon as possible.

Hours worked on standby shifts shall not be deducted when calculating annual standby hours, cf. Article 2.5.4.

A permit pursuant to Article 2.5.4 may be granted at any time of the year, but it may not be transferred between years.

It is permissible to negotiate with an employee about payment in lieu of holidays according to Article 2.5.4. This payment is based on hourly wages for daytime work according to Article 1.3.1.

It is permitted, by agreement between the employees and the management of an institution and with the written consent of the contracting parties, to negotiate a different arrangement for payment for on-call shifts than that set out above. For example, it is permitted to negotiate a certain number of hours for on-call shifts regardless of the duration. If on-call shifts other than those referred to in Article 1.5.2 are negotiated, it shall be agreed that, taking into account the frequency of calls and the duration of calls during a specific reference period, on-call shifts shall not be cancelled in part or in full.

Those who work regular shifts shall receive a bonus for work performed during the time that falls outside the normal daytime working period according to Article 2.2.1.

If an employee's scheduled working hours are normally 20% or more outside of daytime working hours, they are considered a shift worker.

Where regular shifts are worked, a draft shift schedule, showing the expected working hours of each employee, shall be submitted six weeks before it takes effect. The final shift schedule shall be submitted one month before the first shift under the schedule begins, unless an agreement is reached with the employee for a shorter period.

If the organization's operations require a change to the shift schedule, it must be made with the employee's consent. If the shift schedule is changed with less than 24 hours' notice, the employee in question shall be paid a change fee of 2% of the monthly salary in each salary group and step. If the notice is 24-168 hours (one week), a change fee of 1.3% of the monthly salary in each salary group and step shall be paid. This only refers to a change to a planned shift and not an extra shift.

If an employee takes a shift in excess of work obligation, with less than 24 hours' notice during the period 17:00-24:00 on Fridays, 24:00-08:00 Monday to Friday, 00:00-24:00 Saturdays, Sundays and special holidays, cf. Art. 2.1.4.2 based on an 8-hour shift, a change fee of 1.3% of the monthly salary in each salary group and step shall be paid and prorated for longer or shorter shifts.

When drawing up a shift schedule, care must be taken to ensure that holiday work is distributed equally among employees.

As a rule, shifts shall be between 4 and 10 hours. It is permitted, cf. Art. 2.1.2, to negotiate other lengths of shifts.

Where social time is necessary during shift changes, it shall be incorporated into regular working hours.

Shift work shall be organized so that employees generally receive two consecutive days off per week.

The annual work obligation of shift workers who work regular shifts shall generally be the same as that of day workers. The work obligation of shift workers is therefore reduced by 7.2 working hours compared to full-time work due to special holidays and major holidays, according to Art. 2.1.4.2, which fall on Monday to Friday with the exception of Christmas Eve and New Year's Day, which shall be 3.6 hours for each day compared to full-time work. As a rule, a reduction in work hours due to special holidays shall be taken out within the period of the shift record. If an employee wishes to accumulate work hours due to special holidays and major holidays, he shall notify his superior of this before submitting the shift record when accrual occurs. The superior is obliged to comply with the employee's wishes, as this is relevant for the activities of the institution. In cases where work shifts due to special holidays and major holidays are moved between months, this must be kept under control and employees informed regularly. Work that falls on special holidays and major holidays must also be paid with a surcharge according to Art. 1.5.1.

Regular shifts refer to shifts that are scheduled every day, including special holidays and major holidays. In cases where an institution is closed on a special holiday or major holiday, an employee who is on duty that day according to the scheduled shift schedule will receive time off equal to the shift in lieu of reduced work obligations and taking into account the length of the shift.

2.6.1 Weight of shift workers' working hours Copied!

2.6.2 Shift motivation Copied!

Cleaning jobs refer to: piecework, square meter work, and hourly cleaning.

The following provisions apply to employees in cleaning work unless otherwise specifically agreed.

Other matters regarding cleaning than those mentioned in this agreement are governed by a framework agreement between VMSÍ on the one hand and the Minister of Finance on behalf of the Treasury, the City of Reykjavík, VSÍ and VMS on the other hand, dated 1 November 1994.

All regular cleaning that is intended to be performed according to a time-measured piecework will be paid according to a time-measured piecework rate, until measurement has been performed.

Cleaning/main cleaning work is paid at an overtime rate according to the fifth wage group, second step, if it is not part of the employee's general work obligations. However, never lower than the rate corresponding to the higher rate for time-measured piecework for cleaning.

No payment shall be made for less than 3 hours of cleaning work, based on the relevant rate.

A cleaner on temporary work shall be entitled to 3 hours of work with a combination of cleaning areas within the same building or more where possible.

Cleaning work performed between 08:00 and 18:00 from Monday to Friday on a part-time basis or more may be paid as a monthly salary, as by their nature they will not be performed on a piecework basis.

If it is not possible to start work on premises at the usual time due to circumstances at the workplace or the time specified in the job description and the employee is not notified before he arrives at the workplace, he shall be paid according to the relevant rate while he waits at the workplace. The employee is responsible for providing information about the length and reasons for the waiting time to his superior as soon as possible.

Employees are permitted to consume food and drink during their work when necessary for the job, and such breaks are part of active working hours.

It is permissible, by agreement between the management of an institution and a simple majority of the employees concerned, to determine daily breaks that are at the discretion of the employees. Their determined length extends the employees' daily presence correspondingly, as such breaks do not count as active working hours.

In institutions where breaks are determined by such an agreement and work is done during the break at the request of the supervisor, it is paid for with overtime pay.

Those individuals and/or work groups who, prior to the entry into force of this agreement, generally received regular payments pursuant to Article 3.2 of the previous agreement, shall continue to receive comparable payments pursuant to Protocol 2.

Employees who work at a fixed workplace shall have access to a canteen, as far as possible. A canteen is considered to be a place in this case where hot and cold food, imported or cooked on site, can be served. The type of premises and facilities shall be in accordance with the requirements of the relevant health authorities. Employees shall pay the material cost of the food, but other operating costs shall be paid by the relevant institution.

In workplaces where there is no cafeteria, efforts should be made to ensure that employees have access to a nearby cafeteria run by the employer, or equipment should be provided to transport food to the workplace cafeteria so that the transportation of food is free of charge for employees.

If the institution purchases food from a party other than those specified in Article 3.2.2, employees shall pay for comparable food an amount corresponding to the average price paid by employees in the Government canteen.

The average price of food is 968 ISK as of 1 Sept. 2023. The average price is published on the State Human Resources Center: www.mannaudstorg.is.

An employee who does not have access to a canteen but should have it according to Art. 3.2.1 or is on duty when the workplace canteen is not open, shall be compensated with a meal allowance of ISK 639, provided that the employee's daily work obligation is 6 hours or longer.

The amount of child support changes every three months in accordance with the food item of the Consumer Price Index (01 Food and Beverages) with the May 2024 index as the base index (236.6 points) based on sub-indices from 2008.

Where there are canteens at workplaces, employees who purchase food there must nominate 2 shop stewards from their group to monitor the operations of the canteen and have access to its accounts.

Employees who are required to eat with their clients and assist them in serving meals shall be exempt from paying for those meals, provided they are not compensated for it in any other way, such as shorter working hours or payment. In such cases, the employee shall have comparable facilities and the same food as the clients.

Vacation shall be 30 days (216 hours based on 36 active working hours per week) based on full-time employment. Vacation accrual shall be proportional to the employee's work rate and working hours.

An employee shall receive 13.04% vacation pay for overtime and bonus payments according to this agreement.

Holiday pay during the contract period will be as follows:

In the year 2025 60,000 kr.

In the year 2026 62,000 kr.

In the year 2027 64,000 kr.

On June 1st of each year, an employee who is employed until April 30th of the following year shall be paid a special lump sum, a vacation bonus, based on full-time work during the previous vacation year. Payment shall be made proportionally based on work rate and hours of work.

If an employee has retired during the vacation year due to age or after at least 3 months/13 weeks of continuous work during the vacation year, he shall be paid vacation compensation proportionally based on the time worked and employment ratio. The same applies if the employee was absent from work due to illness after the institution's payment obligation ends or due to maternity leave. Vacation compensation is a fixed amount and does not change according to other provisions of the agreement. Vacation compensation does not include vacation pay. Earned vacation compensation shall be settled in parallel with termination of employment.

The vacation year is from May 1 to April 30.

If there are changes in the employment ratio during the vacation year, this must be taken into account in the salary calculation when taking the vacation.

The summer vacation period is from May 1 to September 15.

An employee is entitled to 20 days of vacation, including 15 consecutive days during the summer vacation period and up to full vacation at the same time, if necessary due to the organization's work.

The supervisor decides, in consultation with the employee, when leave shall be granted. The supervisor is obliged to comply with the employee's requests regarding when leave shall be granted, provided that this is possible due to the activities of the institution. A decision on summer leave shall be made as soon as possible and no later than 31 March and notified to the employee in a verifiable manner, such as in the institution's time registration system, unless special circumstances prevent it.

If leave or part of the leave is taken outside the summer vacation period, at the written request of the supervisor, that part of the leave shall be extended by 25%.

Transferring vacation between years is not permitted, cf. however, articles 4.6.2 and 4.6.3.

If an employee does not take leave or part of a leave, at the written request of the supervisor, the leave may be carried over to the next leave year, provided that the employee has not completed taking leave during the leave year. The same applies to an employee on maternity leave. In such cases, however, the accumulated leave may never exceed 60 days.

Information on the status of accrued and untaken leave shall be accessible to employees in the institution's time registration system.

If an employee becomes ill while on vacation, the time spent sick is not considered vacation, provided the employee proves with a medical certificate that he or she is unable to take vacation.

In the event of illness or accident during vacation, the supervisor must be notified immediately and in a verifiable manner.

In such cases, unused leave may be carried over to the following year.

If an employee leaves another job without having used accrued vacation, he is entitled to unpaid vacation until 30 days of vacation are reached.

If an employee who had vacation time due on May 1, 2020, up to 60 days, has not used those days by April 30, 2023, the remaining days will be forfeited.

The deceased employee's accrued vacation entitlement shall be paid to the estate.

The State Treasury pays a special fee to Efling union's vacation fund. This fee shall amount to 0.5% of the total salary of members in government service. The fee shall be paid monthly in arrears according to the employer's calculation.

Expenses for domestic travel on behalf of the employer shall be paid upon invoice, provided that sufficient original documentation is attached. The same applies if part of the working day is worked so far from the permanent workplace that the employee has to buy food outside the home or permanent workplace.

Employees shall receive advance payment of estimated travel expenses.

The settlement of travel expenses, including driving expenses, is subject to the same rules as the settlement of overtime.

Accommodation and food expenses shall be paid with a daily allowance, if agreed upon or if it is not possible to submit invoices.

Daily allowances for domestic travel shall be determined by a committee pursuant to Article 5.7.

If staying in accommodation owned or operated by an institution, no daily allowance is paid for accommodation unless otherwise agreed upon each time.

There is an agreement between the parties that the travel expenses committee's daily allowance for food expenses shall be divided into 8 units for all meals of the day as follows:

1st year student 1 unit. 2,075 kr.

2. morning coffee 1 unit. 2,075 kr.

3. lunch 2 alone. 4,150 ISK.

4. afternoon coffee 1 unit. 2,075 kr.

5. dinner 2 alone. 4,150 ISK.

6. evening coffee 1 unit. 2,075 kr.

The above amounts are valid from October 1, 2024.

Per diems according to Article 5.2.4 are agreed reimbursements of expenses incurred. This means that in workplaces where coffee breaks have been eliminated to shorten daily working hours, those coffee breaks do not count towards per diem units.

The institution and the employee shall decide in advance which method of payment for travel expenses shall be used in each case. Only one method of payment may be used for each individual trip, i.e. payment according to submitted invoices or payment of daily allowance.

An employee shall report to work at a permanent place of employment on his or her own behalf and in his or her own time.

The following deviations from Article 5.4.1 are made:

An employee shall be provided with travel or have travel expenses paid to and from the workplace if all of the following conditions are met:

The employee is not provided with travel or paid travel expenses for distances longer than 15 km (as the crow flies) from the workplace.

If the provisions of Article 5.4.2.1 do not apply, but the workplace is within an urban area, the employee shall be provided with travel to and from the workplace within a distance of 15 km (as the crow flies), but not beyond 1.5 km (as the crow flies), when the employee has or finishes work during the period from 00:00 to 07:00 on weekdays and from 00:00 to 12:00 on public or special holidays according to Articles 2.1.4.2 and 2.1.4.3.

Those institutions located at least 1.5 km outside the outer limits of the nearest urban area shall, in an institutional agreement pursuant to Chapter 11, negotiate the payment of travel expenses for those employees who do not live locally.

It is permitted in an institutional agreement pursuant to Chapter 11 to negotiate in more detail how the provisions of this Chapter shall be implemented in individual cases, as well as in the case of special circumstances, for example, a stay in the wilderness, at sea or a long stay while traveling.

When an employee goes abroad at the initiative of and on behalf of the employer, payments for such inconvenience shall be made in the following manner:

If a flight departs on a weekday before 10:00 and/or returns after 15:00, the employee shall receive payment equal to three hours of overtime at a 33.33% surcharge according to Art. 1.5.1 for each case.

On public and special holidays, the corresponding payment shall be six hours of overtime at a 55% surcharge according to Article 1.5.1, regardless of the time of day the flight is.

It is permissible to negotiate time off in lieu of travel time payment so that a 33.33% surcharge is equivalent to 20 minutes of time off, a 55% surcharge is equivalent to 33 minutes of time off.

Travel expenses for trips abroad other than airfares are paid with a daily allowance that shall be determined by a committee pursuant to Article 5.7.

The daily allowance for travel abroad must be used to pay all normal travel expenses, other than airfare, such as travel to and from airports, food, housing, minor expenses, and any personal expenses.

Per diems for courses, training and supervisory work shall be determined by a committee in accordance with Article 5.7.

The amounts of daily allowances for accommodation and food expenses, as well as compensation for the use of employees' private vehicles under this agreement, are the same as those determined by the State Travel Expenses Committee.

When an employee works away from the regular workplace or home base of the work group to which he belongs, he shall be entitled to free transportation during working hours to and from the home base as follows:

1. Weekly if the distance from the work group's place of residence to the group's home base along the main route is less than 450 km.

2. Semi-monthly if the distance is 451 km. or more. The employee shall be guaranteed no less than 48 hours of rest between trips according to this section.

Notwithstanding the provisions of Article 5.8.1, working groups are entitled to free daily transportation during working hours from their place of residence to their home base if the distance from their home base is less than 60 km and travel or weather conditions do not prevent home travel.

If there are one or two people involved, they shall be similarly guaranteed travel to and from the workplace using an institution's vehicle or their own vehicle for a mileage fee.

Employees of a work group may agree among themselves to reduce the number of home trips from those mentioned above, if they have agreed to reduce their vacation time.

Repatriation that does not fall under the provisions above shall be negotiated on a case-by-case basis.

All employees shall enjoy rights pursuant to Act No. 46/1980 on working conditions, hygiene and safety at work, provided that their work is not covered by other laws.

6.2 About workplaces

A workplace shall be designed in such a way that the utmost safety, good facilities and hygiene are ensured, cf. Chapter VI of Act No. 46/1980.

It is assumed that employees can perform their regular duties within the standard working day. It is important that organizations establish a presence policy that, among other things, emphasizes the separation between work and private life. In cases where employees are required to perform work outside of standard working hours, this should be stated in the employee's job description and terms of employment. Otherwise, special payment should be made for work that the supervisor requires of the employee outside of standard working hours.

The most common medicines and medical supplies shall be available at the workplace for use in the first aid in the event of an accident. Medicines and medical supplies shall be in the custody and under the responsibility of the foreman and shop stewards.

Workplaces must have available for use tools and safety equipment that the Icelandic Occupational Safety and Health Administration deems necessary.

Security guards, security representatives and security committees shall be appointed in accordance with Chapter II of Act No. 46/1980.

Care should be taken to ensure that employees are not working alone in jobs where there is a high risk of accidents.

This matter shall be negotiated where applicable.

If an accident or poisoning occurs in the workplace, the representative of the relevant institution must report it to the police or the Emergency Line and the Icelandic Occupational Safety and Health Administration by telephone or by other means as soon as possible and no later than within 24 hours.

In other respects, regulations No. 920/2006 on the organization and implementation of occupational safety and health at work shall be followed.

The employer must also notify the Icelandic Social Insurance Agency, Accident Insurance Department, of accidents that occur at the workplace or directly on the way to or from work, on special forms available there. While an employee receives accident pay from the employer due to incapacity for work, the employer receives accident daily allowance from the Accident Insurance Department.

In workplaces where there is a particular risk of harm to the health of employees, the relevant trade union may request a special medical examination of employees. If a specially trained official physician of the Icelandic Occupational Safety and Health Administration deems such an examination necessary, it shall be carried out as soon as possible.

Employees shall be insured against accidents 24 hours a day against death or permanent disability. The insurance shall have different benefit amounts and insurance terms depending on whether the employee suffers an accident at work or outside of work. The terms of this insurance shall be governed by special rules No. 30/1990 and No. 31/1990, which have been issued by the Minister of Finance.

Death benefit is:

1. If the deceased was unmarried and leaves no children under the age of 18 and has not provided for a parent or parents, 67 years of age or older:

due to an accident outside work 1,469,500 kr.

due to an accident at work 1,469,500 kr.

The beneficiaries of these death benefits are the legal heirs.

2. If the deceased was unmarried but leaves behind a child(ren) under the age of 18 and/or has demonstrably provided for a parent or parents, 67 years of age or older:

due to an accident outside work 4,501,300 kr.

due to an accident at work 10,760,000 kr.

The beneficiaries of this death benefit are parents and children. If both parties receive benefits, 1/3 of the benefit goes to the parents, while 2/3 of the benefit is divided equally between the children.

3. If the deceased was married or in a cohabitation that can otherwise be equated to marriage and which lasted for at least 2 consecutive years before his death, benefits to the spouse or cohabitant shall be:

due to an accident outside work 6,157,700 kr.

due to an accident at work 17,559,800 kr.

The beneficiary of this death benefit is the relevant spouse or cohabiting partner.

4. If the deceased leaves behind a child under the age of 18, to each child:

due to an accident outside work 1,469,500 kr.

due to an accident at work 3,511,600 kr.

If the deceased's child, aged 18-25, was studying at a secondary school or university level for at least six months in the year in which the insured person dies, he or she has the same right to benefits.

The beneficiaries of this death benefit are the children concerned. The benefit is paid to the guardian of the child who is financially incapable.

5. Children in points 2 and 4 refer to biological children, adopted children, stepchildren, children of cohabiting partners and foster children for whom the deceased was obliged to support, cf. Article 53 of the Children's Act, No. 76/2003.

6. Benefits are only paid according to one of points 1, 2 or 3. In addition to benefits according to points 2 and 3, benefits according to point 4 may be paid.

The insurance amounts for permanent disability are:

due to an accident outside work 11,836,800 kr.

due to an accident at work 31,229,100 kr.

Benefits are paid in proportion to the insurance amounts, however, so that each degree of disability from 26-50% is doubled and each degree of disability from 51-100% is tripled.

The above insurance amounts are based on the consumer price index in October 2025, 661.4 points. Index-linking of benefits is limited to 3 years from the date of the accident.

Compensation amounts are published on the website of the Ministry of Finance and Economic Affairs.

If the Treasury or the employer becomes liable for damages to the insured, accident compensation under this accident insurance shall be fully deducted from any damages that he may be required to pay.

An employee who, in the course of his or her work, cares for an individual who, to a limited extent or even no extent, can be held responsible for his or her actions, has the right to direct his or her claim for compensation for bodily injury or property damage to the employer. The general rules of tort law apply to the assessment and settlement of the claim.

This chapter on accident insurance, as amended, shall be effective from the date of signature.

The luggage of employees travelling on behalf of their employer shall be insured according to the rules on luggage insurance No. 281/1988.

If an employee verifiably suffers damage to commonly necessary clothing and items of work, such as watches, glasses, etc., it shall be compensated according to an estimate. If no agreement is reached, the damage shall be assessed by one representative from each party.

Such damages will only be compensated if they occur as a result of an accident at work. Such damages shall not be compensated if they are demonstrably caused by the negligence or carelessness of the employee.

Employees are not required to provide tools unless specifically agreed upon.

Where uniforms are required or special protective clothing is necessary, such as work gowns, such clothing shall be provided to employees, free of charge. The same applies to protective clothing for dirty work and work that involves unusual wear and tear.

Employees shall be provided free of charge with the protective equipment required by safety regulations (such as safety shoes, ear protection, gas masks and safety helmets), as employees are obliged to use it.

Protective clothing is discussed in Appendix 1 of the collective bargaining agreement signed by the parties on April 7, 2004.

Cleaning of clothing according to Articles 8.2.1 and 8.2.2 shall be provided to the employee free of charge twice a year. Major repairs and damage to such clothing shall be compensated by the employer. Employees shall treat work clothing and protective clothing carefully and conscientiously.

If an employee resigns, he must return the last uniform he received.

These issues shall be discussed in more detail with the companies, such as the extent to which particularly heavy dirtiness during work should be taken into account, cf. Appendix 1.

It is permitted to pay an employee a clothing allowance of ISK 28 (from 1 April 2024) per hour worked. This payment replaces the allocation of general protective clothing.

From April 1, 2025 ISK 30

From April 1, 2026 ISK 31

From April 1, 2027 ISK 33

Clothing allowances increase according to phased salary increases.

The payment for each square meter of area-measured cleaning is equivalent to ISK 5.82. Then 750/156 = 4.8077. 28/4.8077 = 5.82 (valid from November 1, 2024).

In healthcare institutions where it is required, due to special treatment measures, that an employee use their own clothing instead of a work gown or similar protective clothing according to Article 8.2, the employer is instead authorized to pay the employee a special clothing allowance in the amount of ISK 4,125 per month based on full-time daytime work.

This payment shall change every three months in accordance with the change in the clothing item in the consumer price index (031 clothing) with the index for September 2025 as the base index (178.3 points based on sub-indices from 2008).

The parties agree that, as a rule, an employee does not need to be specifically assigned to perform the duties of a supervisor unless the supervisor's absence lasts longer than 7 consecutive working days.

If the employee's main job is paid as a substitute for a supervisor, the employee is entitled to pay according to the supervisor's category if he performs the job for more than 4 consecutive weeks or if he has performed the job of a supervisor for more than 6 weeks in any 12-month period. Pay according to the supervisor's category is only paid from the end of the aforementioned 4 or 6 weeks.

An employee who is not in the position of deputy supervisor, but is assigned to perform the duties of a supervisor in his absence or the duties of another higher-paid employee, shall receive a salary according to the absent employee's salary grade for the time he performs the employee's duties.

An employee who attends an educational or training course as authorized by an institution, or in accordance with the continuing education/career development plan of the relevant institution, shall retain regular wages during this time and be reimbursed for expenses in accordance with the provisions of Chapter 5.

An employee who, with the approval of the board and/or director of the relevant institution, is pursuing an approved course of study related to his or her job or is attending an approved advanced or continuing education course shall retain a fixed salary with full shift work during such study, up to three months in every three years of employment. The salary rate during study leave shall be as close as possible to the average salary during the period during which the right was earned.

It is permitted to grant shorter or longer study permits for shorter or longer periods of time.

An employee shall be entitled to unpaid leave if he is offered the opportunity and/or a grant to work on a specific project, including one related to his job. Such leave shall be taken in consultation with the head of the institution.

The employer pays a monthly contribution of 0.82% of the total salary of Efling members to a special fund, the Development and Lifelong Learning Fund.

An institutional agreement is part of a collective agreement and is intended, among other things, to promote a more efficient wage system that takes into account the needs and tasks of an institution and its employees. It is a special agreement between an institution and a trade union on the adaptation of certain aspects of the collective agreement to the needs of the institution and its employees, taking into account the nature of the activities, organization and/or other factors that give the institution a special status. Cooperation committees or committees according to Art. 11.4.1 are responsible for drawing up and amending institutional agreements.

The parties to the collective agreement agree that their goal, by transferring the implementation of certain aspects of the collective agreement to the institution and its union/employees, is to strengthen the operations of the institution in question in the long term and thus create the basis for better working conditions for employees. Also, to bring decisions on salary setting closer to the workplace where it is possible to respond more quickly to changes that occur in the work and organization of institutions.

The goal of the institutional agreement is to strengthen collaboration between employees and managers in the workplace in order to increase the quality of public services. It also gives employees the opportunity to develop and improve in their work, thereby increasing the possibility of improved conditions.

The collaboration is intended to improve the organization's operational structure, improve the utilization of operating capital, and create a foundation for increased efficiency and a more efficient payroll system.

When drawing up an institutional agreement, the classification of jobs into salary groups shall be negotiated in accordance with 11.3.2.1, and the tasks and responsibilities involved in the job shall be assessed primarily, as well as the skills (skill level/specialization) required to perform the job.

A job description is one of the criteria for classifying jobs into salary groups and should be reviewed in line with the development of the job in question, and the job classification should then also be reassessed.

Personal and temporary factors shall be assessed for classification in a stress level. Such stress shall be subject to reassessment. Temporary factors may vary from time to time. The assumptions for stress factors shall be reviewed when an employee's field of work changes or after further elaboration in an institutional agreement.

When deciding on the ranking of jobs, it will generally be based on the fact that there are three factors that make up the composition of each individual's salary. The factors are:

Job scheduling.

Ranking is based on the assumption that the job is a permanent/stable field of work and the definitions of the Statistics Iceland occupational classification (now ÍSTARF95, 2nd edition) shall be taken into account. The primary assessment shall be of the tasks and responsibilities (such as management) involved in the job, as well as the skills (education/skill level/specialization) required to perform the job. Consideration shall also be given to where a particular job is located within the organization chart of the institution or other formal job structure.

Personal factors.

Pay for personal factors is permanent as it is a reward for, for example, the skills or experience of the employee in question. Examples of personal factors:

Special knowledge or skills that are useful in the job, including special professional experience that makes an employee more valuable in the job.

Market pressure or demand pressure.

Independence in working methods, initiative or good performance at work.

Increased employee skills, such as formal education or the employee's initiative in acquiring lifelong learning and knowledge that is useful in the job, such as through job-related courses. Formal studies that have been completed with a recognized degree should be particularly valued.

Length of service at an institution (reward for loyalty to the institution) or comparable institutions (reward for transfer of knowledge or practices).

Temporary factors include, for example, performance or stress due to temporary additional tasks. Examples of temporary factors:

Performance exceeding requirements and/or expectations based on predefined measurable criteria.

Temporary increased liability.

Implementation of projects.

Development and innovation.

Special stress and level of difficulty.

Working hours flexibility and adaptability.

Acquisition of new projects and ideas.

Factors according to 11.3.2.3 are only evaluated for the purpose of ranking in the stress level. Temporary factors are most often individual-related, but can also be related to groups and even group performance.

The above factors may vary from time to time and the salary increase may therefore vary. The above factors shall be reviewed when there are changes in the employee's field of work or after further elaboration in an institutional agreement.

Each party, organization or union representative may request a review of the institutional agreement if there are significant changes to its criteria. No less than every two years, an assessment shall be made as to whether the criteria for job classification have changed in such a way that there is reason to make changes to the institutional agreement.

In those institutions that do not implement the collective agreement and therefore do not have their own collaboration committee, a special committee consisting of up to 3 representatives from each party, i.e. the union/employees and the institution, shall make an agreement on changes to institutional aspects, which is subject to confirmation by the collaboration committee.

Examples of changes in criteria include changes in job classification in a central collective agreement and changes in job classification criteria at an institution and/or changes in the role or activities of an institution.

If there is a dispute about whether there is reason for changes, it shall be referred to the contracting parties, i.e. the Minister of Finance on behalf of the Treasury and Efling .

In the state institutions that implement collective agreements on behalf of the Minister of Finance, independent collaboration committees shall be established, consisting of up to 3 representatives from each party, i.e. the union/employees and the institution, and 3 alternates. As a general rule, a shop steward at the workplace shall be in charge of the committee on behalf of Efling . The director shall appoint a representative of the institution.

The collaboration committee shall, among other things, have the role of discussing the criteria for job classification, the ranking of individual jobs in salary groups and reaching settlements in disputes that may arise from this agreement. The committee shall also discuss the ranking of jobs according to Article 25 of Act No. 94/1986, on collective agreements for public employees. In special cases where an employee does not meet the general definitions that apply to a specific job in the relevant salary group, it is permitted, by agreement in the collaboration committee, to rank him in a higher salary group.

For institutions that do not implement collective agreements, the contracting parties shall in the same manner appoint up to 3 representatives to the collaboration committee and 3 alternates. The State Finance Administration, by delegation, handles the role of the Minister of Finance for institutions that do not implement collective agreements.

Either party may refer matters of dispute to the committee and call it into action. The matter shall be addressed to the other party in writing. The other party shall attend a meeting of the collaboration committee as soon as possible, but no later than four weeks after the matter is received. The collaboration committee shall respond to matters within 5 weeks of their first formal presentation at a meeting of the committee. If the collaboration committee agrees on changes to the ranking or other matters referred to it, such changes shall apply from the beginning of the following month after the matter was first formally presented to the committee, unless otherwise specifically decided.

If an agreement is not reached in the committee within three months of the matter being considered by it, either party may request that the collaboration committee include, on the one hand, a representative from the ministry of the relevant institution and, on the other hand, a representative nominated by the relevant association.

If an employee becomes unable to work due to illness or accident, he or she shall immediately notify his or her superior, who shall decide whether a medical certificate shall be required and whether it shall be from the institution's medical officer. A medical certificate may be required from an employee for incapacity for work whenever the institution's director/supervisor deems it necessary.

If an employee is absent from work due to illness or accident for more than 5 consecutive working days, he must prove his incapacity for work with a medical certificate. In the case of repeated absences of an employee, he must prove his incapacity for work with a medical certificate, after further determination by the manager/supervisor.

If an employee is unable to work due to illness or accident for a long period of time, he or she must renew his or her medical certificate at the discretion of the manager/supervisor, but not less frequently than monthly. However, an exemption from this may be granted at the recommendation of a medical officer if he or she believes that a longer period of sick leave will be required.

An employee who is unable to work due to illness or accident is required to undergo any normal and approved medical examination that a medical officer may deem necessary in order to determine whether the absence is legitimate, provided that the costs of the doctor's appointment and necessary medical examinations are paid by the employer.

The employee shall be reimbursed for the fee for medical certificates required under Articles 12.1.1-12.1.4. The same applies to an interview with a doctor to obtain a certificate.

The employer pays the employee the expenses that the employee has incurred as a result of an accident at work and that are not covered by social security accident insurance, according to Article 32 of Act No. 100/2007 on social security.

An employee who is employed on a monthly salary according to Art. 1.1.1 of the collective agreement for at least 2 months shall retain his salary according to Art. 12.2.6 - 12.2.7 as long as his sick days, counted in calendar days, do not exceed the following in any 12 months:

Working hours Number of days

0- 3 months on the job 14 days

Next 3 months of work 35 days

After 6 months on the job 119 days

After 1 year on the job 133 days

After 7 years of employment 175 days

In addition to the above-mentioned right, there is also the right to monthly wages according to Art. 1.1.1 of the collective agreement for 13 weeks or 91 days if the incapacity for work is due to an accident at work or occupational disease. This wage is not supplemented by payments according to Art. 12.2.6-12.2.7.

Working hours Number of days

After 12 years of employment 273 days

After 18 years of employment 360 days

However, wages are not paid for longer than the intended duration of the employment, except in the case of an occupational accident, in which case the employee continues to receive payments until he is deemed fit to work or he exhausts his right to wages, whichever comes first.

An employee who is employed on a part-time basis, cf. however, Art. 12.2.3, or is employed for less than 2 months, shall retain his salary according to Art. 12.2.6 - 12.2.7 as long as his sick days, counted in calendar days, do not exceed the following in any 12 months:

Working hours Number of days

During the first month of employment 2 days

In the 2nd month of employment 4 days

In the 3rd month of employment 6 days

After 3 months on the job 14 days

After 6 months of employment 30 days

In addition to the above entitlement, there is also the right to daily wages for 13 weeks or 91 days if the incapacity for work is due to an accident at work or an occupational disease. This wage is not supplemented by payments pursuant to Articles 12.2.6-12.2.7.

However, wages are not paid for longer than the intended duration of the employment, except in the case of an occupational accident, in which case the employee continues to receive payments until he is deemed fit to work or he exhausts his right to wages, whichever comes first.

The right of pensioners in part-time work, or other types of work, to wages due to incapacity for work due to illness or accident shall be 1 month in every 12 months. Wages during illness shall be based on the average daily wage for the last 3 months before the illness.

However, wages are not paid for longer than the duration of the employment.

An employee who performs his/her work duties irregularly or in a manner other than that of a day worker in regular work shall be considered to have been absent for one week when he/she has been unable to work due to illness or accident equal to his/her weekly work duties and proportionally in the case of shorter or longer absence due to incapacity.

When assessing an employee's entitlement to accrued benefits pursuant to Article 12.2.1, in addition to years of service with the relevant employer, years of service with state institutions, municipalities and non-profit organizations that are funded for the most part by public funds shall also be taken into account.

During the first 3 months of continuous employment, however, previous seniority under this article shall not be assessed unless the employee in question has had continuous seniority with the aforementioned employers for 12 months or more.

During the first week of absence due to illness or accident or the time corresponding to one week of the employee's work obligation, in addition to the monthly salary according to Article 1.1.1 of the collective agreement, fixed payments such as for overtime, shift incentives, shift, on-call and inconvenience surcharges and payments for gaps in working hours are paid, provided that this involves pre-determined working hours according to regular shifts or the employee's regular work that has lasted for 12 calendar months or longer or is intended to last at least that long.

After the first week of absence due to illness or accident or the time corresponding to one week of an employee's work obligation, he shall, in addition to the wages paid pursuant to Article 12.2.6, be paid the average of the overtime hours and adjustment fees pursuant to Article 2.6.2 that he was paid during the last 12 monthly overtime settlement periods or the last 12 complete calendar months. When calculating overtime hours pursuant to this Article, the overtime hours paid pursuant to Article 12.2.6 shall not be included.

An employee of a school or other institution where normal operations are suspended for part of the year shall, instead of this rule, only receive paid overtime other than that specified in Article 12.2.6 during the months in which normal operations are carried out, and the number of overtime hours shall be determined by finding the monthly average of the incidental overtime hours that he received paid for during the last 9 full months of operation of the institution or the corresponding period if the number of months of operation is fewer or more.

If an employee is absent due to vacation during a reference period according to Article 12.2.7, he shall be considered to have the same average overtime during the vacation days as during the other part of the period.

If an employee becomes incapacitated due to an accident at work or on the normal way to or from work, wages will be paid according to Article 12.2.7 from the beginning of the absence.

If an employee, on medical advice and with the permission of the manager, works reduced hours due to an accident or illness, the payment of sick pay for daytime work shall be based on the working hours required to perform full-time work.

An employee who has been unable to work due to illness or accident for 1 month or more continuously may not resume work unless a doctor certifies that his health permits him to do so. A certificate from the confidential physician of the relevant institution may be required.

If an employee is unable to work due to illness or accident for several months each year for a period of five years and it is not clearly certified in accordance with the provisions of Article 12.3.1 that he has received health benefits that can be expected to be permanent, he may be dismissed from his job due to ill health.

When an employee has been continuously absent from work due to illness or accident without pay for a period equal to the period for which he was entitled to retain his salary during his absence according to Article 12.2.1, he may be dismissed from his job due to ill health.

The above provisions on sick and accident absences shall not prevent an employee from resigning at his/her request if, according to a medical certificate, he/she has become permanently unable to perform his/her duties due to ill health. A certificate from the institution's medical officer may be required.

When an employee is dismissed from employment pursuant to Articles 12.4.1-12.4.3, he shall retain his fixed salary pursuant to Article 12.2.6 for 3 months.

The same applies to payments for a deceased employee if the deceased was married, in a registered partnership, in a registered cohabitation or in a cohabitation that can otherwise be equated to marriage within the meaning of Article 37 of the Social Security Act No. 100/2007.

When an employee is granted a release pursuant to Articles 12.4.1-12.4.3 or dies, his salary shall be paid, as otherwise would have been the case, until the end of the month of release or death before salary pursuant to Articles 12.5.1 -12.5.2 is taken into consideration. However, this does not apply if salary payments have previously ended, for example because the right to sick pay pursuant to Articles 12.2.1-12.2.10 was exhausted.

A record of an employee's sick days shall be kept at each institution. If an employee transfers between jobs, his sick days in both jobs shall be added together as appropriate.

An employee's sick leave during maternity leave does not count as sick leave and the employee is not entitled to wages in cases of illness or accident during that time.

A parent/guardian has the right to be absent from work for a total of 12 working days (86.4) working hours based on full-time work) per calendar year due to the illness of their children under the age of 13, provided that other care is not possible. During these absences, the employee shall be paid daily wages and shift allowance according to the regular duty roster/shift schedule. This right does not affect the employee's rights under other articles.

The employer pays a monthly contribution to Efling support and health fund amounting to 0.75% of the employee's total salary.

The employer's contribution to the Occupational Rehabilitation Fund shall amount to 0.13% of the total salary of members.

However, the contributions of employers and those engaged in independent activities and pension funds to the vocational rehabilitation fund shall be 0.10% of the contribution base for the years 2016 and 2017 in accordance with the provisions of Article 33 of Act No. 124/2015

If a dispute arises regarding the interpretation of this chapter, the opinion of a special consultation committee on sick leave rights shall be sought and shall be taken into account in the parties' collaboration committee.

This section applies to a parent who is employed at least 25% of the time and has worked for 6 consecutive months prior to the birth of their child for the relevant employer and has valid employment at the start of the leave.

The accumulation and protection of rights during maternity leave is governed by Article 14 of Act No. 95/2000, on Maternity and Parental Leave.

An employee who has taken maternity leave is, according to the above, considered to be released from work obligations during his or her maternity leave, cf. Article 29 of the above-mentioned Act.

An employee on maternity leave is entitled to payment of summer leave, personal allowance and holiday allowance

Pregnant women are entitled to necessary absences from work for antenatal check-ups and shall retain the right to payment of daily wages and, where applicable, shift allowance according to a regular shift schedule (such as due to a child's illness), if such check-ups need to take place during working hours.

Employees who need to be absent due to artificial insemination retain the right to be paid their daily wages and, where applicable, shift allowance according to the regular shift schedule (such as due to a child's illness) for up to 15 working days. The employee must submit a certificate from the relevant doctor.

An employee, 16 years of age and older, shall pay 4% of their total salary into the pension fund of the relevant union.

The employer's matching contribution shall be 11.5%. This matching contribution is based on the following assumptions: That there will be no changes to the public sector pension system and if actuarial assumptions lead to a change in the matching contribution at the State Employees' Pension Fund, then the matching contribution according to this article will change in the same way.

In cases where an employee makes an additional contribution to a private pension fund, the employer makes a matching contribution of up to 2% against the employee's 2% contribution.

When paying wages to an employee, he is entitled to receive a pay slip marked with his name. The pay slip shall state the employee's fixed salary for the period covered by the payment, the number of overtime hours, the accumulation of time off entitlement and a breakdown of individual income and deductions that result in the amount of wages paid.

The employer undertakes to withhold membership fees from the employee's wages to the relevant member association and to submit a monthly report to the association. Membership fees shall be a percentage of the employee's total salary. Changes to the percentage of membership fees shall be notified to the employer in writing at least 4 weeks before they become effective in the payroll system. Changes are based on the end of the month.

The State Financial Administration, on behalf of the Ministry of Finance, calculates the salary tables resulting from this agreement. They shall be sent to Efling for comment before they are published in the state's payroll system.

Efling members shall have priority for employment in the positions covered by this agreement, provided that the company is always open to people who apply and meet the general entry requirements according to the company's articles of association.

The representative of an organization shall always have free choice as to which Efling members are hired.

16.2.1 Election of trustees Copied!

Shop stewards at a workplace shall, in consultation with superiors, be permitted to devote, as necessary, time to tasks that may be assigned to them by employees at the workplace in question and/or the relevant member association in connection with their work as shop stewards, and their salaries shall not be reduced as a result.

Data to which shop stewards have access Shop stewards shall be permitted, in connection with a matter of dispute, to review data and work reports relating to the matter of dispute.

In addition, a shop steward may, on his own initiative, request information about the wages and working conditions of foreign employees if he believes that the provisions of the collective agreement are not being complied with. If a shop steward is not present, a union employee may request the information on his behalf.

All information obtained on the basis of this article shall be treated as confidential.

16.3.1 Facilities for shop stewards Copied!

16.3.2 Complaints from shop stewards Copied!

Shop stewards at each institution shall be authorized to call a meeting with employees twice a year during working hours at the workplace. The meetings shall begin one hour before the end of daytime working hours, as far as possible. The meetings shall be called in consultation with the relevant member association and representatives of the institution with three days' notice unless the subject of the meeting is very urgent and directly related to problems at the workplace. In such cases, one day's notice shall suffice. The employees' wages shall not be reduced for this reason during the first hour of the meeting.

Shop stewards shall be permitted to attend assemblies, meetings, conferences and courses organised by the relevant trade union for up to one week once a year without reduction in regular salary. The same applies to members of the company's board of directors. Such absences shall be notified to the superior at least one week in advance.

Members elected to the bargaining committee or election committee of the relevant union shall be permitted to perform that task without reduction in regular pay. Such absences shall be reported to the supervisor with reasonable notice.

Shop stewards shall not in any way require the superiors of an institution to submit complaints on behalf of employees.

It is prohibited to terminate the employment of shop stewards because of their work as shop stewards or to make them pay in any other way for having been assigned by the relevant trade union to perform shop steward duties on their behalf.

Shop stewards in the workplace shall be given the opportunity to attend courses aimed at making them more competent in their work. Those who attend the courses shall retain their regular salary for up to one week per year. In institutions with more than 15 members, shop stewards shall retain their regular salary for up to two weeks in the first year. This applies to one shop steward per year in each institution if there are 5-50 members in employment, and to two shop stewards if there are more than 50 members. The courses shall be recognized by the contracting parties.

If a shop steward course is organized so that the shop steward's absence from work does not exceed one day per week, shop stewards retain their regular salary for up to ten working days per year.

If a shop steward attends a full-day course, he or she will not be required to work that day. In all cases, the head of the institution must be notified with reasonable notice of absences due to courses.

17.1.1 Termination during the probationary period Copied!

17.1.2 Termination after the probationary period Copied!

17.1.3 Notice period after ten years of continuous employment Copied!

Temporary employment terminates without notice at the end of the contract period. The employment of an employee who is hired on a temporary basis terminates at the end of the contract period without notice. If either party wishes to terminate the employment relationship earlier, the following provisions apply.

17.2.1 Notice period in the first three months Copied!

17.2.2 Notice period after 3 months Copied!

Employees who are hired irregularly for a longer or shorter period of time do not have a specific notice period during the first month, but one week thereafter.

Termination must be in writing and is effective at the end of the month unless the mutual notice period is less than 1 month. If so, termination shall be effective at the end of the week.

Excerpt from Chapter IX of Act No. 70/1996, on the Rights and Obligations of State Employees, regarding retirement:

Article 43.

The head of an institution has the right to dismiss an employee as provided for in the employment contract. The employment of an employee who is employed temporarily pursuant to the second paragraph of Article 41 shall terminate at the end of the contract period without notice. However, an employee shall always be dismissed from his or her employment as of the beginning of the month following his or her reaching the age of 70.

Article 44.

It is mandatory to give an employee a warning in accordance with Article 21 and to give him an opportunity to improve his performance before he is dismissed if the dismissal is due to reasons stated therein. Otherwise, it is not mandatory to give the employee the opportunity to express his opinion on the reasons for the dismissal before it takes effect, including if the dismissal is due to other reasons, such as the fact that the number of employees is being reduced due to rationalization in the operation of an institution. If the employee requests it, the dismissal shall be justified in writing. If it is due to reasons stated in Article 21, it may be submitted to the relevant minister.

Article 21.

If an employee has shown tardiness or other negligence in his work, disobedience to a lawful order or prohibition of his superior, incompetence or inefficiency in his work, has not achieved satisfactory results in his work, has been intoxicated on the job, or his conduct or actions on or off the job are otherwise considered indecent, inappropriate or incompatible with the job, the director of the institution shall give him a written warning. However, the employee shall first be given the opportunity to speak his mind if possible.

The parties' current collective bargaining agreement is extended from November 1, 2024, to March 31, 2028, with the amendments and reservations contained in this agreement, and will then expire without further notice.

This collective agreement follows collective agreements in the general labor market in March 2024. In the event that the wage and conditions committee of ASÍ and SA decides on wage or conditions changes due to a lack of conditions, the parties shall enter into negotiations on how such changes shall apply to this agreement. Such changes shall result in wage changes comparable to those in the general labor market, provided that they do not involve changes to terms already contained in the parties' collective labor agreement.

In the event that collective agreements in the general market are terminated on the basis of their preconditions during the validity period of this agreement, either party may terminate this agreement with three months' notice, based on the end of the month.

The parties shall submit this agreement for approval, together with the minutes and supporting documents. If the other party has not received notification of the outcome by 16:00 on September 18, 2024, it shall be deemed approved.

Because of the back-up

The parties agree to appoint a working group to review the arrangements for standby duty and related calls. The group shall include representatives of public employers and public employee unions, as well as representatives of trade unions that may be relevant to the matter.

The working group will map the extent of on-call duty, examine the frequency and types of calls, and work to improve on-call duty statistics. The work will include examining how on-call leave is taken and whether there are certain groups that are not receiving on-call leave.

The group shall then analyze and assess whether it is feasible for standby duty to become a work obligation in parallel with the cancellation of standby duty leave according to Article 2.5.4.

No later than 1 October 2024, the parties shall have appointed their representatives to the working group and the employee representatives shall convene the first meeting. The working group shall further define the subject matter and procedures. The aim shall be to have proposals available no later than 31 May 2025.

Notwithstanding the repeal of Article 3.2, the parties to the agreement agree that those individuals and/or work groups who had meal and coffee breaks during overtime as part of the work structure before the entry into force of the collective agreement signed in 2024 and who have generally received such payments on a regular basis shall retain comparable payments, cf. the following. Changes shall not result in a reduction in wages and equality within work groups shall be observed.

3.2.1 If overtime is worked, meal times shall be 1 hour. at 19:00 - 20:00 in the evening, at 03:00 - 04:00 at night and during the period 11:30 - 13:30 on holidays according to Art.2.1.4. These meal times during overtime periods are considered working hours.

3.2.2 If overtime or an additional shift is worked, coffee breaks shall be at 21:00-21:20, 24:00-00:20, 05:40-06:00 and the last 15 minutes before the end of the day's work. Coffee and meal breaks during overtime during the period 08:00-17:00 shall be the same as during day work.

It is important that the state's shift and attendance system takes into account the different activities and needs of institutions, different jobs and working time arrangements of employees, and that the systems are user-friendly. When organizing shifts, it is necessary to promote better working hours, ensure the needs of the operation and equality within the employee group, as well as take into account the wishes of employees if this is possible due to the operation. Predictability, safety and health of employees must be ensured in order to promote a balance between work and private life. The parties agree that, in parallel with the implementation of new shift and attendance systems, which are being developed, an educational initiative will be launched regarding the use and utilization of the systems.

If the changes to better working hours on June 10, 2024 do not achieve the intended goals or if there are issues regarding the interpretation of the changes, a steering group of the parties who signed the changes shall discuss the matter and find a solution. The steering group will operate for the duration of the agreement, 2024-2028.

The guidelines and, where applicable, the issues that the steering group issued in 2021 in conjunction with the implementation of "Better Working Hours" remain valid as applicable. The steering group will meet in September 2024 and update the guidelines and, where applicable, the issues that were addressed in the collective agreements in 2024

The parties agree to incorporate the text of this agreement into the full text of the collective agreement and, where appropriate, to remove provisions that are no longer applicable. This work shall be completed by October 31, 2024.

The parties agree that it is necessary to ensure that employees do not bear the cost of necessary anti-parasitic medication when an infection occurs in the workplace.

The State agrees to be a party to a discussion on the consideration of the merger of the three vocational training funds of which Efling is a member and which are for members of the public labour market. This work shall be completed by 31 October 2024.

The parties agree that the provisions of the collective agreement that exempt employees who have reached the age of 55 from night shifts and/or back shifts, if they so wish, do not constitute a violation of Act No. 86/2018, on Equal Treatment in the Labor Market. The same applies to provisions on a longer notice period for employees aged 55 and older who have worked for at least 10 consecutive years at the same institution.

In certain circumstances, differences in treatment on grounds of age may be justified when justified by objective reasons justified by a legitimate aim, including employment policy or other objectives relating to the labour market, subject to proportionality. Collective agreement-based provisions on exemption from night and back shifts after a certain age take into account the view that research has shown that it becomes more difficult for workers to perform night shifts as they age, as it takes longer to recover physically due to the interaction between working arrangements, sleep and circadian rhythms. Provisions on longer notice periods with increasing age are based on the view that when retirement is imminent, workers may have more difficulty finding suitable alternative employment. The European Court of Justice has given Member States some latitude to decide which objectives should be pursued and which measures are appropriate to achieve that objective. The Parties agree that the objectives behind these provisions are objective and do not go beyond what is necessary.

Article 1.3.2 of the parties' collective agreement stipulates the employer's authority to pay hourly wages in limited circumstances. This authority is an exception to the general principle that employees shall be employed for an indefinite period and be paid a monthly wage.

The parties agree to jointly review the use of this authority by government agencies in Article 1.3.2, in particular with the aim of examining whether agencies are properly complying with the conditions set for the payment of hourly wages. Following this review, the parties will agree on guidelines for agencies on the payment of hourly wages. A working group, consisting of two representatives from the State Compensation and Human Resources Administration and two from the employees' organizations, shall begin work in November 2020 and it is expected that the guidelines will be available in early March 2021.

The parties agree that there is reason to evaluate Rules No. 30/1990 and No. 31/1990 on the terms of accident insurance for state employees according to collective agreements for accidents that employees suffer on the job, on the one hand, and outside of work, on the other, and, as the case may be, to review them. There may be reason to update them in light of the changed legal and insurance environment, but the Rules are somewhat outdated. There is also reason to clarify terms and various other issues that have been considered unclear or likely to cause misunderstanding. This work shall be completed during the term of the agreement.