Monthly salary of an employee performing full-time work shall be paid according to the attached salary tables (see attachment 1) which reflect the following changes to the contract periods, unless otherwise indicated by the salary tables:

1.4.2025 3.50% or 23,750 kr.

1.4.2026 3.50% or 23,750 kr.

1.4.2027 3.50% or 23,750 kr.

A fraction of the monthly salary is calculated as follows: divide the monthly salary by 21.67 and multiply by the number of calendar days other than Saturdays and Sundays from the start or until the end of the employment period.

In addition to monthly wages, it is permitted to pay other remuneration together with the monthly payment. Other remuneration may be due to regular overtime and job-related allowances that are not measured in time. Other remuneration may, among other things, replace overtime purchase according to section 1.4.

When deciding on the ranking of jobs in salary groups, it shall follow section 11.3.1.

Personal and temporary factors shall be assessed, see sections 11.3.2.2 and 11.3.2.3, as a surcharge level.

The hourly rate for daytime work is 0.632% of the monthly wage in each wage bracket and grade.

It is permitted to pay overtime in the following cases:

1. Students with work in study breaks.

2. Pensioners who work part-time.

3. Employees who are hired for a short period due to special, occasional overtime periods of various government agencies, but not longer than two months.

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

5. Employees who work irregularly for longer or shorter periods, even only in absolute exceptional cases.

6. It is prohibited to pay hourly work purchase in shift work.

It is not permitted to pay overtime work during regular hours beyond a 100% work ratio each month according to §§ 2.3.5 and 2.3.6.

Overtime is paid with time purchase, which is divided into overtime 1 and overtime 2. The time purchase for overtime 1 is 0.9385% of the monthly salary in each salary grade and step, whereas the time purchase for overtime 2 is 1.0385% of the monthly salary in each salary grade and step.

Payment for overtime shall be made in the following manner:

Overtime 1 Kl. 08.00 - 17.00 Monday – Friday.

Overtime 2 at 17.00 - 08.00 Monday – Friday.

Overtime 2 hrs 00:00 - 24:00 Saturdays, Sundays and special holidays.

Time purchase overtime 2 is paid simultaneously for work beyond 38.92 hours per week (168.63 hours based on an average month).

Fixed overtime that is marked as such in the wage system shall be paid as overtime 2.

All work performed at large festivals according to article 2.1.4.3 is paid with time purchase amounting to 1.375% of monthly wages.

If overtime work away from the fixed workplace is not paid according to the time sheet, an advance payment must be agreed with the respective employee and in consultation with the union.

Shift allowance is calculated from day work rates cf. § 1.3.1.

Guard allowance shall be:

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

55.00% from 17:00 to 24:00 on Fridays

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

55,00% kl. 08:00 - 24:00 Saturdays, Sundays and special holidays

75.00% from 00:00 to 08:00 on Saturdays, Sundays, Mondays and special holidays

120,00% kl. 00:00 - 24:00 public holidays pursuant to article 2.1.4.3, except that from 16:00 - 24:00 on the eve of holidays and New Year's Eve and kl. 00:00 – 08:00 on Christmas Day and New Year's Day the surcharge is 165,00%.

Partial hour is paid proportionally.

Payment for back‑up duty shall be calculated from the daily work purchase according to section 1.3.1 in the following manner:

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

45.00% 17:00 - 24:00 on Fridays

45.00% 00:00 - 08:00 Monday

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

45.00% at 00:00 - 24:00 on Saturdays, Sundays and special holidays

120,00% kl. 00:00 - 24:00 public holidays pursuant to article 2.1.4.3, except that from 16:00 - 24:00 on the eve of holidays and New Year's Eve and kl. 00:00 – 08:00 on Christmas Day and New Year's Day the surcharge is 165,00%.

Partial hour is paid proportionally. Payments for call-outs on night duty are governed by sections 2.3.3.1 and 2.3.3.2.

The working hours of employees shall be continuous as needed. Overtime shall be paid for work beyond regular hours with a shift allowance, according to section 1.5.1.

Payment for night and back duty during day shift periods according to article 2.2.1 is a 33.33% surcharge.

Time‑measured piecework for strikes.

During the period 08:00-20:00 Monday – Friday, payment is made for hourly provision work as follows:

From 1 Nov 2024: 2,925.87 kr.

From 1 April 2025: 3,083.87 kr.

From 1 April 2026: 3.238,06 kr.

From 1 April 2027: 3,396.73 kr.

1.6.1 Provisional provisions Copied!

1.6.2 Flat-rate piece work Copied!

Personal allowance (December allowance) during the contract period shall 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 ISK.

An employee who is on duty in the first week of November shall receive a paid personal allowance on December 1 each year, based on full‑time work for the period January 1 to October 31. The personal allowance is a fixed amount in krona and does not increase according to other provisions of the collective agreement. Holiday pay is not calculated on the personal allowance.

If an employee has performed part‑time work or worked part of the year, they shall be paid according to the work proportion for the period mentioned above. Likewise, an employee who has been absent from work but has worked continuously for at least 3 months (13 weeks) during the year shall receive a paid personal allowance, based on working time and work proportion. The same applies if the employee is on leave due to illness after the paying institution’s liability ends or on parental leave. Earned personal allowance shall be paid together with termination of employment.

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

It is permissible to pay additional wages beyond the regular monthly salary. The decision on the payment of additional wages shall be taken by the manager and be in accordance with the regulations of the Minister of Finance and Economic Affairs regarding the payment of additional wages. The amount of additional wages shall be within the budget allocation of the respective institution and be based on substantive considerations. Additional wages may be paid for up to six months, but if there is a reason, it is permissible to extend their payment by three months in principle, but never for longer than two consecutive years.

A work week for a full-time employee is 36 effective working hours.

It is permitted to organize work in a different way than in this section, provided there is an agreement between the employees and the institution's representatives and written approval from the contracting parties.

Contract parties are permitted to agree on the reduction of daytime working hours on working days, beyond the time limits set out in section 2.2.1.

Working hours shall be continuous as far as possible. For gaps in working time, payment is made according to sections 1.5.3 and 1.5.4.

Days off

General holidays are Saturdays and Sundays.

Special holidays are:

1. New Year's Day

2. Thursday

3. Long Friday

4. Saturday before Easter

5. Easter Day

6. Second day of Easter

7. First day of summer

8. 1 May

9. Ascension Day

10. White Sunday

11. Second day of Pentecost

12. 17. June

13. Merchants' day off

14. Closing day after 12:00

15. Christmas Day

16. Other at Christmas

17. Old Year's Day after 12:00

Public holidays are:

1. New Year's Day

2. Good Friday

3. Easter Day

4. Whit Sunday

5. 17. June

6. Deadline after 12:00

7. Christmas Day

8. Old Year's Day after 12:00

Provisional provision:

The employees who had May 1st as a major holiday for the signing of this agreement shall retain it as long as the employment remains continuous with the same institution.

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

Those institutions that have had a different work arrangement shall retain it.

The head of the institution is allowed to accommodate the wishes of individual employees for flexible working hours during the period 07:00 - 18:00 on working days. Consent of the contracting parties must be sought when such authorizations are granted.

A day worker who works part of his weekly working obligation outside regular daytime hours according to section 2.2.1 shall be paid an allowance according to section 1.5.1 for that part of his work. If an agreement has been made on a shift arrangement for the daytime period, according to section 2, sub‑paragraph 2.1.2 or section 2.2.2, no allowance shall be paid outside the time limits specified in section 2.2.1.

If work at the workplace falls down due to weather or other causes for which employees are not at fault, it shall be required to pay compensation for fixed regular working hours. In such cases it is permitted to assign employees other tasks for the benefit of the institution.

Overtime is considered work that takes place outside the allotted daily working hours or the employee's shift, as well as work that is performed by hand beyond the weekly working time obligation even if it occurs within the daily working period.

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

2.3.1 Outcall Copied!

If an employee, according to law or agreement, has a shorter weekly working obligation than provided for in § 2.1.1, any work beyond that shall be paid in accordance with §§ 2.3.5 and 2.3.6.

Irregular work beyond the regular work obligation or continuous work exceeding one month shall be compensated by purchase, which is paid for overtime.

Regular work of day workers within the day work schedule, for one month or longer, up to the required work based on full-time employment, shall be paid as a calculated proportion of the monthly salary provided that the employee has been notified of it before the work began. The same applies to regular work of shift workers, under the same conditions, regardless of the time of day the work takes place.

Thus it is directly up to the institutions to establish more detailed rules concerning overtime and when it is appropriate to discuss a revision of the work proportion, since overtime is regular or anticipated.

All overtime shall be paid in arrears for each month or each thirty days and shall be payable no later than 15 days after the last day of the billing period. The same applies to payment for overtime during sick leave.

It is permissible for an employee, by agreement with the employer, to accrue leave days due to overtime, in such a way that overtime hours are accumulated and taken as leave during the regular working period, but the overtime allowance is paid with the next regular payroll. An agreement shall be made regarding the taking of the leave and it shall be organized so that there is minimal disruption to the institution's operations. Leave according to the above, due to the previous calendar year, which has not been used by April 15 each year, or upon termination of employment, shall be paid out at the employee's regular wage rate with the next regular payroll.

If an agreement is reached between the parties, 1.62 hours of leave during daytime work may also be granted for each overtime hour, and then the overtime purchase payment is reduced, as it replaces the worked overtime hour.

The figure 1.62 is obtained by multiplying 156 hours based on the average month (including weekly work obligation which is 36 effective working hours) with an overtime factor of 2 which is 1.0385%.

When employees of the guesthouse travel with and attend to guests on business trips, each travel day shall be counted as up to 12 hours. Working time beyond the regular work obligation shall be paid as overtime. Due to overnight accommodation on business trips with guests, an additional 2 hours shall be paid.

2.3.2 Remote work supplement Copied!

Scope, etc.

With regard to scope, rest periods, work breaks and other matters, reference is made to the agreements of ASÍ, BHM, BSRB and KÍ and the state bargaining committee, the Reykjavík City and the Municipal Salary Committee from 23 January 1997, concerning certain aspects of work time organization, which is attached to this collective agreement as an annex and forms part of it.

In this regard, reference is also made to the guidelines of the joint committee on the organization of working hours, dated 16 February 2001. This joint committee is appointed pursuant to article 14 of the aforementioned agreement and is also tasked with dealing with disputes that may arise concerning the matters addressed therein.

Daily rest time - About work schedule

Working hours shall be arranged so that within a 24-hour period, calculated from the scheduled/customary start of the employee's workday, the employee receives at least 11 consecutive hours of rest. If this occurs, the daily rest shall cover the period from 23:00 to 06:00. It is prohibited to schedule work such that the working time within a 24-hour period exceeds 13 hours.

Planned or customary start of the working day – explanation If the start of the working day is scheduled, e.g., at 8:00, the time limit shall be based on that. If an employee, on the other hand, has a fixed working time that starts, e.g., at 20:00, the sun's position shall be based on that time limit. In shift work it is normal to base the start of the working day on the marked workday in the shift/guard roster. If there is no marked workday, e.g., an extra shift on a day off, the start shall be based on the time limit of the last marked workday.

An employee is entitled to at least a 15‑minute break if his daily working time exceeds 6 hours. Coffee and meal breaks are considered breaks in this context.

2.4.1 Deviation from daily minimum rest Copied!

2.4.2 Weekly rest day Copied!

2.4.3 Right to free days off Copied!

On‑call duty means that the employee is not at work but ready to respond to a call. It is not considered on‑call if the employee remains at the workplace at the request of the supervisor. For payment for on‑call duty see section 1.5.2.

An employee is entitled to time off instead of payment of a premium for back duty. A 20‑minute break is equivalent to 33.33% of the shift premium, a 27‑minute break is equivalent to 45% of the shift premium, a 72‑minute break is equivalent to 120% of the shift premium and a 99‑minute break is equivalent to 165% of the shift premium.

Back‑on‑call payment is reduced by the time overtime purchase is paid.

For regular night duty, leave shall be granted corresponding to a maximum of 80 hours for 1200 hours of night duty. This leave shall be provided proportionally based on the work ratio and working time. Night duty leave is limited to 80 hours due to clause 2.5.4 even if night duty hours exceed 1200. Efforts shall be made to take night duty leave alongside other work and as soon as possible.

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

Leave pursuant to article 2.5.4 may be granted when the year is ... but it is not permitted to transfer it between years.

It is permissible to agree with an employee on payment in lieu of free according to section 2.5.4. This payment is based on hourly rates in day work according to sec. 1.3.1.

It is permissible, with the agreement of the employees and the institution's representatives and with the written consent of the contracting parties, to agree on a different payment arrangement for on‑call duty than for regular duty. For example, it is permissible to agree on a certain number of hours for on‑call duty regardless of duration. If other on‑call payments are agreed upon, then according to § 1.5.2, taking into account the frequency of calls and the length of calls over a specified reference period, it may be agreed that on‑call payments do not count towards call duties, either partially or entirely.

Those who work on regular shifts shall receive an allowance for work performed at a time that falls outside the normal working hours according to clause 2.2.1.

If an employee's scheduled working time is on average 20% or more outside regular working hours, they are considered a shift worker.

Where work is performed on regular shifts, a draft shift schedule shall be submitted, showing the expected working hours of each employee, six weeks before it takes effect. The final shift schedule shall be submitted months before the first shift according to the schedule commences, unless an agreement is made with the employee for a shorter deadline.

Changes to the shift schedule required by the operation of the institution shall be made with the employee's consent. If the shift schedule is changed with less than 24 hours' notice, the employee concerned shall be paid a change fee equal to 2% of the monthly salary in each salary class and step. If the notice is 24-168 hours (one week), a change fee equal to 1.3% of the monthly salary in each salary class and step shall be paid. This refers only to changes in the scheduled shift and not to additional shifts.

If an employee takes a shift beyond the 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 on Saturdays, Sundays and special holidays, cf. section 2.1.4.2 based on an 8‑hour shift, a change fee shall be paid amounting to 1.3% of the monthly salary in each salary class and step, proportionally for longer or shorter shifts.

When compiling the duty roster, care shall be taken that holiday work is divided equally among employees.

On average, shifts shall be between 4 and 10 hours. It is permitted, cf. § 2.1.2, to agree on a different shift duration.

Where there is a need for overlap time during shift changes, it shall be included in the regular working hours.

The arrangement of shift work shall be such that employees receive, on average, two consecutive days off per week.

Annual working time obligation of shift workers who work on regular shifts shall on average be the same as for day workers. The working time obligation of shift workers therefore decreases by 7.2 working hours compared to full-time due to special holidays and major celebration days, according to article 2.1.4.2, which fall on Monday to Friday, except for the first day of the year and New Year's Day, which shall be 3.6 hours for each day compared to full-time. On average, the reduction in working time due to special holidays within the shift schedule period shall be omitted. If an employee wishes to accumulate working time due to special holidays and major celebration days, he shall inform his supervisor about it for the submission of the shift schedule when overtime occurs. The supervisor is obliged to comply with the employee's request as it will affect the institution's operations. In cases where working time due to special holidays and major celebration days is transferred between months, it shall be kept track of and staff informed regularly. Work that falls on special holidays and major celebration days shall also be compensated with overtime according to article 1.5.1.

Regular on-call duty refers to shifts that are scheduled every day, including special holidays and major celebration days. In cases where an institution is closed on a special holiday or major celebration day, an employee who is on duty that day, according to the scheduled duty roster, receives leave equal to the shift instead of a reduction in work obligation, taking into account the length of the shifts.

2.6.1 Weight of mandatory working hours for shift workers Copied!

2.6.2 Shift allowance Copied!

By "maintenance work" is meant; time-measured provision work, fermet measurement and maintenance in hourly work.

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

Other matters concerning termination, but what can be included in this agreement depends on the framework agreement between VMSÍ on the one hand and the Minister of Finance on behalf of the state treasury, the City of Reykjavík, VSÍ and VMS on the other hand, from 1 November 1994.

All regular overtime intended to be performed as time-measured clause work shall be paid according to the time-measured clause work rates, until a measurement has been carried out.

Work on cleaning/primary cleaning is compensated with overtime rates according to the fifth wage class, at a different level if it is not part of the employee's general work obligations. However, it shall never be lower than the rate that corresponds to the higher tariff in time-measured provision work for dismantling.

No payment shall be made for a period shorter than 3 hours for cleaning work, based on the applicable tariff.

A cleaning worker on hourly work shall be entitled to 3 hours of work with a combination of cleaning areas within the same building or multiple buildings where it is advantageous.

Cleaning work performed during the period 08:00-18:00 from Monday to Friday on a half-time basis or more may be paid as monthly wages since, by their nature, they are not performed as piecework.

If it is not possible to go to the premises at the regular time due to circumstances at the workplace or the time specified in the work description and the employee has not been informed before arriving at the workplace, he shall be paid according to the relevant tariff while he is waiting at the work site. The employee is responsible for providing information about the duration and reasons for the waiting time to his supervisor as soon as possible.

Employees are permitted to consume food and beverages during their work where the nature of the work allows, and such breaks shall be considered part of working time.

Permission is granted by agreement of the institution's management and a simple majority of the employees concerned to determine daily breaks that are at the employees' discretion. The determined length of these extends the daily presence of employees accordingly, as such breaks are not considered part of active working time.

At those institutions where breaks are determined by such an agreement and work is performed during the break at the request of a manager, it is compensated with overtime pay.

Those individuals and/or work groups who, prior to the entry into force of this agreement, received regular payments on average according to article 3.2 of the older agreement, shall maintain comparable payments pursuant to schedule 2.

Employees who are working at a fixed workplace shall have access to a dining room as far as we are able to provide it. The dining room is considered the place in this case where hot and cold food, delivered or prepared on site, can be served. The premises and facilities shall be in accordance with the requirements of the relevant health authorities. Employees shall pay the cost of the food itself, but other operating costs shall be paid by the relevant institution.

In workplaces where there is no operational kitchen, an effort shall be made to ensure employees have access to a nearby kitchen provided by the employer, or equipment shall be provided to transport the food to the workplace cafeteria so that the transport of the food for employees is at no cost.

If the institution purchases food from another party but payment is made under paragraph 3.2.2, employees shall pay for comparable food an amount equivalent to the average price that employees pay in the catering facilities of the Government Offices.

The average price of food is 968 ISK as of 1 September 2023. The amount of the average price is published on the State's Labour Market Square: www.mannaudstorg.is.

An employee who does not have access to the cafeteria but should have it according to § 3.2.1, or who is on duty when the workplace cafeteria is not open, shall have it compensated with food vouchers not exceeding 639 ISK, provided the employee's daily work duty is 6 hours or longer.

The amount of parental benefit changes every three months in accordance with the food group consumer price index (01 Food and beverage items) using the May 2024 index as the base index (236.6 points) based on sub‑indices from 2008.

Where catering facilities are on workplaces, employees who purchase food there shall appoint 2 trustees from their group to monitor the operation of the catering facility and have access to its accounts.

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

Leave shall be 30 days (216 hours based on 36 effective working hours per week) for full-time employment. The accrual of leave shall be proportional to the employment ratio and the employee's working time.

The employee shall receive 13.04% holiday pay on overtime and surcharge payments according to this agreement.

Holiday supplement during the contract period shall 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 1 each year, an employee who is employed until April 30 of the following year shall receive a paid special one‑off payment, a holiday supplement, calculated based on full‑time work for the upcoming holiday year. The payment shall be proportionate to the work ratio and working hours.

If an employee has been dismissed during the vacation year due to age or after at least 3 months/13 weeks of continuous work during the vacation year, they shall receive paid vacation supplement proportionally based on the time worked and work proportion. The same applies if the employee was dismissed due to illness after the employer's payment obligation ends or due to parental leave. Vacation supplement is a fixed amount and does not change according to other provisions of the agreement. Vacation pay is not calculated on the vacation supplement. Earned vacation supplement shall be settled together with termination of employment.

The vacation year is from 1 May to 30 April.

If changes occur in the work proportion during the leave year, they must be taken into account in the wage calculation when taking leave.

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

The employee is entitled to 20 days of leave, of which 15 consecutive days during the summer vacation period and the full leave at the same time will therefore be taken due to the institution's work.

The manager decides, in consultation with the employee, when leave shall be granted. The manager is obliged to comply with the employees' wishes regarding when leave shall be granted, as this will be necessary due to the institution's operations. A decision on summer leave shall be made as soon as possible and no later than March 31, and communicated to the employee in a verifiable manner, such as in the institution's time‑recording system, unless special circumstances prevent it.

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

Transfer of leave between years is prohibited, see however article 4.6.2 and 4.6.3.

If an employee does not take vacation or part of vacation, upon written request of the manager, the vacation can be carried over to the next vacation year, provided the employee has not completed vacation taking in the vacation year. The same applies to an employee on parental leave. In such cases, vacation can be accumulated but never exceed 60 days.

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

If an employee falls ill during vacation, that time is not counted as vacation days, as the employee can provide a medical certificate that they cannot take vacation.

The supervisor must be notified without delay in a verifiable manner if it concerns illness or an accident during leave.

In such cases it is permitted to carry over untaken leave to the next year.

If an employee comes from another job without having taken earned leave there, he/she is entitled to unpaid leave until 30 days of leave have been reached.

If an employee who had paid leave on 1 May 2020, up to 60 days, has not used those days by 30 April 2023, the remaining days shall be deducted.

The estate of the deceased shall be paid the employee's accrued leave entitlement.

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

The cost of domestic travel on behalf of the employer shall be paid according to an invoice, provided that satisfactory supporting documents accompany it. The same applies if part of the working day is performed so far from a fixed workplace that the employee needs to purchase meals away from home or the fixed workplace.

Employees shall receive an advance payment of estimated travel costs.

The settlement of travel expenses, including mileage allowance, follows the same rules as the settlement of overtime.

Accommodation and meal expenses shall be paid with per diems, whether there is an agreement on this or not, it is possible to submit invoices.

Daily allowances for domestic travel shall be determined by the committee according to section 5.7.

If accommodation is provided in property owned by or on behalf of the institution, no daily allowance shall be paid for lodging unless otherwise agreed each time.

There is an agreement between the parties that the per diem travel expense committee for food costs shall be divided into 8 units for all meals of the day as follows:

1. annual wage 1 unit. 2,075 ISK.

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

3. Lunch 2 units 4,150 kr.

4. Afternoon coffee 1 unit. 2,075 ISK.

5. dinner 2 pcs. 4,150 ISK.

6. Evening coffee 1 unit. 2,075 ISK.

The above amounts are valid from 1 October 2024.

Daily allowances according to section 5.2.4 are a reimbursed repayment of incurred expenses. Consequently, in workplaces where coffee breaks have been reduced to shorten the daily working hours, those coffee breaks are not counted towards daily allowance units.

In advance, the institution and the employee shall determine which method of travel expense payment shall be applied each time. In each individual trip, only one payment method may be used, i.e., payment according to submitted invoices or payment of per diem.

The employee shall seek work at a fixed place of employment on his/her own initiative and in his/her own time.

The following exceptions are from clause 5.4.1:

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

An employee is not entitled to travel or paid travel expenses for a distance greater than 15 km (as the crow flies) from the workplace.

If the provisions of paragraph 5.4.2.1 do not apply, but the workplace is within a densely populated area, the employee shall be provided with travel to and from the workplace within 15 km distance (as the crow flies), but only beyond 1.5 km (as the crow flies), when the employee starts or finishes work during the period from 00:00 to 07:00 on working days and from 00:00 to 12:00 on public or special holidays according to sections 2.1.4.2 and 2.1.4.3.

Institutions that are situated at least 1.5 km beyond the outer boundary of the nearest built-up area shall, in the institutional agreement pursuant to section 11, arrange for the reimbursement of travel costs for employees who do not live on site.

It is permitted in the basic agreement according to section 11 to agree in more detail how the provisions of this section shall be implemented in individual cases, as well as when special circumstances are involved, for example stays in uninhabited areas, at sea or extended stays on trips.

When an employee goes beyond the initiative of the employer and on his/her behalf, payments for such inconvenience shall be made in the following manner:

If a flight departure occurs on a working day before 10:00 and/or a return after 15:00, the employee shall receive payment equivalent to three overtime hours at 33.33% surcharge according to article 1.5.1 for each case.

On public and special holidays, the corresponding remuneration shall be, except for six overtime hours at a 55% surcharge pursuant to § 1.5.1, irrespective of when the day's flight occurs.

It is permitted to agree on free time instead of payment for travel time, so that a 33.33% surcharge corresponds to a 20‑minute free period, and a 55% surcharge corresponds to a 33‑minute free period.

Travel expenses for foreign trips other than transportation costs shall be paid with per diems to be determined by the committee according to section 5.7.

Daily allowances for overseas travel shall cover all ordinary travel costs, other than transportation fees, such as expenses for trips to and from airports, meals, accommodation, minor incidental expenses, and any kind of personal expenses.

Daily wages for courses, training, and supervisory work shall be determined by the committee according to article 5.7.

The amounts of per diem for accommodation and meals, as well as the reimbursement for the use of employees' private cars 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 that work unit, they are considered part of it and shall be entitled to free transportation during working hours to and from the home base as follows:

1. Weekly, if the distance from the residence of the work group to the home base of the group via the main road is within 450 km.

2. Semi-monthly if the distance is 451 km or more. The employee shall not be allowed to reduce leave by more than 48 hours between trips according to this provision.

Despite the provisions of article 5.8.1, work groups are entitled to free daily transportation during working hours from residence to home base if the distance from the home base is within 60 km and traffic or weather does not impede home transportation.

If one or two persons are involved, they shall, in the same way, be provided with guaranteed trips to and from the workplace by institutional vehicle or by their own car against a per‑kilometre charge.

Employees of the work group may agree among themselves to reduce home trips from what is currently allowed, if they have agreed to consolidate leave.

Regarding domestic transport, which is not covered by the provisions above, it shall be agreed upon each time.

All employees shall enjoy the rights according to law no. 46/1980 on equipment, health practices and safety in the workplace, as long as their work does not fall under other laws.

6.2 About workplaces

The workplace shall be made so that it provides the fullest safety, good facilities and health conditions, see section VI of law no. 46/1980.

It is assumed that staff can perform their regular duties within a normal working day. It is important that institutions adopt a presence policy where, among other things, the boundaries between work and private life are tightened. In cases where staff need to work outside normal working hours, this shall be stated in the job description and the terms of employment of the concerned. Otherwise, special payment shall be made for overtime that a manager requires from an employee outside normal working hours.

The most common medicines and medical supplies shall be available at the workplace for use in the first response to accidents. Medicines and medical supplies shall be kept in custody and be the responsibility of supervisors and safety officers.

Workplaces shall have available for use equipment and safety gear that the State Labour Inspection deems necessary.

Safety equipment, safety technicians and safety committees shall be provided in accordance with Chapter II of Law No. 46/1980.

Care shall be taken, according to regulations, that an employee is alone at work where the risk of accidents is high.

This matter shall be negotiated where it applies.

In the event of an accident or poisoning at the workplace, the responsible person of the relevant institution shall report it to the police or the Emergency Line and the State Labour Inspection by telephone or by other means as soon as possible and no later than within a solar day.

Otherwise, the rules No. 920/2006 concerning the organization and implementation of occupational safety work at workplaces shall be followed.

The employer shall also notify the State Insurance Office, accident insurance department, of accidents that occur at the workplace or on the direct route to or from work, on special forms provided there. While the employee receives paid accident compensation from the employer due to incapacity for work, the employer receives paid accident benefits from the accident insurance department.

In workplaces where there is a specific risk to the health of employees, the relevant trade union may request a special medical examination of the staff. If the specially trained state labor inspectorate physician deems such an examination necessary, it shall be carried out as soon as possible.

Employees shall be accident insured all day long for death or permanent disability. Different benefit amounts and insurance terms apply depending on whether the employee suffers an accident at work or outside work. The terms of these insurances are governed by special regulations no. 30/1990 and no. 31/1990 set by the Minister of Finance.

Death accident benefits are:

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

Due to accident outside work: 1,469,500 ISK.

Due to accident at work: 1,469,500 ISK.

The rightful owners of these death benefits are legal heirs.

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

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

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

The beneficiaries of these death benefits are the parents and children. If both parties receive compensation, one-third of the benefits go to the parents and two-thirds of the benefits are divided equally among the children.

3. If the deceased was married or in a cohabitation that in other respects may be equated to marriage and had been in such a relationship for at least 2 consecutive years before his death, compensation to the spouse or cohabitant shall be:

Due to an accident outside work 6,157,700 ISK.

Due to an accident at work 17,559,800 ISK.

The rightful claimant of these death benefits is the relevant spouse or cohabitant.

4. If the deceased leaves behind a child under 18 years of age, for which child:

Due to accident outside work: 1,469,500 ISK.

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

A child of the deceased, aged 18‑25, who is studying at secondary school or university level for at least six months of the year, is considered the insured's relative and is also entitled to compensation.

The beneficiaries of these death benefits are the respective children. Payments are made to the child's legal guardian.

5. With children in sections 2 and 4, it refers to biological children, adopted children, stepchildren, children of the cohabitant and foster children, to which the other party was required to disclose, see article 53 of the Children Act, No. 76/2003.

6. Benefits are paid only according to one of the items 1, 2 or 3. In addition to benefits according to items 2 and 3, benefits according to item 4 may also apply.

Insurance amounts due to permanent disability are:

Due to an accident outside work: 11,836,800 kr.

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

Benefits are paid in proportion to the insurance amounts, but in such a way that each disability level from 26-50% counts double and each disability level from 51-100% counts triple.

The insurance amounts referred to above are based on the consumer price index in October 2025, 661.4 points. The indexation of compensation 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 is liable for damages to the insured, accident benefits under these accident insurances shall be paid in full, and any compensation deductions that he may be required to pay.

An employee who, in the course of his work, attends to an individual who, to a limited or even no extent, can be held responsible for his actions, has the right to direct his claim for damages due to bodily or oral injury to the employer. In the assessment and settlement of the claim, the general rules of tort law apply.

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

Employees' luggage on business trips on behalf of the employer shall be insured according to the luggage insurance regulations no. 281/1988.

If an employee is proven to have suffered damage to common necessary clothing and work equipment, such as aprons, glasses, etc., it shall be compensated according to assessment. If no agreement is reached, the damage shall be assessed by one representative from each party.

Such damages shall only be compensated if they arise from negligence at the workplace. Such damages shall not be compensated if they are demonstrably due to the employee's negligence or gross negligence.

Employees are not required to provide their own tools unless specifically agreed.

Where personal protective clothing or special protective garments are required, e.g., work overalls, employees shall be provided with such clothing free of charge. The same applies to protective clothing for non‑hygienic work and work that involves an unusual degree of wear.

Employees shall be provided, at no cost, with the protective equipment required according to safety regulations (such as safety shoes, ear protectors, gas masks, and safety helmets), as employees are required to use it.

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

Cleaning of clothing according to sections 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 take good and conscientious care of work clothing and protective garments.

If an employee leaves the position, they must return the last personal expense they received.

Further agreement shall be made with the unions on these matters, such as to what extent special contamination at work should be taken into account, see Appendix 1.

It is permitted to pay the employee a clothing allowance of ISK 28 (effective 1 April 2024) per working hour. This payment shall replace the allocation of general protective clothing.

From 1 April 2025 kr.30

From 1 April 2026 kr. 31

From 1 April 2027 kr. 33

Clothing allowances follow the wage step increases.

Payment per square meter in surface cleaning is kr. 5.82. Then 750/156 = 4.8077. 28/4.8077 = 5.82 (effective from 1 November 2024).

In health institutions where it is required, due to special treatment measures, that an employee uses their own clothing instead of work clothing or similar protective clothing according to article 8.2, the employer is allowed to pay the employee a special clothing allowance of 4,125 ISK per month based on a full-time day shift.

This payment shall be adjusted on a three‑month basis in accordance with the change in the clothing index in the consumer price index (031 clothing) using the September 2025 index as the base index (178.3 points based on sub‑indices from 2008).

The parties agree that, as a rule, it is not necessary to specifically assign an employee to perform the duties of a manager unless the manager's absence lasts longer than 7 consecutive working days.

If the employee's main work is paid as a substitute position of a manager, the employee shall receive salary according to the manager's grade, provided he performs that work for more than 4 consecutive weeks or has performed the manager's work for more than 6 weeks in each 12-month period. Salary according to the manager's grade shall be paid only after the end of the mentioned 4 or 6 weeks.

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

An employee who attends an education or training course pursuant to the authority of the institution, or in accordance with the continuing education / professional development plan of the relevant institution, shall retain regular wages during that time and receive reimbursement of costs in accordance with the provisions of Chapter 5.

An employee who, with the approval of the manager and/or the head of the relevant institution, undertakes recognized training related to his/her work or attends an approved continuing or further education course, shall receive a fixed salary with full overtime pay while such training lasts, up to three months in each three-year period of employment. The salary proportion during study leave shall be as close as possible to the average salary for the period in which the right was earned.

It is permitted to grant shorter or longer study leave over a shorter or longer period.

An employee shall be entitled to unpaid leave if he is offered an opportunity and/or grant to work on a specific project, including those related to his work. Such leave shall be taken in consultation with the institution’s manager.

The wage payer pays a monthly contribution of approximately 0.82% of the total wages of union members Efling to a special fund, the Development and Continuing Education Fund.

The institutional agreement is part of the collective agreement and is, among other things, intended to promote a more efficient wage system that takes into account the needs and tasks of the institution and its employees. It is a special agreement between the institution and the trade union regarding the adaptation of certain aspects of the collective agreement to the needs of the institution and its employees, taking into consideration the nature of the activity, organization and/or other factors that give the institution its uniqueness. Cooperation committees or committees pursuant to article 11.4.1 are responsible for the drafting and amendment of institutional agreements.

The parties to the collective agreement agree that their aim, by handing over to the institution and its union/employee association the implementation of certain aspects of the agreement, is to strengthen the institution's operations in the long term and thereby create the basis for better working conditions for employees. It also aims to bring decisions on wage setting closer to the workplace, where it is possible to respond more quickly to changes occurring in the work and organization of the institutions.

The purpose of the basic agreement is to strengthen cooperation between employees and management in the workplace in order to improve the quality of public service. It also aims to give employees the opportunity to develop and improve themselves in their work, thereby increasing the possibility of better conditions.

The cooperation is intended to improve the institution's operational organization, improve the utilization of operating capital, and create a basis for further increased efficiency and a more effective wage system.

When drawing up a basic agreement, the ordering of tasks into salary groups shall be agreed according to 11.3.2.1, and there the tasks and responsibilities involved in the position, as well as the competence (skill level/specialization) required to perform the job, shall be primarily assessed.

Job description is one of the premises for classifying jobs into salary groups and it shall be reviewed in line with the development of the respective occupation and at the same time the classification of the job shall be re-evaluated.

Meta shall rank personal and time-bound factors for classification into stress levels. Such stress shall be subject to reassessment. Time-bound factors may vary from one time to another. The conditions of stress factors shall be reviewed when there are changes in the employee's area of work or after further implementation in the collective agreement.

In determining the ranking of tasks, it shall generally be based on three factors that constitute the composition of wages for each individual. The factors are:

Work ordering.

Classification was based on the assumption that it concerns a permanent/continuous area of work and the definitions of the job classification of the Statistics Office (now ÍSTARF95, 2nd edition) shall be taken into account. There, first and foremost, the tasks and responsibilities (such as management) involved in the position shall be assessed, together with the competence (education/qualification level/specialization) required to be able to perform the job. Then consideration shall be given to where the particular job is placed within the institution's hierarchy or other formal organizational structure.

Personal factors.

Wages for individual factors are permanent as a reward for, for example, the skills or experience of the respective employee. Examples of individual factors:

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

Market pressure or demand pressure.

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

Increased competence of the employee, e.g., formal education or the employee's initiative in acquiring further training and knowledge that is useful in the job, e.g., through job-related courses. In particular, formal education completed with a recognized degree should be valued.

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

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

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

Temporary increased responsibility.

Implementation of projects.

Development and innovation.

Specific load and difficulty level.

Flexibility and adaptability of working hours.

Acquisition of new projects and ideas.

Factors according to 11.3.2.3 are only assessed for ranking in workload levels. Temporary factors are usually individual but can also be related to groups and even group performance.

The above factors may vary from time to time and the surcharge on wages is therefore variable. The aforementioned factors shall be reviewed when there are changes in the employee's area of work or according to further implementation in the basic agreement.

Either party, the institution or the representatives of the trade union, may request a revision of the charter agreement if there are substantial changes in its premises. Not infrequently, every other year, it shall be assessed whether the premises of the occupational classification have changed such that there is reason to make changes to the charter agreement.

For those institutions that do not implement the collective agreement and therefore do not have their own joint committee, a special committee composed of up to three representatives from each party, i.e., the union/employees and the institution, shall make an agreement on changes to the institutional component, which is subject to the confirmation of the joint committee.

As an example of changes to the assumptions, one can mention the changed job classification in the central collective agreement and changes to the assumptions of job classification at the institution and/or changes to the role or activities of the institution.

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

In those state institutions that carry out the implementation of collective agreements under the authority of the Minister of Finance, independent cooperation committees shall be established, composed of up to 3 representatives from each party, i.e., the union/employees and the institution, and 3 alternates. In any case, a confidant at the workplace shall be the chairperson in the committee on behalf of Efling. The chairperson appoints the institution's representative.

The cooperation committee shall, among other things, have the role of discussing the premises of job classification, the ordering of individual jobs into salary groups, and reaching agreements on disputes that may arise from this agreement. Likewise, the committee shall discuss the ordering of jobs according to §25 of law no. 94/1986 on collective agreements of public employees. In special cases where an employee does not fall under the general definitions, it is permissible, with the agreement of the cooperation committee, to place a specific job in the relevant salary group into a higher salary group.

For those institutions that do not implement collective agreements, the contracting parties shall, in the same manner, appoint up to three representatives to the joint committee and three alternates. The State Treasury shall, according to the delegation, assume the role of the Minister of Finance for those institutions that do not implement collective agreements.

Either party may refer disputes to the committee and call it into action. A case shall be directed to the claimant in writing. The claimant shall attend a joint committee meeting as soon as possible, but no later than four weeks after the case is received. The joint committee shall answer cases within 5 weeks from when they were first formally presented at the committee meeting. If the joint committee agrees on changes to the order or other matters that have been referred to it, such change shall apply from the next month‑turn after the case was first formally presented to the committee unless otherwise specifically decided.

If no agreement is reached in the committee within three months from the time the case comes before it, either party may request that a representative from the ministry of the relevant institution and a representative appointed by the relevant union be included in the joint committee.

If an employee becomes unable to work due to illness or accident, they must immediately report it to their supervisor, who decides whether a medical certificate is required and whether it should be from the confidential doctor of the relevant institution. A medical certificate may be required from an employee for incapacity whenever the head/supervisor of the institution deems it necessary.

If an employee does not report to work due to illness or injury for more than 5 working days combined, they must prove their incapacity for work with a medical certificate. If the absences are repeated, they must prove their incapacity for work with a medical certificate according to the further decision of the manager/supervisor.

If an employee is unable to work due to illness or injury for an extended period, they must renew their medical certificate according to the further decision of the manager/supervisor, but not less often than monthly. An exemption may be granted based on the recommendation of the occupational health doctor if they deem it appropriate that a longer sick leave is involved.

An employee who is unable to work due to illness or accident shall be required to undergo each usual and recognized medical examination that the occupational health physician may deem necessary in order to determine whether the absences are legitimate, as the cost of the doctor's appointment and necessary medical examinations is paid by the employer.

The employee shall be reimbursed fees for medical certificates as required pursuant to §§ 12.1.1-12.1.4. The same applies to an interview with a doctor for obtaining a certificate.

The employer shall pay the employee the expenses that the employee has incurred as a result of an accident at the workplace, and the public accident insurance does not compensate according to §32 of law no. 100/2007 on public insurance.

An employee hired for work on a monthly salary pursuant to § 1.1.1 of the wage agreement for at least 2 months shall receive wages pursuant to § 12.2.6‑12.2.7 as long as his sick days, counted in calendar days, do not exceed the amount specified here for each 12‑month period:

Work time Number of days

0-3 months of service: 14 days

Next 3 months of service: 35 days

After 6 months in employment 119 days

After 1 year of employment, 133 days

After 7 years of service, 175 days

In addition to the accrued right, the right to monthly salary according to § 1.1.1 of the collective agreement is also compensated for 13 weeks or 91 days if the inability to work is due to a work accident or occupational disease. Payments according to §§ 12.2.6-12.2.7 are not added to this salary.

Work time Number of days

After 12 years of service 273 days

After 18 years of service, 360 days

Salaries are not paid beyond the period the appointment is intended to last, except in the case of a work accident, in which case the employee continues to receive payments until he is deemed fit for work or he exhausts his right to wages, whichever occurs first.

An employee who is hired for part-time work, cf. however § 12.2.3, or who is hired for less than 2 months, shall receive wages according to §§ 12.2.6 - 12.2.7 as long as his sick days, counted in calendar days, are not more in any 12 months than stated here:

Work time Number of days

In the 1st month of employment 2 days

In the 2nd month of employment, 4 days

In the 3rd month of employment, 6 days

After 3 months in employment, 14 days

After 6 months of employment, 30 days

In addition to the accrued right, the right to daily wages for 13 weeks or 91 days is also granted if incapacity for work arises from a work accident or occupational disease. With these wages, payments pursuant to §§ 12.2.6-12.2.7 are not added.

Salaries are not paid beyond the period the appointment is intended to last, except in the case of a work accident, in which case the employee continues to receive payments until he is deemed fit for work or he exhausts his right to wages, whichever occurs first.

The right of a pensioner in hourly work, or any other type of work, to wages due to incapacity caused by illness or accident shall be one month in each twelve‑month period. Sick pay shall be based on the average daily wages of the last three months for illness.

Wages shall be paid even if the appointment is not intended to continue.

An employee who fulfills his work obligations irregularly or in a way other than a day worker in regular work shall be deemed to have been absent for one week when he has been unable to work due to illness or injury that corresponds to his weekly work obligations, and proportionally when it concerns a shorter or longer absence due to incapacity.

In assessing an employee's right to compensation according to article 12.2.1, in addition to the period of service with the respective employer, the period of service with state institutions, municipalities and self-governing institutions, which are largely funded by public funds, shall also be counted.

During the first 3 months of continuous employment, prior service according to this article shall not be taken into account unless the employee in question has continuous service with the aforementioned employers for 12 months or more.

In the first week of sick leave and accident leave, or the period equivalent to one week of a work‑obligated employee, an additional payment to the monthly salary shall be paid in accordance with § 1.1.1 of the wage agreement; fixed payments such as overtime, shift allowance, guard, security and inconvenience allowances, and payments for idle time during working hours, provided that it concerns a predetermined working time according to regular shifts or regular work of an employee who has been employed for 12 calendar months or longer, or is intended to be employed for at least that long.

After the first week of sick leave and accident leave, or the period equivalent to one week for an employee required to work, in addition to the wages payable under § 12.2.6, he shall be paid the average of his overtime hours and adjustment fees under § 2.6.2 that he received during the last 12 monthly settlement periods for overtime or the last 12 full calendar months. In calculating overtime pursuant to this article, overtime hours that have been paid under § 12.2.6 shall not be taken into account.

An employee of schools and other institutions where regular work occurs in the latter part of the year shall, instead of the rule of this, only receive paid overtime other than that specified in § 12.2.6 for the months in which regular work takes place, and the number of overtime hours shall be determined by calculating the monthly average of the applicable overtime hours that he was paid for during the last nine full employee months of the institution, or the corresponding period if the employee months are fewer or greater.

If an employee is absent due to vacation during the reference period according to § 12.2.7, it shall be considered that he has the same average overtime of vacation days as the rest of the period.

If an employee becomes unable to work due to an accident at the workplace or on a reasonable way to or from work, wages shall be paid according to § 12.2.7 from the beginning of the absences.

If an employee on medical leave and with the manager's permission works reduced hours due to accident or illness, the sick pay for a day shift shall be calculated based on the proportion of work that is missing for him to perform full duties.

An employee who has been unable to work due to illness or injury continuously for 1 month or longer may not resume work anew unless a doctor certifies that his health permits it. A certificate from the treating physician of the relevant institution may be required.

If an employee is unable to work due to illness or injury for several months, alternating each year over a five‑year period, and it is not clearly proven according to the provisions of § 12.3.1 that he has received a health compensation intended to be permanent, he may be dismissed from employment due to health reasons.

When an employee has been continuously absent from work due to illness or injury without pay for a period equal to the time for which he was entitled to receive wages during his absence pursuant to article 12.2.1, he may be dismissed from employment due to health reasons.

The above provisions regarding sick leave and accident benefits shall not therefore be a precondition for an employee to resign from his position if he wishes, provided that, according to a medical certificate, he has become permanently unable to perform work due to ill health. A certificate from the confidential doctor of the relevant institution may be required.

When an employee is dismissed from employment pursuant to §§ 12.4.1-12.4.3, he shall continue to receive fixed wages according to § 12.2.6 for 3 months.

The same applies to payment due to the death of an employee if the deceased was in marriage, a permanent cohabitation, a registered partnership, or a cohabitation that may otherwise be equated with marriage within the meaning of Article 37 of the Public Insurance Act No. 100/2007.

When an employee is provided a solution pursuant to §§ 12.4.1‑12.4.3 or he dies, his wages shall be paid, as otherwise would have been done, up to the end of the settlement or bereavement month before wages pursuant to §§ 12.5.1‑12.5.2 become due. This does not apply if wage payments have already been completed, e.g., because the right to sick pay pursuant to §§ 12.2.1‑12.2.10 was exhausted.

A record of the employee's sick days shall be kept for each institution. If an employee transfers between positions, his sick days in both positions shall be combined as appropriate.

Sick leave taken by an employee during parental leave is not counted as sick leave accrual, and the employee is not entitled to wages for sick leave or injury cases during that period.

A parent/guardian is entitled to be absent from work for a total of 12 working days (86.4 mandatory work hours based on full‑time) each calendar year due to illness of their children under 13 years of age, provided that no alternative care is available. During these absences, the employee shall receive daily wages and on‑call allowance in accordance with the regular duty/guard roster. This right does not affect the employee’s entitlement under other sections.

The employer shall pay a monthly contribution to the pension and health insurance fund Efling amounting to 0.75% of the employee's total wages.

The employer's contribution to the Rehabilitation Fund shall be 0.13% of the total wages of the members.

However, the contributions of employers and those who engage in independent activities and pension funds to the occupational 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 concerning the interpretation of this section, the opinion of a special advisory committee on sick leave shall be sought and it shall be taken into account by the parties' joint committee.

This section applies to a parent who works at least 25% of full-time and has been employed continuously for 6 months prior to the birth of their child with the relevant employer and has a valid appointment at the start of the leave.

Regarding the collection and protection of rights in parental leave, it shall be in accordance with Article 14 of Law No. 95/2000 on maternity and parental leave.

An employee who has taken parental leave is, according to the above, considered released from work obligations while his parental leave is in effect, see Section 29 of the aforementioned laws.

An employee on parental leave is entitled to payment of summer leave, personal and holiday supplements

Mothers have the right to necessary leave from work for maternity care and shall retain the right to payment of daily wages and, where applicable, overtime according to the regular duty roster (such as for a child's illness), provided that such examination must take place during working hours.

Employees who need to be absent due to technical training are entitled to daily wages and, where applicable, on‑call allowance according to the regular duty roster (e.g., 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 total wages into the pension fund of the relevant trade union.

The employer's contribution shall be 11.5%. This contribution is based on the following assumptions: that there will be no changes to the pension system of public employees and if actuarial assumptions lead to changes in the contribution at the State Employees' Pension Fund, then the contribution shall be changed in the same manner according to this article.

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

When paying wages to an employee, he has the right to receive a payslip bearing his name. The payslip shall list the employee's fixed salary, the period the payment covers, the number of overtime hours, the accrual of vacation rights, and the breakdown of individual earnings and deductions that result in the paid wage amount.

The employer shall be responsible for withholding union dues from the employee's earnings for the relevant affiliated union and make a monthly payment of them to the union. Union dues shall be a proportion of the employee's total wages. Changes to the percentage of union dues shall be notified to the employer in writing at least 4 weeks before they take effect in the payroll system. Changes shall be aligned with the start of the month.

The State Treasury, under the authority of the Ministry of Finance, calculates the wage tables that result from this agreement. They shall sendr Efling for review before they are published in the state's payroll system.

Members Efling shall have preferential right to work in the jobs covered by this agreement, as the union remains open for admission to people who apply and meet the general admission criteria according to the union's statutes.

The institution's representative shall always have free choice regarding which members Efling are hired for work.

16.2.1 Election of confidential employees Copied!

Confidential staff at the workplace shall, in consultation with superiors, be allowed to protect, as needed, time for tasks that may be concealed from them by employees at the relevant workplace and/or the relevant affiliated organization due to their duties as confidential staff, and their wages shall not be reduced because of this.

Confidential persons shall be permitted, in connection with a dispute matter, to review data and work reports that the dispute concerns, for data to which confidential persons have access.

Furthermore, a confidant on his own initiative may request information about the wages and terms of employment of foreign employees if he believes that the provisions of the collective agreement have not been complied with. If the confidant is not present, a union member may request the information on his behalf.

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

16.3.1 Confidential staff arrangements Copied!

16.3.2 Complaints of confidential persons Copied!

Union representatives at each institution shall be allowed to call a meeting with staff twice a year during working hours at the workplace. The meetings shall begin at one o'clock before the end of the working day as appropriate. The meetings shall be convened in consultation with the relevant affiliate and the institution's representatives with three days' notice unless the agenda item is very urgent and directly related to problems at the workplace. Then one day's notice is sufficient. Employees' wages shall not be reduced because of the first hour of the meeting time.

Confidential agents shall be allowed to attend parliament, meetings, conferences and courses on behalf of the relevant trade union for up to one week once a year without reduction in regular wages. The same applies to the board members of the union. The manager shall be notified of such absences with at least one week's notice.

Those members who are elected to the bargaining committee or election committee of the relevant trade union shall be granted permission to carry out that task without reduction in regular wages. The supervisor must be notified of such absences with reasonable notice.

Confidential representatives shall, at no cost to them, with the institution's superiors, submit complaints on behalf of the employees.

It is prohibited to dismiss union representatives from employment because of their duties as union representatives or to otherwise penalize them for the fact that the relevant trade union has assigned them to perform union representative duties on its behalf.

Union representatives at 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 receive regular wages for up to one week per year. In institutions where more than 15 members are employed, union representatives shall receive regular wages for up to two weeks in the first year. This applies to one union representative per year at each institution when the number of members is 5-50, and to two union representatives when the number of members exceeds 50. The courses shall be approved by the contracting parties.

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

If a confidential employee attends a full‑day training, he shall not be required to work on that day. In all cases, the institution's manager must be notified with reasonable notice of absences due to training.

17.1.1 Termination based on length of service Copied!

17.1.2 Termination after completed probation 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 a worker who is hired temporarily terminates at the end of the contract period without notice. If either party wishes to terminate the employment relationship earlier, the following provisions shall apply.

17.2.1 Notice period during the first three months Copied!

17.2.2 Notice period after 3 months Copied!

Employees who are hired on a non-permanent basis for a longer or shorter period do not have a special notice period in the first month but one week from then on.

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

Excerpt from Chapter IX of Law No. 70/1996 on the rights and obligations of state employees, concerning termination of employment:

Section 43.

The head of the institution has the right to dismiss an employee according to what is stipulated in the employment contract. The employment of an employee who is hired temporarily pursuant to paragraph 2 of article 41 shall become null and void at the end of the contract period without notice. However, the employee shall also be dismissed from the next month after he reaches the age of 70.

Paragraph 44.

It is required to give the employee a warning pursuant to article 21 and allow them the opportunity to improve their conduct before termination of employment if the dismissal is based on reasons specified therein. Otherwise, it is not required to give the employee a chance to comment on the reasons for dismissal before it takes effect, including if the dismissal is due to other reasons, such as a reduction in staff due to efficiency measures in the institution's operations. If the employee wishes, the dismissal must be substantiated in writing. If it is based on reasons specified in article 21, it may be referred to the relevant minister.

Section 21.

If an employee has shown negligence or other neglect in his work, disobedience to a lawful order or prohibition from his superior, incompetence or inefficiency in work, has not achieved satisfactory performance, has been negligent in his duties, or his conduct or actions in or outside work appear in any way unsatisfactory, unsuitable, or incompatible with the work, the head of the institution shall give him a written warning. However, the employee must first be given the opportunity to present his case if possible.

The current collective agreement of the parties is extended from 1 November 2024 to 31 March 2028 with the changes and provisions contained in this agreement and will then cease to be valid without further notice.

This collective agreement is made as a result of collective agreements on the general labour market in March 2024. Should the wage and conditions committee of ASÍ and SA decide on wage or salary changes due to a deficit in conditions, the parties shall enter into negotiations on how such a change shall apply to this agreement. Such changes shall result in comparable wage changes in the general market, as they do not constitute changes to the terms already found in the parties' collective agreement.

If collective agreements on the general market are to be terminated based on their conditional clause during the term of this agreement, each party is permitted to terminate this agreement with three months' notice, effective at the start of a month.

The contracting parties shall submit this agreement for approval, together with the bookings and accompanying documents. If the beneficiary has not received notification of the outcome by 16:00 on 18 September 2024, it shall be considered approved.

Due to night shifts

The contracting parties agree to establish a working group to review the arrangements for night shifts and related call‑outs. The group shall include representatives of public wage payers and the union association of public employees, as well as representatives of the trade union that the matter may concern.

The working group will map the scope of on‑call duty, examine the frequency and types of call‑outs, and work to improve statistics regarding on‑call duty. The work shall, among other things, involve examining how on‑call leave is taken and whether there are certain groups that are not receiving on‑call leave.

Then the group shall assess and evaluate whether it is feasible for backup guards to be counted towards the work obligation while the backup guard leave according to § 2.5.4 is discontinued.

No later than 1 October 2024, the parties shall have appointed their representatives to the working group and the representatives of the salaried staff shall be invited to the first meeting. The working group shall define the subject matter and procedure in more detail. The aim shall be that proposals are submitted no later than 31 May 2025.

Despite 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 schedule for the entry into force of the collective agreement signed in 2024 and have on average received regular such payments shall continue comparable payments as per the following. Changes shall not lead to wage reductions and equality within work groups shall be maintained.

3.2.1 If overtime work is performed, meal times shall be 1 hour from 19:00 - 20:00 in the evening, 03:00 - 04:00 at night and from 11:30 - 13:30 on holidays according to article 2.1.4. These meal times during overtime periods shall be counted as working time.

3.2.2 If overtime or additional shift work is performed, 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 workday. Coffee and meal times during overtime in the period 08:00-17:00 shall be the same as in regular working hours.

It is important that the state's guard and presence systems take into account the diverse activities and needs of institutions, different jobs and the working‑time arrangements of staff, and that the systems are user‑friendly. When planning guard duties, better working hours should be promoted, the needs of the activity and equality within the workforce should be ensured, while also taking staff wishes into account if they affect the activity. Predictability, safety and the health of staff must be ensured to promote a work‑life balance. The parties agree that alongside the implementation of new guard and presence systems being developed, an educational initiative regarding the use and utilization of the systems should be undertaken.

If the changes to improved working hours on June 10, 2024 do not meet the objectives set, or disputes arise regarding the interpretation of the changes, the steering group of the contracting parties who signed the changes shall address the issue and find a solution. The steering group will operate until the end of the contract period, 2024-2028.

Those guidelines and, where applicable, resolution materials that the steering group issued in 2021 alongside the implementation of ,,Betri vinnutíma” remain valid as appropriate. The steering group will meet in September 2024 and update the guidelines and, where applicable, the resolution materials with regard to the changes that occurred in the collective agreements in 2024

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

The parties agree that it must be ensured that staff do not bear the cost of necessary medication against parasites when an infection occurs in the workplace.

The State agrees to be a party to discussions on the review of the merger of the three vocational training funds that Efling is a member of and which are for social groups in the public labour market. That work shall be completed by 31 October 2024.

The parties agree that a provision in the collective agreement that provides for an exemption for employees who have reached the age of 55 from night shifts and/or back shifts, if they wish, does not constitute a violation of law No. 86/2018 on equal treatment in the labour market. The same applies to a provision concerning a longer notice period for employees aged 55 and over who have worked for at least 10 consecutive years with the same institution.

In certain circumstances, differential treatment based on age can be justified when substantive reasons are presented, primarily based on a legitimate aim, including employment policy or other objectives concerning the labour market, with due caution. Through collective agreement provisions on exemption from night shifts and on‑call duties after a certain age, reference is made to the viewpoints that research has shown that it becomes more difficult for staff, as they age, to perform night shifts because it takes longer for them to physically recover due to the interaction between work schedules, sleep and circadian rhythms. Provisions for longer notice periods with increasing age are based on the view that when approaching retirement, staff may find it more difficult to find suitable alternative employment. The European Court of Justice has given member states some leeway to decide which objectives to pursue and which measures are appropriate to achieve that objective. The parties to the agreement agree that the objectives behind these provisions are substantive and do not go beyond what is necessary.

In clause 1.3.2 of the parties' collective agreement, it is recommended to grant the employer permission to pay for time‑work purchases in limited cases. This permission is an exemption from the main rule that employees must be hired on a permanent basis and receive monthly wages.

The parties to the agreement are agreed to jointly review the use of state institutions of this authority in clause 1.3.2, specifically with the aim of examining whether institutions are complying with the conditions set for the payment of overtime work in the correct manner. Following this review, the parties to the agreement will come together to develop guidelines for the payment of overtime work to institutions. The working group, composed of two representatives from the Treasury and Human Resources Administration of the State and two from the wage earners' union, shall commence work in November 2020 and it is expected that the guidelines will be ready by early March 2021.

The parties agree that there is a need to assess the regulations No. 30/1990 and No. 31/1990 concerning the terms of accident insurance for civil servants according to collective agreements regarding accidents that employees may experience in the course of work, on the one hand, and outside work, on the other hand, and, where appropriate, to revise them. The occasion may be to update them in view of the changed legal and insurance environment, but the regulations have become somewhat outdated. Furthermore, there is a need to clarify concepts and various other matters that have been considered unclear or liable to cause misunderstanding. This work shall be completed within the term of the agreement.