Food Preparation Worker

• 0–3 months of employement= 14 days
• Next 3 months of employment = 35 days
• After 6 months of employment = 119 days
• After 1 year of employment = 133 days
• After 7 years of employment= 175 days
• After 12 years of employment= 273 days
• After 18 years of employment= 360 days
• Wages are not paid longer than the employment period is intended to last, except for accident wages.
• With accident pay, 13 weeks or 91 days of day wage is added, except in cases where 273 or 360 days are already accumulated.

• The vacation year is from 1 May to 30 April
• The minimum vacation time is 30 days or 240 hours (based on a 40-hour working week and proportionally if the working week has been shortened).
• Everybody has the right to minimum leave, if they have not accrued enough paid leave employees may take unpaid leave. Vacation pay is 13,04%.
• Illness and parental leave of up to 6 months are included in the earnin period.
• The summer vacation time period is 15 May to 30 September and the employee is entitled to at least 160 hours of vacation during this summer vacation time period.

Illness During Vacation

• If an employee becomes ill during their vacation, the time when the employee is ill is not considered vacation time, provided the employee can provide medical documentation stating they are unable to take leave.
• The employee must notify their supervisor immediately by telephone or telegram in the event of illness or accident during their vacation.

• Resignation time starts at the beginning of the next month.
• The trial period is 3 months. –The termination notice during the trial period is one month.
• At the end of the trial period, the termination notice period is three months.
• The termination notice period after 10 years of continuous employment:

 –At 55 years of age – 4 months

 –At 60 years of age – 5 months

–At 63 years of age – 6 months

• The employee is permitted, however, to terminate their employment with 3 months notice.

Please Note:

• Management is obliged to give the employee a reprimand before dismissal.
• Reasons for termination may be lateness, negligence, insubordination or disobedience to management, incompetance or poor work efficiency, drunkenness, behavior that is indecent, innapropriate and incompatable with the job
• A reprimnd is not required if the termination is due to a contraction, organizational changes or streamlining of the institution.

Collective agreements signed in the public sector in winter 2019-2020 contain a provision for changes to be made to the organization of the working hours and for shortening of the workweek up to 36 hours a week.

The shortening was implemented on 1 January 2021 for daytime workers and 1 May 2021 for shift workers.

The main goal of the changes is to support the reform in the operation of public institutions, improvement of the workplace culture and increase the opportunity of staff to integrate work and private life, without the need to lower the quality and efficiency of provided services.

Here you can see the main points regarding the shortening for daytime workers

Here you can see the main points regarding the shortening for shift workers

1 April 2024 3,25% or 23.750 ISK

1 April 2025 3,50% or 23.750 ISK

1 April 2026 3,50% or 23.750 ISK

1 April 2027 3,50% or 23.750 ISK