Equal Pay Policy

The equal pay management system of the District Commissioner’s office in South Iceland sets forth objectives and actions to ensure that all employees have the same rights concerning pay equality, as stipulated by Law No. 150/2020 on Equal Status and Equal Rights of the Genders. Salaries shall be paid according to the nature of the work and shall reflect the demands of the job. Salary decisions must be in accordance with current wage agreements and institutional contracts, based on reasoned criteria, and ensure that all employees receive equal pay and the same terms for comparable or equally valuable work, regardless of gender.

To uphold the District Commissioner’s equal pay policy, the office commits to:

• Maintain an equal pay management system based on the ÍST 85 standard, documenting and maintaining it through monitoring, responses, and continuous improvements.

• Conduct an annual salary analysis comparing identical or equally valuable jobs and assess whether there is any unexplained gender-based wage gap. The results of the salary analysis shall be presented to employees, except where privacy concerns prevent this.

• Respond to any instances where the standard's requirements are not met, including unexplained gender-based wage gaps, with continuous improvements and monitoring.

• Conduct an internal audit of all documents related to the equal pay management system at least every three years.

• Carry out an annual management review where equal pay objectives are set and assessed.

• Adhere to the applicable laws, regulations, and wage agreements at all times and annually confirm compliance with them.

• Present the equal pay policy annually to employees, making it accessible on both the internal and external websites.

The equal pay policy also serves as the pay policy. The Chief Financial Officer is the representative of the equal pay management system, and employees should contact them with comments or inquiries.

This version 4.0 of the equal pay policy was issued on October 14, 2024.