6th edition of the Landspítali Equal Pay Policy approved June 10, 2025.

The Equal Pay Policy is part of Landspítali's equal pay management system and applies to all staff. An employee is defined as someone with a valid employment relationship with Landspítali. The system does not extend to contractors.

Equal pay policy

Landspítali pays salaries in accordance with valid collective agreements and institutional agreements. Executive directors, following formal delegation of authority from the CEO, hold hiring power and are responsible for all hirings, cf. the CEO's declaration. (CEO's Declaration).Landspítali's objective is to attract qualified and ambitious staff. Salary decisions shall be transparent and objective, based on collective and institutional agreements.It is important that salaries reflect the demands of the job regarding responsibility, tasks, workload, and specialization. Furthermore, salary setting and institutional agreements must aim to ensure that Landspítali staff receive equal pay and enjoy the same terms of employment for the same or equally valuable work, in accordance with Act No. 150/2020 on the equal status and equal rights of genders.Salaries shall be determined in accordance with job requirements regardless of gender. Landspítali emphasizes being a sought-after workplace, known for a good working environment, competitive terms, and good communication. Landspítali's Equal Pay Policy aims to support the vision, overall goals, and operational plans at any given time.Landspítali's Equal Pay Policy includes the following commitments:

• An Equal Pay Group is active, documenting and maintaining, through continuous improvement, a certified equal pay management system based on the ÍST-85 standard.

• Continuous improvement and prevention shall be promoted, through monitoring and responding to deviations.

• Jobs shall be classified based on the demands they place, and at least an annual salary analysis shall be conducted comparing the same or equally valuable jobs to ascertain whether unexplained gender-based pay differences exist.

• The results of the salary analysis shall be presented to staff, provided for review, unless personal data protection interests advise against it.

• Legal requirements and other requirements applicable to the equal pay management system shall be followed. Legal advice shall be accessible to Landspítali management to ensure these requirements are met. Compliance with these legal and other requirements applicable to the system shall be confirmed annually.

• An internal audit of all published documents belonging to the equal pay management system shall be conducted no less frequently than every three years.

• An annual management review shall be conducted where equal pay objectives are set and reviewed.

• Equal pay matters are part of the overall policy.

• The Equal Pay Policy shall be presented to staff and made publicly available on Landspítali's website.

The Equal Pay Policy is simultaneously Landspítali's Salary Policy. The Executive Director of Operations and Human Resources is responsible for ensuring the policy is followed, and staff may contact them with comments or send inquiries to jafnlaun@landspitali.is.

Confirmation of certification that Landspítali operates an ÍST 85:2012 equal pay system in Icelandic.