Yes, members who fill out the form and stand on the strike picket line will receive strike pay. Further information about this will be provided when it becomes relevant.

You can register as a member during a strike, but you will not be elligable for strike pay.

You can see you hourly wage here 

When you start a new job that lasts for more than 1 month, and averages more than 8 hours per week, you must remember to get an employment contract (written statement of employment) from your employer. By law, the employer is obligated to provide you with an employment contract, yet there are many who do not receive one. The written information (the employment contract) must be provided to the employee no later than one month after the employee has started the job.

If the employee is initially only scheduled to work for e.g. 14 days, but continues for more than a month, the employer must provide her/him with an employment contract within one month from the date the employee has completed one month of work (unless the employee has already left the position before then).

If there are issues with obtaining an employment contract, you can contact the shop steward at your workplace, who can raise the matter with management. You can also always contact the local union branch in your area. 

The Employment Contracts Act (Lógin um setanarprógv) obligates the employer to inform the employee in writing (e.g., in an employment contract) of all information that is of major importance to clarify the employee's rights. The written information must, at a minimum, cover the 10 conditions mentioned below in Section 2, Subsection 2 of the Act.

Section 2, Subsection 2 of the Act: The employer's duty of disclosure includes, at a minimum, the following information:

1. Name and address of the employer and the employee.

2. Where the workplace is located or, if there is no fixed or primary workplace, information stating that the employee works at various locations, as well as the address of the employer's headquarters or registered office.

3. A description of the work or the job title, rank, trade, or category of work.

4. The date the employment begins.

5. The expected duration of the employment, if it is not an indefinite (permanent) position.

6. The employee's rights regarding paid leave (vacation), including whether salary is paid during leave.

7. The length of the notice period for termination for both the employee and the employer, or the rules governing this.

8. The current or agreed salary to which the employee is entitled when the work begins, as well as allowances and other pay components not included in this, such as pension contributions, board, and lodging. Furthermore, the payout intervals/dates must be specified.

9. The normal daily or weekly working hours.

10. Which collective agreements or other agreements in the labor market regulate the employment relationship. The parties to these agreements must also be specified.

Yes, you can. According to the Employment Contracts Act, you have the right to compensation if your employer does not provide you with an employment contract within the deadlines set by law.

Here is a brief overview of how it works and what you should do:

1. What is the typical compensation amount?

• The standard amount: Usually, the compensation ranges between DKK 5,000 and DKK 10,000.

• The maximum amount: If the case is serious, the court can award compensation up to 13 weeks' salary, and under aggravating circumstances, up to 20 weeks' salary (depending on how significant the lack of contract has been for you).

• Minor errors: If the missing information is just a minor, excusable mistake that had no practical impact on you, the compensation is limited to a maximum of DKK 1,000.

2. What is the procedure?

You cannot take the case directly to court yourself. The process is as follows:

1. Complain to the Board of Appeal for Business Affairs: First, a complaint must be sent to Vinnukærunevndin. Their role is to officially determine whether the employer has broken the law.

2. File a lawsuit in the Court of the Faroe Islands: If the Board of Appeal rules in your favor, the case can be taken to Føroya Rætt (either by you or your trade union), which will then determine the final compensation amount.

Good advice: The best thing to do is to contact the shop steward at your workplace or your trade union (e.g., Føroya Arbeiðarafelag) as soon as possible. They have lawyers who can assist you through the entire process free of charge and handle the case on your behalf.

Every workplace that has 3 or more employees can elect a shop steward to represent the workers. The shop stewards must be informed about any special changes at the workplace.

Bert fólk við føstum tilknýti til arbeiðsplássið, tímalønt ella fastlønt, kunnu verða vald til álitisfólk. 

Arbeiðsfólkið velur álitisfólkið.

Sí álitismannaskipanina her

An employer who is not a member of the Faroese Employers' Association is not exempt from adhering to the collective agreement.

In any employment lasting longer than 3 months, the notice period given by the employer for hourly-paid work is as follows:

• Less than 6 months of service: 5 working days.

• More than 6 months of service: 7 working days.

• More than 1 year of service: 10 working days.

• More than 2 years of service: 15 working days.

• More than 3 years of service: 20 working days.

• More than 5 years of service: 25 working days.

The notice period given by the worker is as follows:

• More than 3 months of service: 5 working days.

• More than 6 months of service: 7 working days.

The notice of termination must be in writing for both parties.

See section 21 of the Main Collective Agreement regarding terminations for hourly-paid workers here.

For salaried (monthly-paid) employees, the notice period given by the employer is:

• Up to 6 months of service: 1 month to the first day of a month.

• From 6 months to 2 years of service: 2 months to the first day of a month.

• More than 2 years of service: 3 months to the first day of a month.

• More than 5 years of service: 4 months to the first day of a month.

The notice period when notice is given by the employee is: 1 month to the first day of a month.

The notice of termination must be in writing for both parties.

See section 7 of the Salaried Employees' Collective Agreement regarding terminations for salaried workers here.

If you fall ill, it is possible to receive sickness benefit from the sickness benefit scheme managed by Almannaverkið (the Department of Social Services).

The payout is 100% of your labor income, HOWEVER, capped at a maximum amount corresponding to 80% of a standard worker's wage.

The benefit is usually calculated based on your average income over the last 5 weeks prior to the sick leave.

It is important that the application for sickness benefit is received by Almannaverkið within 5 weeks from the first day of illness.

See the Sickness Benefit Act here and find an application form here.

If you, as an employee, cannot show up for work due to illness, you must notify your employer as soon as possible. If you fail to give notice, the employer can usually dismiss you on the spot (summary dismissal).

The employer can usually demand, after the 3rd or 4th day of absence, that you get a doctor to certify that you are ill and therefore unable to show up for work. If you do not comply with the request to provide a medical certificate, the employer can usually dismiss you from work (terminate the employment).

The doctor is not obligated to state what the specific illness is!

Summary dismissal (dismissal on the spot) means that the employer terminates the employment, and you are then not entitled to a notice period or severance pay.

The employer can only terminate the employment (dismiss an employee on the spot) if the employee has committed a gross breach of their employment duties.

Examples of gross misconduct can be that the employee does not show up for work, the employee is under the influence of alcohol during working hours, or that the employee does not obey the employer's orders.

If you have been employed for at least 9 months, you can demand that the employer provides you with a more detailed justification for why you have been dismissed.

You must then request this justification from the employer yourself.

Section 21 of the collective agreement states:

The employer must provide a written justification for the dismissal if the dismissed employee requests it. The justification can only be demanded if the dismissed employee has been employed for at least 9 months.

Taking time off is a human right. According to the Holidays Act, employees have the right to 5 weeks of holiday per year. The holiday is usually scheduled in consultation with the employer. Even if a worker has been with an employer for less than 1 year, they still have the right to take holiday, but the holiday pay is earned over a year at a time. The holiday year usually runs from April 1st to March 31st.

For hourly-paid workers, 12% in holiday pay is added on top of all wages, and the holiday pay is paid out on May 1st. Salaried (monthly-paid) employees usually receive holiday with pay plus a 1.5% holiday supplement.