What are my contractual rights? 

As a member of Føroya Arbeiðarafelag (the Faroese Workers' Union), you take part in the agreements that the union has with the employers. We have one main agreement and several special agreements for different work areas.

The agreement sets out rights regarding pay, working hours, seniority supplements, various kinds of additional payments, overtime, insurance, pension, the shop steward system, and holidays. Employees must also receive an employment letter (contract) that details the terms of the job.

Working hours are normally between 8 and 17, and the lunch break is one hour. If you work during the lunch break, you must be paid double for it. During working hours you are also entitled to a coffee break in the morning and one in the afternoon. The employer must ensure decent conditions with regard to the working environment, and employees have the right to choose both a safety representative and shop stewards.

Do I get paid, if my children get sick? 

If your child is unlucky enough to fall ill, you can receive daily allowance (sick pay) for the child's 1st and 2nd sick day if you stay home with the child, provided the child is under 14 years old. In total, you can receive it for 10 sick days of the child per year, if the conditions are otherwise met.

You don't need a doctor's certificate, only a statement from your employer confirming your absence and loss of income. The sickness allowance is at most 80% of a worker's income. The daily amount is DKK 882.40 + 12% holiday supplement.

When do I have the right to get paid from the union´s sickness fund? 

Føroya Arbeiðarafelag (the Faroese Workers' Union) has a sickness fund that members can apply to.

The payment from the union's sickness fund is 1,250 kr. per week. It is possible to receive the payment for 12 weeks.

All members of the union who have been reported sick for more than 8 weeks, and who have paid membership fees to Føroya Arbeiðarafelag during the past 12 months, are entitled to a payment from the fund.

Contact Føroya Arbeiðarafelag or your local branch for more information, where you can get an application form to fill out. Applications are processed quickly at the union's office, which can also help and advise you with filling out the form, and otherwise provide information about your rights.

Do all members of the Faroese Workers´s Union get pensions? 

For Føroya Arbeiðarafelag (the Faroese Workers' Union), it is of the utmost importance that members' standard of living does not drop when they leave the labor market because of age. A good pension scheme is therefore necessary, one that comes in addition to Samhaldsfasti (the Faroese basic social pension supplement) and the pension from the public sector.

Since the early 2000s, Føroya Arbeiðarafelag has had a pension scheme for its members. It is a life annuity scheme, which means that when you turn 67.5 years old, you receive a monthly payment for the rest of your life. The size of the amount depends on how much you have paid in during your working life.

The pension contribution paid by the employer is 12%.

As of 1 May 2025, 10.28% is added on top of the wages of hourly-paid workers, and 11.29% is added on top of the wages of those who take holiday with pay.

How am I insured? 

If the worst should happen, then as an active member of Føroya Arbeiðarafelag (the Faroese Workers' Union) you are insured in the event of death, certain critical illnesses, or if children under 18 have certain critical illnesses.

In addition, FA members are entitled to a final payout (lump sum), provided they have been active members of FA for at least 10 years in a row, at age 67.5.

The insurance premium is 1.5% of wages and is transferred by the employer to the union together with the membership fee and the pension contribution. If you are forced to leave the labor market because of illness or unemployment before you turn 67.5, you can still remain insured if you pay 300 DKK per month for the insurance. Remember to check your insurance situation if you are forced to leave the labor market.

Amounts in 2025:

• In the event of death: 500,000.00 DKK
• In the event of critical illness, up to and including age 67.5: 125,000.00 DKK
• In the event of a child's critical illness: 125,000.00 DKK
• Final payout: 100,000.00 DKK

When am I entitled to survivor's pay? 

If the worst should happen and a member of Føroya Arbeiðarafelag (the Faroese Workers' Union) dies, the surviving spouse/partner or children under 18 are entitled to survivor's pay for the month in which the person dies, plus three months after that. This is conditional on the deceased having worked for their current employer for at least one year.

When am I entitled to seniority?

You are entitled to a supplement for seniority once you have worked within the same field for three years. Føroya Arbeiðarafelag has seniority supplements for 2 years, 4 years, 6 years, 8 years, 10 years and 11 years. If you change from one workplace to a new one, you take your seniority with you, provided it is within the same field.

Ask your former employer for a certificate when you change workplace. The employer is obliged to give you one.

For example, if you move from a salmon processing plant to a fillet plant or a pelagic fish plant, your period of service from the earlier job carries over with you. If, on the other hand, you change fields, for instance from cleaning a school to working as a childminder, or from the fishing industry to being a bus driver, your seniority does not carry over, because it is a new line of work in which you don't have the experience. Your seniority also carries over if you take a break from work and start again, as long as the break is shorter than seven years.

What are the terms regarding working environment and cases of work injuries? 

The Faroese labor market is organized through agreements, laws and regulations. The labor market includes, for example, rights relating to the working environment, work injuries, illness, unemployment, holiday pay and parental leave.

The Working Environment Act makes it clear that you have the right to a safe and healthy workplace. If you are involved in a work accident, you must make sure that the employer reports the incident to the Labor Inspectorate (Arbeiðseftirlitið), which checks whether the rules of the Working Environment Act have been followed.

All employees are insured against work injuries. If you are involved in an accident at the workplace, it is very important to make sure the injury is also reported to the Faroese Accident Insurance Board (Føroya Vanlukkutryggingarráð) within one year. The insurance does not apply if the report arrives more than a year after the injury. The Accident Insurance Board assesses whether the incident is covered by the insurance.

If an employee who has worked for the same employer for more than 9 months in a row becomes unable to work because of a work injury that can be proven with a doctor's certificate, the employee cannot be dismissed until 6 months after the injury occurred. This only applies, however, until the employee is fit for work again.

Be sure to contact the union, which can help and advise you if you have been involved in a work accident. Over the years, Føroya Arbeiðarafelag has helped a great many members who have been badly hurt, and has secured them thousands of kroner in compensation.

What rights do I have regarding occupational diseases?

Føroya Arbeiðarafelag has helped members obtain compensation for occupational disease. An occupational disease is an illness that comes from the work or the working conditions. You can work in poor conditions for a long time before you become aware of the effect it has on your health. Occupational diseases can include hearing damage, back problems, lifting injuries and so on. Seafarers, fillet workers, cleaners and others who do physically heavy work are more often affected by occupational disease.

An occupational disease is not the same as a work injury, which is an accident that happens at the workplace. An occupational disease often develops gradually. If you are in doubt about whether you have an occupational disease, you can contact the union or the occupational disease fund (vinnusjúkugrunnurin).

Is having a safety representative mandatory at the workplace? 

At every workplace where 10 or more people work, a safety representative must be elected, whose task is to represent the employees. If the workplace has more than 20 people, a safety committee must be set up.

Safety representatives, like shop stewards, have special protection against dismissal. See the Working Environment Act for further information, and you can also contact the Labor Inspectorate (Arbeiðseftirlitið), see www.arb.fo.

What if I get unemplyed?

If you have worked and become unemployed, you are entitled to receive money from the unemployment scheme.

The unemployment benefit is at most about 17,500 kr. per month, or 80% of a wage for one year, after which the payment drops to 75%. In addition, employees at fish processing plants can receive money for the days when there is no work. For more information, contact the Unemployment Scheme (Arbeiðsloysisskipanin). See more at www.als.fo.

What do I do if I am discriminated against because of my gender?

The Gender Equality Act states that it is not permitted to discriminate against people because of gender, either directly or indirectly. Women and men who believe they have been subjected to gender discrimination can file a complaint with the Gender Equality Committee (Javnstøðunevndin). Contact the Gender Equality Committee for guidance on the procedure for making complaints.

For example, you can file a complaint with the Gender Equality Committee if you believe you are, or have been, subjected to gender discrimination in the labor market, for instance in connection with hiring, dismissal or pay, or if you have been dismissed because you are pregnant or on parental leave. See more at www.javnstoda.fo.

How long can I be on parental leave, and what payment will I receive?

If you have a child, you are entitled to stay at home with the child for 56 weeks. The parental leave scheme (Barsilsskipanin) only pays parental leave benefit (barsilspeningur) for 52 weeks after the birth. The mother is entitled to benefit for the first 14 weeks after the birth, and the father is entitled to 4 weeks after the birth. In addition, the parents are entitled to benefit for 34 weeks, which they can divide between themselves. Before the birth, the mother is entitled to payment once it is judged that four weeks remain until the birth.

If you are a single parent, you are entitled to all the weeks. Parents who have twins or more children in the same birth receive four extra weeks. The total parental leave is then 56 weeks.

If the child is born before week 32 of the pregnancy, the total parental leave becomes 60 weeks. That is, an extension of eight weeks, which the parents can divide between themselves.

Parents who are employees and adopt a child are entitled to parental leave for 56 weeks after receiving the child, but the benefit is only paid for a total of 52 weeks after receiving the child, plus four weeks before receiving the child.

The payment you receive from the parental leave scheme is 100% of your wage income, but at most 25,000 kr. per month. You can get more information by contacting the parental leave scheme, see also www.barsil.fo.

What are the labor market contributions?

The contributions for ALS, the parental leave scheme and Samhaldsfasti are deducted from your wages automatically, just like tax.

• ALS (the unemployment scheme): 1%
• The maternity scheme (Barnsburðarskipanin): 0.86%
• Samhaldsfasti (the Faroese labor-market pension fund): 3.00%

What other contributions are there?

When you receive your wages, it is important that the employer at the same time transfers the percentage contributions for membership fee, insurance and pension to Føroya Arbeiðarafelag. If you leave the labor market for a shorter or longer period because of unemployment, illness or other reasons, it is still possible to continue as a member of the union and receive the member benefits that Føroya Arbeiðarafelag offers its members. You can then pay a monthly insurance premium, in addition to paying an annual membership fee.

Contributions the employer must transfer:

• Membership fee: 1.5%
• Insurance: 1.5%
• Pension: 12%
• Contribution to the local branch: varies, depending on which member association you belong to.

When am I entitled to an employment letter?

When you start a new job that lasts more than one month and averages more than eight hours per week, you must receive an employment letter from the employer.

The employment letter must state:

• The name and address of the employer and the employee
• When the employment starts and how long it lasts, if it is not open-ended
• The place of work
• Working hours
• The field of work
• Seniority
• The applicable agreement
• Which union you belong to
• Pay, including supplements, and also pension, insurance and the like
• When pay is paid out
• The employee's right to paid holiday
• The length of the notice periods
• Any other agreements related to the employment

By law, the employer is obliged to give you an employment letter containing the matters above. Even so, many people do not receive one. If you have worked without an employment letter, you can ask the employer for one. You should do this regardless of how long you have been with the employer.

If there are problems getting an employment letter, you can turn to the shop steward at the workplace, who can take the matter up with management. You can also always turn to your local branch.

An employer who does not give employees an employment letter can be ordered to pay the employee up to 13 weeks' wages, and 20 weeks' wages in the case of a very serious breach.

What do I do if I need legal help?

As a member of Føroya Arbeiðarafelag, you receive free legal and court assistance. Every Thursday from 14:00 to 16:00 you can contact the union's lawyer on tel. 312101, who can advise on legal matters.

You can ask about matters relating to work, but Føroya Arbeiðarafelag also wants to help its members with other issues. We therefore also offer our members guidance on other matters, such as buying and selling houses, cars, land, inheritance, parental authority, social matters and so on.

Are stewards and wellbeing-representatives mandatory at the workplace?

At workplaces with three or more employees, the employees can elect a shop steward to represent them. Shop stewards must be informed about special changes at the workplace. The shop steward is part of a shop steward system and has special protection against dismissal. At workplaces with more than 20 employees, wellbeing representatives can also be elected. Føroya Arbeiðarafelag aims for all shop stewards to go through training for shop stewards and board members.

The purpose of shop stewards and wellbeing representatives is to create safety, wellbeing and development at workplaces, to promote social cohesion, and to stimulate the interest of employees and management in the tasks they are responsible for.

The main purpose of the shop steward system is that the members of Føroya Arbeiðarafelag have shop stewards who:

• speak for the workers' cause toward the employer
• work for good working conditions
• make sure the employer upholds the applicable agreements and laws
• have the necessary information about initiatives that are planned and could affect working conditions

Regarding safety and health matters, reference is made to the Working Environment Act. Employers must ensure:

• that working conditions are arranged so that the risk of tension between work groups is as small as possible
• that initiatives are carried out to ensure good cooperation between management and employees, and internally among the employees
• that bullying does not take place at the workplace
• that any complaints about health and wellbeing are taken up immediately and dealt with between management, shop stewards and safety representatives
• that necessary measures are taken to improve conditions if it turns out that the matters mentioned are not satisfactory
• that wellbeing representatives get the opportunity, during working hours, to organize social activities without loss of pay, in a way that disturbs the work as little as possible. These activities can also take place outside the workplace.

What rights do I have regarding working in shifts?

Work can be organized in rotating shifts. The work must be arranged in two shifts of eight hours each. The shifts must be staffed by teams of roughly equal size, which rotate between the shifts every week.

This means shift work is allowed at ordinary fillet plants and at salmon plants, that is, both at plants where salmon is gutted and where salmon is cut. If work goes on for more than eight hours, the extra time counts as overtime. If work lasts a shorter time, the shift is broken and overtime must be paid.

The next team on a rotating shift receives a supplement of 11% of the base pay, in addition to seniority.

If someone works longer than the shift lasts, they must receive overtime pay: 35% after the first shift, and 60% after the second shift if this is after midnight.

If shift work lasts less than three consecutive 24-hour periods, it is counted as ordinary work and paid accordingly, including as regards overtime and night work.

This means that if, for example, there is no work for more than two days and on the third day there is only enough for one shift, it is not shift work, and the work must be paid at ordinary pay plus overtime. Sundays and public holidays do not break the three-day rule, meaning shift work can begin on Friday and then continue on Monday and Tuesday.

Notice must be given 24 hours before the shift change begins. If notice is not given within the set deadline, the 1st overtime rate must be paid that day to each worker on the shift. This is to prevent plants from suddenly announcing that work will now be done in shifts.

If the shift is interrupted for some reason (e.g. technical problems or a lack of raw material) and it is therefore not possible to work a whole day once work has started, payment must still be made for both shifts for the whole day.

How is the lunch break arranged?

The agreement states that the lunch break must last one hour and must fall between 12:00 and 13:00. If work is done during the lunch break, double normal pay must be paid, and on Sundays and public holidays, double Sunday pay.

There must never be more than four hours between each break. At many plants, work runs from 08:00 to 16:00, and Føroya Arbeiðarafelag has granted a deviation from these conditions on the following terms: the meal break must be between 12:00 and 13:00, and this break must be at least 20 minutes without loss of pay. There must also be a break of at least 10 minutes before lunch, and one after lunch, which must also be at least 10 minutes. Breaks are counted from the time you have arrived in the canteen. That means the time it takes to get to the canteen must not be counted as part of the coffee and meal breaks.

When work is arranged this way, any overtime is moved forward correspondingly, meaning that the first overtime rate takes effect at 16:00 and the next overtime rate at 20:00.

Overtime pay and days off

The normal working week is 40 hours. It must be eight hours a day from Monday to Friday inclusive, and the daily working time must fall between 08:00 in the morning and 17:00 in the evening.

• From 17:00 to 21:00: 35%
• From 21:00 to 08:00: 60%
• Saturdays 00:00 to 24:00: 65%
• Sundays and public holidays 00:00 to 24:00: 100%

Note that Saturday overtime applies from midnight, and Sunday overtime is 100% until midnight. If work continues after midnight, the overtime rate stays in effect for as long as work continues.

If work begins before 04:00 in the morning in the summer half-year (counted as 1 May to 31 October), or before 05:00 in the winter half-year, pay is not reduced until there has been an opportunity to get sleep (meaning having been away from the workplace for at least six hours).

Example: If work begins at 21:00 and lasts until 03:00, and work starts again at 08:00 to 17:00, "overtime 2" must be paid for the whole following day. This is because the agreement states that you must have had six hours off.

1 May, Christmas Eve and New Year's Eve are full days off. Flag Day, Easter Eve, Whitsun Eve and 1 November are half days off. A half day off means you are off in the afternoon. Urgent work done on 1 May, Christmas Eve, New Year's Eve, and after 12:00 on the half days, is paid at double normal pay for as long as the holiday lasts.

In addition to these days off and five weeks of summer holiday, employees are also entitled to five days off without pay, which can be arranged in consultation with the employer.

What are the minimum working hours and - pay?

When employees report for work as instructed and the work is not carried out, they must be paid for two hours. And if the work begins after a set time, they must be paid for the time they have waited. That is, if no work is done.

For any job, everyone who takes part in the work is paid for at least two hours, even if the work lasts a shorter time.

How must pay be paid, and when is it possible to get leave of absence?

Wages must be paid once a week. If an agreement is made with the relevant union (Føroya Arbeiðarafelag), however, pay can be paid out every 14 days or monthly.

An employee who has worked for the same employer for five consecutive years can get unpaid leave, provided it does not conflict with the employer's interests. The employer must have a position available when the leave period is over.

What are my rights regarding time off and holiday pay?

As a wage earner, you have a legal entitlement to holiday pay from your total wage. The holiday pay is either 12% addition to the pay, which means that you have your holiday without pay or you receive an additional 1.5% in addition to your wage, which entails that you have the right to a paid holiday, however the latter only applies to permanently employed staff.

Everyone has the right to five week’s summer holiday, which must be used in the time period 1 May – 1 October. The specifics regarding when you use your holiday will be determined together with the employer. You do not have the right to spend your holiday in a specific time, however, you have the right to four week’s consecutive holiday in the time period May-October. The employer determines when the holiday is, and the law dictates that this must be done together with the worker. If the employer determines that you must spend your holiday in a specific time, then you must be notified well in advance, i.e., normally no later than 2-3 months before the summer holiday starts.

You have the right to the aforementioned holiday, despite the fact that you have been with the employer for shorter than one year, however, the holiday pay is earned annually, i.e. if you have worked for ½ year, then you will receive a holiday pay, which corresponds to 12% of this wage. The year of earning is, generally, from 1 April – 31 March, however, you may make an agreement with your employer that the year of earning can be the calendar year instead.

If you become sick just before the start of your summer holiday and the illness continues into the holiday, then these days do not count as days of the holiday. In this case you must make an agreement with the employer regarding those days. Normally they are added to the end of the holiday that has already been agreed-upon, in order for you to spend the amount of holiday days that you agreed with the employer. If you are so unfortunate that you become sick after the start of your holiday, then you do not have the right to receive extra days to your holiday because of illness, unless the employer agrees to give you extra days to cover for sick days in your holiday.

An employer is not allowed to demand that you return to work during your holiday. If the worker is fired and the term of notice is not gone by 1 May, the four weeks must be added to the term of notice, because according to the law, the term of notice must not be shortened by adding the holiday (the main summer holiday, which is four weeks) to the term of notice.

What is the notice period for monthly-paid employees?

Dismissals of monthly-paid (salaried) employees must be based on reasonable grounds. The employer must give written reasons for the dismissal if the person dismissed asks for them. You can demand the reasons if you have worked for the employer for at least 9 months.

If the length of service is up to half a year, the notice period is 1 month to the 1st of a month.

If the length of service is 6 months to 2 years, the notice period is 2 months to the 1st of a month.

If the length of service is over 2 years, the notice period is 3 months to the 1st of a month.

For employees, the notice period is one month to the 1st of a month.

The notice must be in writing for both parties.

Do I get pay if I get ill?

If you become ill, you can receive a daily allowance from the sickness benefit scheme (sjúkradagpeningaskipanin) run by Almannaverkið (the Social Insurance Office). The payment is 100% of your work income, but at most an amount equal to 80% of a worker's wage. The benefit is usually calculated from your average income over the last five weeks before you report sick.

The daily amount is kr. 882.40 + 12% holiday supplement.

If an employee is involved in a work accident and has to report sick, it is also possible to receive support from the sickness benefit scheme. The payment is the same as the one mentioned above. In addition, 10% is paid by your union and 10% by the employer, for up to 10 days.