Navigating employee leave entitlements is a crucial aspect of managing a workforce, especially when operating internationally. In the Faroe Islands, employers must adhere to specific regulations regarding vacation time, public holidays, sick leave, and various forms of parental and other special leaves. Understanding these requirements ensures compliance and supports a positive working environment for employees.
The legal framework in the Faroe Islands provides clear guidelines on minimum leave entitlements, ensuring employees have adequate time for rest, recovery, and family responsibilities. These regulations are designed to protect employee well-being and are mandatory for employers operating within the territory.
Annual Vacation Leave
Employees in the Faroe Islands are legally entitled to a minimum amount of paid annual leave. The primary legislation governing this is the Holiday Act.
- Minimum Entitlement: Employees are entitled to a minimum of 25 days of paid annual leave per year. This entitlement is based on a standard five-day working week.
- Accrual: Holiday pay is typically accrued at a rate of 12% of the employee's gross salary from the previous calendar year. This holiday pay is then used to compensate the employee during their vacation period.
- Timing: Employees generally have the right to take their main holiday period (at least 15 consecutive days) between May 1st and September 30th. The remaining days can be taken at other times of the year by agreement.
- Carry-over: Specific rules apply regarding the carry-over of unused leave days to the following year. Generally, unused days and holiday pay can be carried over for a limited period.
- Termination: Upon termination of employment, employees are entitled to receive payment for any accrued but untaken holiday pay.
Public Holidays
In addition to annual leave, employees in the Faroe Islands are entitled to time off on public holidays. If a public holiday falls on a workday, employees are typically entitled to a paid day off. If an employee is required to work on a public holiday, they are usually entitled to special compensation, often at a higher rate.
Here is a list of common public holidays observed in the Faroe Islands:
| Date | Holiday |
|---|---|
| January 1st | New Year's Day |
| Maundy Thursday | Maundy Thursday |
| Good Friday | Good Friday |
| Easter Sunday | Easter Sunday |
| Easter Monday | Easter Monday |
| April 25th | Flag Day (Flaggdagur) |
| Great Prayer Day | Great Prayer Day |
| Ascension Day | Ascension Day |
| Whit Sunday | Whit Sunday |
| Whit Monday | Whit Monday |
| June 5th | Constitution Day |
| July 28th | St. Olaf's Eve (Ólavsøkuaftan) |
| July 29th | St. Olaf's Day (Ólavsøkudagur) |
| December 24th | Christmas Eve |
| December 25th | Christmas Day |
| December 26th | Boxing Day |
| December 31st | New Year's Eve |
Note: Some holidays like Easter, Great Prayer Day, Ascension Day, and Whit Sunday/Monday have variable dates each year.
Sick Leave
Employees in the Faroe Islands are entitled to sick leave in case of illness or injury. The specific entitlements and payment during sick leave can depend on the employee's contract, collective agreements, and length of service.
- Entitlement: Employees are generally entitled to sick leave when they are unable to work due to illness or injury.
- Notification: Employees are typically required to notify their employer of their absence due to sickness as soon as possible.
- Medical Certificate: For longer periods of absence, employers may require a medical certificate from a doctor to document the illness.
- Sick Pay: The right to receive full or partial pay during sick leave varies. Many collective agreements and individual contracts stipulate a period during which the employer pays full salary. After this period, or if no such agreement exists, the employee may be entitled to sickness benefits from the public social security system (ALS - Arbeiðsloysisskipanin). The duration and amount of public sickness benefits are subject to specific rules and conditions.
Parental Leave
The Faroe Islands provide comprehensive parental leave provisions to allow parents time off following the birth or adoption of a child. These provisions cover maternity, paternity, and shared parental leave.
- Total Parental Leave: The total combined parental leave entitlement for both parents is substantial, allowing families significant time with their new child.
- Maternity Leave: Mothers are entitled to a period of leave before and after childbirth.
- Paternity Leave: Fathers or co-parents are also entitled to a period of leave following the birth or adoption.
- Shared Parental Leave: A significant portion of the total parental leave can be shared between the parents, allowing flexibility in how the leave is taken.
- Parental Benefit: During parental leave, parents are typically entitled to parental benefits from the public social security system (Barsilsskipanin). The duration for which benefits are paid is legally defined, and the amount is based on previous income, up to a certain maximum.
- Adoption Leave: Similar leave and benefit entitlements apply in cases of adoption.
The exact duration of leave and benefit periods are subject to specific regulations under the Parental Leave Act (Barsilslógin).
Other Types of Leave
Beyond standard vacation, public holidays, sick leave, and parental leave, employees in the Faroe Islands may be entitled to other types of leave under specific circumstances, often governed by collective agreements or individual contracts.
- Bereavement Leave: Employees may be granted leave in the event of the death of a close family member. The duration is typically short and intended to allow time for mourning and funeral arrangements.
- Study Leave: Some employers or collective agreements may provide for leave for employees pursuing further education or training relevant to their work.
- Sabbatical Leave: While not a statutory right, some employers may offer sabbatical leave for long-serving employees, allowing an extended period away from work for personal or professional development.
- Force Majeure Leave: Employees may be entitled to short-term leave in urgent family situations due to illness or accident where their immediate presence is indispensable.
The availability and terms of these other leave types often depend on the specific employment contract, company policy, or applicable collective bargaining agreements.
