In the Faroe Islands, a 40-hour workweek is the standard for both the private and public sectors. This standard is not explicitly mandated by a single law, but is established through a combination of collective agreements and employment contracts.

Many industries in the Faroe Islands operate under collective agreements. These are negotiated between trade unions and employer organizations and typically define standard working hours within their specific sectors. Individual employment contracts should also reference the expected working hours per week.

It's important to note that the 40-hour workweek is a guideline, and some variations might exist depending on the specific industry or company policy.

In the Faroe Islands, overtime work is recognized as any hours worked beyond the standard 40-hour workweek. This is established through a combination of collective agreements and individual employment contracts.

Compensation for Overtime:

• Overtime Supplement: All overtime work must be compensated with an overtime supplement on top of the regular wage.
• Supplement Calculation: The specific overtime supplement percentage varies depending on the timeframe in which the overtime is worked:
  • Weekday Overtime:
    • Between 4:00 PM and 8:00 PM: +35% supplement on the regular wage.
    • After 8:00 PM and before 7:00 AM the next day: +60% supplement.

While there isn't a single law defining overtime regulations, the Faroese Workers Union provides a comprehensive overview based on collective agreements, which are the primary source for these work hour and compensation standards.

Additional Points to Note:

• Employers must obtain employee consent before assigning overtime work, unless stipulated otherwise in the employment contract.
• There might be limitations on the amount of overtime an employee can be required to work per week or month. Refer to specific collective agreements or the employment contract for details.

In the Faroe Islands, rest periods and breaks for workers are not explicitly mandated by a single law. Instead, these entitlements are generally established through a combination of sources:

• Collective Agreements: Many Faroese industries operate under collective agreements negotiated between trade unions and employer organizations. These agreements often outline specific rest period and break structures for their respective sectors.
• Employment Contracts: Individual employment contracts should reference the expected rest periods and breaks offered by the employer.

General Practices:

• Lunch Break: Typically, a lunch break of at least 30 minutes is provided during the workday. This duration might vary depending on the industry and company policy.
• Shorter Breaks: Additional short breaks throughout the workday are also common practice. The frequency and duration of these breaks might not be explicitly mandated but are generally understood as around 10-15 minutes and can be used for restroom visits, stretching, or grabbing a quick refreshment.

Key Points to Remember:

• The specific entitlements regarding rest periods and breaks can vary based on the industry, company policy, and individual employment contracts.
• Employees are encouraged to consult their collective agreements or employment contracts for precise details concerning rest periods and breaks.

The Faroe Islands recognize the potential disruptions to circadian rhythms associated with night shifts and weekend work. Here's a breakdown of the specific regulations:

Night Shift Work:

• Definition: Night shift is generally defined as work performed outside normal working hours, often during the evening or overnight. Specific timeframes may vary depending on the industry or company policy.

• Compensation: While there's no single law mandating night shift premiums, collective agreements often establish higher pay rates for night work. These agreements serve as the primary source for night shift compensation standards in the Faroe Islands.

Weekend Work:

• Saturday Work: Similar to night shifts, there's no legal requirement for premium pay for working Saturdays. However, collective agreements frequently include increased compensation or compensatory time off for weekend work.

• Sunday Work: Sunday work is generally discouraged and should be limited to exceptional circumstances. When unavoidable, compensatory leave at a rate of time and a half must be granted on another weekday.

Important Considerations:

• The aforementioned regulations are based on collective agreements and best practices. Since these are not strict legal requirements, it's crucial for employees to consult their individual employment contracts to understand the specific terms and compensation associated with night shift and weekend work.

• Employees have the right to refuse weekend or night shifts unless stipulated otherwise in their employment contracts. However, exceptions might exist for certain critical positions or emergencies.

By understanding these regulations and their rights under collective agreements and employment contracts, workers in the Faroe Islands can ensure fair treatment and appropriate compensation when working night shifts or weekends.