Understanding market competitive salaries in Iceland is crucial for both employers seeking to attract and retain top talent, and employees seeking fair compensation for their skills and experience. Several factors influence what constitutes a competitive salary in Iceland.

Factors Affecting Market Competitive Salaries

• Industry: Salaries can vary significantly between industries. Specialization in high-demand sectors like finance, technology, or healthcare typically commands a premium.
• Experience & Qualifications: Employees with extensive experience, advanced degrees, or specialized certifications can expect to earn more than their counterparts with less experience or education.
• Location: Reykjavík, the capital city, boasts the highest average salaries, with a range of ISK 800,000 to ISK 900,000 per month. More rural areas tend to offer lower salaries but may also have a lower cost of living.
• Company Size & Performance: Larger, successful companies often have the resources to offer more competitive salaries and benefits packages than smaller companies.
• Unionization: Iceland has a strong tradition of unionization, and collective bargaining agreements often set salary levels for specific roles within an industry.

In Iceland, there isn't a single, nationally mandated minimum wage. Instead, the system is based on collective bargaining agreements that establish minimum wages for various industries. These agreements detail minimum pay, working hours, and other employment conditions.

Collective Bargaining Agreements

Collective bargaining agreements are negotiated between labor unions representing employees and employer associations within specific industries. These agreements are legally binding for the parties involved in the negotiation. Union membership is widespread in Iceland, covering approximately 90% of the workforce, which means these agreements effectively set minimum standards for most workers.

Minimum Wage Variations

Minimum wages established through collective bargaining agreements can vary based on several factors:

• Industry: Different industries may have different minimum wage levels based on the complexity and skill required for the jobs.
• Experience: Minimum wages may be higher for workers with more experience or qualifications.
• Age: Some agreements may have differentiated minimum wages for younger workers.

For example, the minimum monthly gross salary for a general worker aged 22 in the cleaning industry might differ from that in construction or fish processing.

Extension of Agreements

While collective bargaining agreements are directly binding only on the signatories, Iceland utilizes an extension mechanism. This extends the terms of the agreements to cover all workers within a specific industry, even those not directly affiliated with a union. This approach ensures broader application of minimum wage standards across an industry.

Icelandic employees are entitled to a variety of bonuses and allowances, which are often a part of their benefits package. These benefits are not limited to just a base salary, but also include mandatory bonuses and other potential benefits.

Mandatory Bonuses

In Iceland, due to the strong presence of unions, collective bargaining agreements ensure that certain bonuses are mandatory for employers to provide. These bonuses are usually linked to the annual income of the employee and are paid out at specific times of the year.

• Holiday Bonus: Employees receive a bonus equal to 10.17% of their annual income, which is paid between May 1st and August 15th. This bonus is intended to coincide with the summer vacation period.

• Christmas Bonus: A separate bonus is paid in December. The exact amount can vary but is typically a fixed sum.

Other Potential Benefits

In addition to mandatory bonuses, some employers may offer additional benefits to attract and retain talent. These can include:

• Profit-sharing Bonuses: Some companies may offer bonuses based on the company's performance throughout the year.

• Car Allowance: Depending on the role and location, some employers might provide a car allowance to offset transportation costs.

• Meal Vouchers: Subsidized meals or meal vouchers can help reduce the lunch expenses of employees.

In Iceland, the payroll cycle follows specific regulations and practices. Employees are typically paid on a monthly basis, with salaries and wages being paid by the 1st of the following month. For instance, wages and salaries earned in March are paid on April 1st. However, in some sectors, it's common practice to pay employees on a weekly or bi-weekly basis.

Overtime Regulations

Iceland follows a standard 40-hour workweek for full-time employees. Any work performed beyond these hours is considered overtime and must be compensated accordingly. The overtime pay rate is 0.875% of the monthly salary per hour for up to 162.5 hours of overtime in a month and 1.0385% of the monthly salary per hour for any additional overtime exceeding 162.5 hours.

Tax Withholding and Reporting

Iceland operates a PAYE (Pay-As-You-Earn) system for income tax. This means that income tax is deducted from employee wages each month by the employer. The employer then calculates, withholds, and remits the respective tax amounts on behalf of the employee to the tax authorities. The tax collecting authority in Iceland is the Directorate of Internal Revenue (RSK). The final deadline for paying withheld income taxes is the 15th of each month, which is 14 days after wages and salaries are paid. Employers must also submit specific forms along with the tax payment.

Additional Considerations

There is no national minimum wage in Iceland. Minimum remuneration is determined for each sector through collective bargaining agreements. Employees accrue paid vacation time and vacation pay based on their length of service. The minimum entitlement is 24 weekdays of paid leave, with the percentage of pay used for vacation pay increasing with tenure. A fixed Christmas bonus is also typically paid to employees on December 1st.