Workplace Discrimination in Iceland (2026 Legal Guide) — Rules & Requirements
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Sourced from Icelandic Acts of the Althingi, statutory instruments, and official guidance. Written in plain language for general understanding — this is educational content, not legal advice. Our editorial standards
What is this right?
Two main laws apply against workplace discrimination in Iceland:
- Gender equality (Lög nr. 150/2020, the Gender Equality Act): Prohibits discrimination on grounds of sex in all areas. Equal-pay certification under Art. 7 requires companies with 50+ employees to obtain external certification to the ÍST 85:2012 standard, while companies with 25–49 employees may instead obtain the lighter equal-pay confirmation under Art. 8. Both must be renewed every 3 years. The Directorate of Equality (Jafnréttisstofa) can impose daily fines for failures of certification, the equality plan or the submission of data. Victims can claim financial loss plus non-pecuniary damages under Art. 31.
- Equal treatment (Lög nr. 86/2018): Prohibits discrimination on grounds of race, ethnic origin, religion, belief, disability, reduced working capacity, age, sexual orientation, gender identity, gender expression and sex characteristics.
Both direct and indirect discrimination are prohibited. Employers must also adopt equality plans or integrate equality considerations into their HR policy (Lög nr. 150/2020).
When does it apply?
- You are an employee, job applicant or self-employed person in Iceland.
- The protection covers recruitment, pay, promotion, training, working conditions and the end of employment.
What to do if you face workplace discrimination or unequal pay in Iceland
- Document instances of discrimination — keep a record of communications, witnesses and dates.
- File a complaint with the Gender Equality Complaints Committee (Kærunefnd jafnréttismála) under Lög nr. 151/2020.
- For gender-based discrimination specifically, contact the Directorate of Equality (Jafnréttisstofa).
- You can also bring a case before the courts.
What should you NOT do?
- Don't accept a pay gap without understanding whether it is justifiable — Iceland requires a certified equal-pay system.
- Don't assume discrimination has to be intentional — indirect discrimination (neutral rules that disproportionately disadvantage a particular group) is also prohibited.
- Don't resign before you have taken advice — your resignation can affect your legal remedies.
About Workers' Rights in Iceland
Work in Iceland is built on collective agreements — there is no statutory minimum wage. The Trade Unions and Labour Disputes Act (Lög nr. 80/1938) and the Act on Workers' Terms of Employment (Lög nr. 55/1980) make agreed pay scales binding on every employee and employer covered by the agreement. Workplace safety falls under Lög nr. 46/1980; parental leave under Lög nr. 95/2000 provides 12 months in total, of which 6 are reserved for each parent. Equal-pay certification is mandatory for companies with 25+ employees under Lög nr. 150/2020. Collective disputes go before the Labour Court (Félagsdómur); individual disputes before the district courts.
Common Questions
Which grounds are protected from workplace discrimination in Iceland?
Lög nr. 150/2020 prohibits discrimination on grounds of sex. Lög nr. 86/2018 prohibits discrimination on grounds of race, ethnic origin, religion, belief, disability, reduced working capacity, age, sexual orientation, gender identity, gender expression and sex characteristics. Both direct and indirect discrimination are prohibited at every stage of recruitment, pay, promotion, training, working conditions and the end of employment.
What does the equal-pay certification rule say in Iceland?
Companies with 25 or more employees must obtain equal-pay certification under Lög nr. 150/2020, based on the ÍST 85 standard. This certification proves through independent audits that the employer pays equal pay for work of equal value. Employers must also adopt equality plans or integrate equality considerations into their HR policy.
Where do I file a discrimination complaint in Iceland?
Document the incident — keep a record of communications, witnesses and dates. File a complaint with the Gender Equality Complaints Committee (Kærunefnd jafnréttismála) under Lög nr. 151/2020. For gender-based discrimination, contact the Directorate of Equality (Jafnréttisstofa). You can also bring a case before the courts. Don't resign before you have taken advice — your resignation can affect your legal remedies.
What is the workplace discrimination right in Iceland?
Two main laws apply against workplace discrimination in Iceland:Gender equality (Lög nr. 150/2020, the Gender Equality Act): Prohibits discrimination on grounds of sex in all areas. Equal-pay certification under Art. 7 requires companies with 50+ employees to obtain external certification to the ÍST 85:2012 standard, while companies with 25–49 employees may instead obtain the lighter equal-pay confirmation under Art. 8. Both must be renewed every 3 years. The Directorate of Equality (Jafnréttisstofa) can impose daily fines for failures of certification, the equality plan or the submission of...
When does it apply — workplace discrimination?
You are an employee, job applicant or self-employed person in Iceland.The protection covers recruitment, pay, promotion, training, working conditions and the end of employment.
What should I do if I face discrimination or am paid less than colleagues for the same work in Iceland?
Document instances of discrimination — keep a record of communications, witnesses and dates.File a complaint with the Gender Equality Complaints Committee (Kærunefnd jafnréttismála) under Lög nr. 151/2020.For gender-based discrimination specifically, contact the Directorate of Equality (Jafnréttisstofa).You can also bring a case before the courts.
What should you NOT do — workplace discrimination?
Don't accept a pay gap without understanding whether it is justifiable — Iceland requires a certified equal-pay system.Don't assume discrimination has to be intentional — indirect discrimination (neutral rules that disproportionately disadvantage a particular group) is also prohibited.Don't resign before you have taken advice — your resignation can affect your legal remedies.