Workplace Discrimination
Written in plain language for general understanding. This is educational content, not legal advice. Based on Icelandic Acts of the Althingi, statutory instruments, and official guidance.
Icelandic National Law
What is this right?
Iceland has two primary anti-discrimination statutes covering the workplace:
- Gender equality (Act No. 150/2020): Prohibits gender-based discrimination in all spheres. Companies with 25+ employees must obtain equal pay certification (based on the IST 85 standard), proving they pay equally for work of equal value through independent audits.
- Equal treatment (Act No. 86/2018): Prohibits discrimination based on race, ethnic origin, religion, life stance, disability, reduced working capacity, age, sexual orientation, gender identity, gender expression, and sex characteristics.
Both direct and indirect discrimination are prohibited. Employers must also set gender equality plans or mainstream gender perspectives into personnel policy (Act No. 150/2020).
When does it apply?
- You are an employee, job applicant, or independent contractor in Iceland.
- Protections cover recruitment, pay, promotion, training, working conditions, and termination.
What should you do?
- Document instances of discrimination — keep records of communications, witnesses, and dates.
- File a complaint with the Equality Complaints Committee (Kærunefnd jafnréttismála) under Act No. 151/2020.
- For gender discrimination specifically, contact the Directorate of Equality (Jafnréttisstofa).
- You may also pursue a claim through the courts.
What should you NOT do?
- Don't accept pay differences without understanding whether they are justified — Iceland requires certified equal pay.
- Don't assume discrimination must be intentional — indirect discrimination (neutral policies that disproportionately disadvantage a protected group) is also prohibited.
- Don't resign before seeking advice — resignation can affect your legal options.
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