Employer of Record Iceland
Employer of Record Iceland
Using an Employer of Record in Iceland simplifies the recruitment process, cuts down on administrative work, and helps businesses expand and achieve their goals.
Currency
Icelandic krona (kr, ISK)
Population
394,000
Capital City
Reykjavík
Minimum Wage
Icelandic
Local Language
No national statutory minimum wage
Working Hours
35 hours per week
Employer of Record in Iceland
When you hire in Iceland, the Employer of Record in Iceland acts as the legal employer for your workers, taking care of the entire employment life cycle. This includes handling all the legal legwork, such as payroll, taxes, mandatory benefits, employment contracts, and ensuring compliance with Iceland labor laws.
- Manages all employment aspects
- Acts as a legal employer
- Simplifies hiring
- Compliantly employing a worker
How does an Employer of Record Iceland work?
Agility
We handle the legal aspects of hiring workers, including managing HR, benefits, payroll, and taxes.
Company
Focuses on core business activities. Manages assigned employee’s tasks and performance.
Employee
Performs the assigned work, just like any other employee.
Cost Calculator
Use our easy calculator to explore the employment costs in Iceland. Share a bit more information, and we’ll deliver a detailed salary breakdown straight to your inbox.
Payment Frequency
Payroll in Iceland is monthly.
Employee Tax – 42.65% to 58.8%
Income tax: 32% – 46%
Social security: 6.65% and 8.8%
Pension fund contribution: 4%
Employer Tax – 31.42%
Mandatory pension fund: 11.5%
Optional supplementary pension fund: 2%
Social security: 6.1%
Union fee: 1.55%
Rehabilitation fund: 0.1%
Vacation allowance: 10.17%
Supplementary health insurance: 0.25%
Additional contributions and unemployment insurance: 1.41%
Probation Period
Probationary periods in Iceland are capped at 3 months.
Employment Law
Collective Bargaining: The right to form trade unions and engage in collective bargaining with employers. This is particularly important in Iceland, as minimum wages are often determined through collective bargaining agreements.
Training and Development: The right to receive training and development opportunities to enhance their skills and career prospects.
Work-Life Balance: The right to reasonable working hours and the ability to balance work with personal life.
Employee Representation: The right to have employee representatives participate in decision-making processes.
Data Protection: The right to have personal data processed lawfully and fairly.
Equal Treatment: The right to equal treatment in all aspects of employment, including pay, promotions, and working conditions.
Freedom of Association: The right to form or join trade unions without fear of retaliation.
Employee Termination
While Icelandic employment law dictates that termination can occur due to redundancy, misconduct, incompetence, or illness, the specific circumstances surrounding the dismissal, such as the employee’s length of service and the reason for termination, will determine the applicable rules regarding notice periods, severance pay, and the employee’s right to file a claim with an employment tribunal.
In certain circumstances, an employee who has been unfairly dismissed may be entitled to reinstatement to their previous job.
The required notice period for termination varies depending on the employee’s length of service and the reason for dismissal. Generally, longer-serving employees are entitled to longer notice periods.
Employees who are terminated without just cause may be entitled to severance pay. The amount of severance pay is typically calculated based on the employee’s length of service and salary.
Employee Benefits
Statutory Benefits
Pension A retirement pension provided upon reaching retirement age.
Social Security Includes disability benefits, sickness benefits, and unemployment benefits.
Health Insurance Access to public healthcare services.
Workers’ Compensation Coverage for work-related injuries and illnesses.
Common Additional Benefits
Company Car: Especially for employees who travel frequently for work.
Stock Options: Giving employees the opportunity to purchase company shares at a discounted price.
Performance Bonuses: Offering bonuses based on individual or team performance.
Employee Assistance Programs (EAPs): Confidential counseling and support services to employees.
Childcare Assistance: Offering childcare subsidies.
Sabbatical Leave: Providing paid or unpaid leave for employees to pursue personal or professional development.
Wellness Programs: e.g. gym memberships.
Statutory Leave
FAQ
Think of it like this: Agility EOR becomes the legal employer of your employees, taking care of all the paperwork and compliance headaches.
Agility EOR
- We manage the onboarding process and ensure everything’s in order before your employee starts
- We make sure your employees are treated fairly and compliantly in their relevant territory
- We take care of all HR matters, and can answer any and all HR queries you may have e.g. maternity/paternity leave, holidays, sick pay, and more
- We provide compliant contracts, process local payroll, and file taxes
- We issue payslips and handle payments to the employee and authorities
Your Company
- You find and manage your employees’ daily tasks
- You support their development through their work
- You follow our guidance on employment laws and best practices
- You ensure payroll bills are paid to Agility EOR on time
Benefits of using an Employer of Record (EOR)
- Faster and easier hiring: No need to set up your own legal entity.
- Reduced risk and compliance burden: We handle the legal and administrative complexities.
- More time and resources: Focus on your core business while we manage your employees.
Employees working for an Iceland Employer of Record are entitled to legal protections and a standard employment contract. This includes statutory benefits such as maternity leave, annual leave, and sick pay, as well as any applicable tax credits. It’s important to note that the Iceland public healthcare system covers all residents, not just employees.
Yes, as long as the worker is working for other companies, is able to decide how to do their own work, and can send another contractor in their absence.
In Iceland, a worker solely dedicated to your company and whose duties and tasks are dictated by your organization must be classified as an employee. Failing to do so constitutes a breach of Iceland employment law.
Misclassifying an employee in Iceland can lead to substantial fines, the obligation to pay outstanding holiday pay and social security contributions, the potential need to establish a local presence, and even legal action from the employee for breached employment rights.
The initial steps to establishing your business in Iceland involve registering it with the Commercial Register and obtaining a trade license from the relevant authorities.
While the initial registration process appears simple, establishing a physical office for tax purposes, opening a Iceland bank account (which often requires in-person presence), managing payroll software compliant with Iceland regulations, and fulfilling tax filing obligations add complexities to the overall setup.
Hiring people in Iceland means adhering to specific legal obligations. In simpler terms, HR compliance ensures your company strictly follows all employment and work practice regulations.
But why is it so important? HR compliance in Iceland goes beyond mere formalities; it safeguards both your employees and your business. Following employment regulations guarantees fair treatment for your workforce, encompassing aspects like sick leave, annual leave, minimum wage, and appropriate working hours. This not only fosters a positive work environment but also minimizes the risk of financial penalties, legal repercussions, and even lawsuits arising from non-compliance.
Partnering with Agility EOR as your Employer of Record in Iceland simplifies tax and social security obligations. We manage all employee-related filings and contributions, ensuring complete compliance, so you can focus on running your business with peace of mind.
While Agility EOR handles the complexities of Iceland employment law and compliance, your company is still responsible for day-to-day management and communication with your team, such as addressing performance issues, taking disciplinary actions as needed, and fostering a positive work environment through open communication.
Agility EOR handles the legal side of things in Iceland, so you can focus on managing your team and their daily tasks.
Both employers and employees in Iceland contribute to the tax system, with employers withholding income tax from employee salaries and remitting it to the tax authorities, while both parties contribute to Social Security and VAT.
Employees working for an Iceland Employer of Record are entitled to legal protections and a standard employment contract. This includes statutory benefits such as maternity leave, annual leave, and sick pay, as well as any applicable tax credits. It’s important to note that the Iceland public healthcare system covers all residents, not just employees.
Agility EOR handles the administrative burden of HR compliance for you:
Trusted Partners: Agility EOR works with Iceland’s leading employment lawyers and advisors. This ensures that your employment contracts and other important documents strictly follow all local legal requirements.
In-Depth Knowledge: We have a thorough understanding of all aspects of Iceland employment law, such as payroll, social security, data privacy, notice periods, and remote work regulations.
Swift Action: If an issue arises, our internal team is immediately available to help and assist.
Wondering if expanding in Iceland is right for you?
Read on or speak to a member of our team now
Iceland Employer of Record Benefits
When you choose Agility EOR to expand in Iceland, we guarantee an EOR Service tailored to the needs of your business
Compliance
We are on top of regulatory changes in Iceland so you can relax.
Cost reduction
Allow our economies of scale to work in your favour.
High Service Levels
You and your employees have a dedicated account manager.
Fixed Cost Pricing
We will agree our professional fees up front based on your needs – no nasty surprises!
Consolidated Invoicing & Payments
Make one monthly payment to cover all your tax, social and wages costs from one to one thousand employees.
Fast delivery
You can have 'boots on the ground' within days on our infrastructure.
Reduced Risk
All wage taxes are remitted in full to the Iceland authorities by professionals ensuring liabilities are met, giving you peace of mind.
Supply Chain Transparency
We only pay employees through local full employed solutions meaning Iceland payroll tax is paid on all funds.
Save Time and Money
Our expertise is at your disposal. The need for you to have internal HR, Payroll and admin staff is eliminated.
Get in touch
Our team of Employer of Record experts are ready to discuss your global expansion requirements. Fill out your details in the form provided and we will be in touch as soon as possible.