Sáttmáli

AGREEMENTS

between

Føroya Handverkarafelag / Landsfelag Handverkaranna

and

Føroya Arbeiðsgevarafelag / Føroya Handverksmeistarafelag

September 1st, 2024

Chapter 1: Scope of the Agreement

Art. 1.

Scope of the Agreement

1.1 This agreement applies to persons with a craft/vocational qualification whose job falls within the craft sector, hereafter referred to as craftsmen. The agreement also applies to skilled workers within the craft sector. 

1.2 To work as a craftsman, the person in question must be able to document training pursuant to the applicable Vocational Training Act or other training that can be approved by the principal organizations.

1.3 To work as a skilled worker, the person must be able to document training as a skilled worker. Where doubts arise regarding training, the joint boards shall negotiate this until a fixed arrangement is established regarding training, conditions etc. 

When any disputes regarding qualifications arise, the joint administrations shall enter negotiations until such time when a fixed scheme has been established regarding qualifications, terms and conditions and other particulars.

1.4  In doubts regarding this subarticle, the boards of the master craftsmen and the craftsmen shall reach a decision jointly. 

Chapter 2:  Terms and Conditions of Employment

Art. 2.

Employment Contract

Employment contracts are issued pursuant to the Parliamentary Act regarding employment contracts. 

Art. 3.

Injuries

3.1  If a craftsman is injured during working hours, the master or the company shall, for up to 10 days, pay them the difference between their normal weekly wages and what is paid from the sickness benefit scheme.  

3.2 A medical certificate must be presented if the master or the company requires it (notwithstanding the sickness benefit scheme). 

3.3  If a craftsman, who has worked for the same master for more than 6 consecutive months is rendered unable to work due to a work injury which is a work injury under the Occupational Injuries Insurance Act, then the employer, after the period in sa. 1 has ended, is obligated to pay the difference between the sickness benefit and the normal wage the craftsman would have received if they had not sustained the injury. 

The master’s payment obligation remains until the craftsman is able to resume work, but for no more than 6 months after the injury occurred. 

Art. 4.

Termination of Employment

4.1 A craftsman may not be dismissed from, or leave, their work without cause. 

4.2 The periods of notice are:  :

• 5 working days for more than 3 months’ employment 
• 10 working days for more than 6 months’ employment 
• 20 working days for more than 2 years’ employment 
• 30 working days for more than 5 years’ employment

4.3  The periods of notice apply to both parties. Notice must be in writing for both parties. Breach of this is sanctioned as follows: for the craftsman, loss of daily wages corresponding to half of the notice period; and for the master, payment of the same amount. 

4.4 Notices of termination must be based on reasonable grounds. The employer must provide written grounds for the termination if the person dismissed requests it. The statement of grounds may only be requested, if the employee has been employed for at least 9 months. 

4.5 A craftsman, who has worked for the same master for more than 6 consecutive months, is rendered unable to work due to a work  injury, which is a work injury under the Occupational Injuries Insurance Act cannot be dismissed until 7 months after the injury occurred. However, this only applies until the craftsman is able to resume work. 

Chapter 3: Working Hours

Art. 5.

Working Hours

5.1 The standard working week is 40 hours from 1. January 1980 pursuant to the Parliamentary Act no. 37 of 1 June 1978. The daily working hours shall fall within the period Monday through Friday between 06:00 and 18:00.                                                                   

5.2  In restaurants, hotels etc., working hours are 40 hours per week pursuant to a work schedule, which is established for four weeks at a time. Employees must receive the work schedule no later than 7 days before it comes into force. 

Art. 6.

Meal Breaks

6.1  The workplace is free to schedule the lunch break as agreed. A simple majority of the craftsmen, skilled workers, and the master at the workplace must be in favour of this, and voting shall be by ballot. 

6.2  No more than 4 hours may pass between meal times. 

Art. 7.

Shift Work

7.1 Where necessary, the working hours in each individual case may, by agreement between the craftsmen and the masters, be scheduled between 07:00 and 07:00 the next day and organised as shift work with pay pursuant to art.17.

7.2 When working in shifts, the meal break is not deducted for the 2nd and 3rd shifts.

Art. 8.

Overtime

8.1 Overtime shall not be calculated until the standard working day under the agreement has been completed (8 hours), if there was the opportunity to do so.

8.2 Notice of overtime must be given before lunch, where possible.

Meal Breaks when Working Overtime

8.3 When overtime is worked, meal time shall be arranged as hitherto at the various workplaces and shall not be deducted from the pay.

8.4 If more than 2 hours’ overtime is worked, it is permitted to have a drink, which will not be deducted from the pay. However, it is not permitted to leave the workplace to get a drink.

8.5 If more than 4 hours’ overtime is worked, the meal break shall be one hour, which likewise is not deducted from the pay.

Art. 9.

Non-Working Days

9.1  May, St. Olaf’s Day, and New Year’s Eve are full days off. Faroese Flag Day, Danish Constitution Day, 1 November, and Christmas Eve are days-off after 12:00.

9.2 The employer and a majority of the employees at the site may agree to combine half daysoff into full days-off, applicable to the entire workplace. This means that these full days-off fall on one of the half days-off, while said half working day becomes a standard full working day. If work is performed on a full combined day-off, it shall be paid pursuant to Art. 20, sa. 2. If work is performed on a full combined working day, it shall be paid as a standard working day.

9.3 In addition to the days-off in sa. 1, the employee is entitled to 5 unpaid days-off. The employer determines, in consultation with the employee, when these days-off are to be taken.

Chapter 4: Wages

Art. 10.

Wages for craftsmen with long vocational training

10.1 As of 1. October 2024 the journeyman wage increases by 3,25% and is then 170,21. As of 1. October 2025 the journeyman wage increases by 3,23% and is then 175,71.

10.2 The wage is to be understood as minimum wage.

10.3 The parties agree that, for the agreement period, the following special supplement shall be granted: 

From 1. October 2024: 3,75 DKK.
From 1. October 2025: 3,50 DKK.

No supplements shall be calculated on this special supplement. However, superannuation, holiday pay, and overtime shall be calculated on this special supplement.

Art. 11.

Wages for craftsmen with short vocational training.

11.1 As of 1. October 2024 the journeyman wage for shorter vocational training is 163,36.

As of 1. October 2025 the journeyman wage for shorter vocational training is 168,64. 

11.2 These pay rates shall be understood as minimum wages.

11.3 The parties agree that, for the agreement period, the following special supplement shall be granted:

From 1. October 2024: 3,75 DKK. 
From 1. October 2025: 3,50 DKK.

No supplements shall be calculated on this special supplement. However, superannuation, holiday pay, and overtime shall be calculated on this special supplement.

Art. 12.

Length of Service

Journeymen and skilled workers receive the following seniority supplements:

After 2 years of service: 2,50% of the basic wage
After 4 years of service: 3,50% of the basic wage
After 6 years of service: 4,00% of the basic wage
After 8 years of service: 5,00% of the basic wage 
After 10 years of service: 6,50% of the basic wage
After 11 years of service: 8,00% of the basic wage

“seniority” is understood as the time working in the occupation for which the person has obtained a journeyman’s certificate.

 Journeymen are entitled to carry over seniority from one employer to another if they have not been away from their occupational field for longer than 7 years.

Seniority must be stated in the employment contract. At the time of hiring, the craftsman must be able to inform of possible seniority from another employer when the employment contract is signed.

Art. 13.

Specialist Worker Pay Rates

As of 1. October 2024 the hourly wage is:

a) for a skilled worker within the craft with training: DKK 159,07

b) skilled worker without training:
1st year: DKK 152,35
2nd year: 1,45% in addition to the skilled worker wage without training in the 1st year.
3rd year: 2,92% in addition to the skilled worker wage without training in the 1st year.
4th and subsequent years: 4,41% in addition to the skilled worker wage without training in the 1st year. 

c) Special wage elevation

The parties agree that, for the agreement period, the following special supplement shall be granted:

From 1. October 2024: 3,75 DKK.
From 1. October 2025: 3,50 DKK.

As of 1. October 2025 the hourly wage is:

a) for a skilled worker within the craft with training: DKK 164,21

b) skilled worker without training: 1st year: DKK 157,27 2nd year: 1,45% in addition to the skilled worker wage without training in the 1st year. 3rd year: 2,92% in addition to the skilled worker wage without training in the 1st year. 4th and subsequent years: 4,41% in addition to the skilled worker wage without training in the 1st year.

 c) Special wage elevation

The parties agree that, for the agreement period, the following special supplement shall be granted:

From 1. October 2024: 3,75 DKK. 
From 1. October 2025: 3,50 DKK.

Art. 14.

Delayed Start to Work

If a craftsman reports to the workplace at the agreed time and the work is not started, then they shall receive pay for 2 hours. If the work starts later than agreed, then they shall receive pay for the time that has elapsed.

Art. 15.

Bonuses and Allowances calculated as a percentage of regular craftsperson’s wages

15.1 Tool money: 1,5% per hour if the craftsman maintains themselves with all the usual hand tools necessary for the trade.

15.2 Dirty work supplement: 0,5% per hour

15.3 The allowance for work on new tunnels; in steam boilers; in used oil, cod-liver oil and other tanks and inside small tanks in general; as well as in trash fish and herring holds is 10% per hour.

15.4 Small tanks may be defined as tanks that are less than a man’s height in all directions. If particularly cramped areas are present in tanks, it is otherwise for the parties at each company to agree on this.

15.5 The parties at each company may agree to another and higher hourly supplement for the work mentioned in sa. 3. If such a supplement is agreed, the supplement in sa. 3 lapses and the agreed supplement replaces it.

15.6. If the parties at a company agree that the work in question is unusually dirty for this trade, but it is not mentioned in sa. 3, then the same supplement shall be paid as in sa. 3. Otherwise, a supplement may be agreed under the same stipulations as in sa. 5.

Art. 16. Piecework

16.1 When the nature and circumstances of work allow for piecework, masters and journeymen shall agree on a set number of hours to carry out the task or a specific amount to be paid for the task. Said agreement must be made in the initial phases of work, be in writing and signed by both parties.

16.2 Parties are under the obligation to negotiate piecework in all practicable areas.

16.3 If orders are given to carry out piecework overtime, wages shall rise in accordance with Art. 19.

16.4 The parties agree to prepare standard agreement slips and possibly a rate list.

Art. 17.

Shift Wages

17.1          1^st Shift: standard wages.

2^nd Shift: standard wages + 6.63%

3^rd Shift: standard wages + 9.11%

17.2 Regarding overtime, refer to Art. 20.

Art. 18.

Staggered Hours (Bakers, Confectioners, and Service Trades)

18.1 Bakers and confectioners

For work from 04:00 to 06:00, bakers and confectioners receive 55% of the standard agreement wage under art.10 extra per hour on weekdays, and 70% extra on Saturdays and holidays.                                                                                   

18.2 Service trades

Where it is usual for individual trades (service trades) to work on Saturdays, the following extras are granted:

8:00 am – 2:00 pm ....................... 35 %

2:00 pm – onward ........................ 100 %

Art. 19.

Detailed provisions regarding driving and working away from the workplace for craftspersons and specialist workers

19.1 A craftsman is employed by an employment contract under one of the following three options:

1. Craftsman with a fixed workplace
2. Craftsman with changing fixed workplaces
3. Craftsman providing services to customers / service staff

A craftsman employed under A spends most of the time at one workplace. The workplace is the company’s registered address. A craftsman employed under B works, for example, in the construction industry and therefore has various construction sites as fixed workplaces for a certain period. A craftsman employed under C provides services to changing customers and regularly drives out to solve tasks on site, also commonly called service staff who do not have a fixed workplace.

19.2 A distinction is made between “Out‑work” (Útiarbeiði) and “Away‑work/Out‑of‑town work” (Burturarbeiði).

Out‑work is: Work performed elsewhere than at the workplace where the person is employed pursuant to the employment contract, and where the craftsman can go there and back the same day.

Away‑work is: Work performed elsewhere than at the workplace where the person is employed pursuant to the employment contract, and where it is necessary to stay overnight.

19.3 Travel time between home and the workplace does not as a rule count as working time.

19.4 For persons employed under A (fixed workplace), the following applies:

Out‑work:

a) When a craftsman has reported for work at the fixed workplace and is sent elsewhere to work, and the working day including travel time becomes longer than 8 hours, pay is given for travel time pursuant to art.18, sa. 1 and sa. 2.

b) Travel to the out‑work site is only paid insofar as this takes longer than to the fixed workplace.

c) Direct travel expenses are paid as follows:

i) If public transport is used between home and the out‑work site, travel expenses are paid to the extent they are greater than if reporting at the fixed workplace.

ii) If the craftsman uses their own car for transport between home and the out‑work site, a supplement per kilometre is granted, but only insofar as these are more than if reporting at the fixed workplace. This supplement is granted under the regulations in force at any time for the public sector. Payment is also made for ferry transport, possible tunnel charges, etc.

iii) If the company itself arranges the transport, then no compensation is paid for direct transport expenses.

d) The master is not obligated to pay for meals. An exception applies if the craftsman did not know that they were to perform out‑work. This means that the craftsman must be notified of out‑work no later than the day before. If this is not done, then the master is obligated to pay for meals.

Away‑work (same stipulations as under Out‑work, but with this change):

The master is obligated to pay for board and lodging. If the master does not arrange board and lodging, then he is obligated to pay against invoice at a reasonable level unless another agreement exists.

19.5 For persons employed under B (changing fixed workplace), the following applies:

Out‑work:

a) Travel to the out‑work site is paid insofar as this takes longer than to the fixed workplace.

b) Direct travel expenses are paid as follows:

i) If public transport is used between home and the out‑work site, travel expenses are paid to the extent they are greater than if reporting at the fixed workplace.

ii) If the craftsman uses their own car for transport between home and the out‑work site, a supplement per kilometre is granted, but only insofar as these are more than if reporting at the fixed workplace. This supplement is granted under the regulations in force at any time for the public sector. Payment is also made for ferry transport, possible tunnel charges, etc.

iii) If the company itself arranges the transport, no compensation is paid for direct transport expenses.

c) The master is not obligated to pay for meals. An exception applies if the craftsman did not know that they were to perform out‑work. This means that the craftsman must be notified of out‑work no later than the day before. If this is not done, then the master is obligated to pay for meals.

Away‑work (same stipulations as under Out‑work, but with this change):

d) The master is obligated to pay for board and lodging. If the master does not arrange board and lodging, then he is obligated to pay against invoice at a reasonable level unless another agreement exists.

Sa. 6. For persons employed under C (service staff)

a) When persons are employed by an employment contract in group C, a special agreement shall be made between the employer and the service staff concerning working conditions.

b) For away‑work the same applies as for employment groups A and B.

Sa. 7. Foreign travel: Foreign travel is remunerated pursuant to the public sector regulations, unless another agreement has been made.

Sa. 8. Use of one’s own car in connection with service for the master: If the craftsman uses their own car on company business, then they receive a supplement per kilometre under the regulations in force at any time for the public sector.

Sa. 9. The master cannot require the craftsman to use their own car for work purposes.

Sa. 10. For employees employed before 1. October 2007, the agreements made between craftsman and master may not be made worse as a result of this agreement. Changes in such agreements must therefore be notified with the notice period for termination.

.

Art. 20.

Overtime Pay

20.1 Overtime is paid as follows for both craftspersons and skilled workers:

For the first 4 hours, standard wage         +  35 %

For the next 3 hours, standard wage                   +  60 %

For subsequent hours, standard wage                      + 100 %

Saturday..................                    + 100 %

20.2 Sundays and public holidays and days-off are paid with +100%, which likewise applies to necessary continuation of work.

20.3 For work during meal time, double pay is paid.

20.4 Overtime, if more than 8 hours are worked on the shift during shift work as well as Sundays and public holidays, then it is paid pursuant to sa. 1 of this article.

20.5. When work ends after midnight and there are fewer than 6 hours until work starts again, pay shall not be reduced.

Art. 21.

21.1 Overtime shall not be calculated until the standard working day under the agreement has been completed (8 hours), if there was the opportunity to do so. An exception is sickness and night work caused by the master’s or the company’s circumstances.

22.2 When a member is called in by the master outside of the standard working hours, then the standard agreement wage plus the following supplements is paid:

+  35%  between   6:00 pm –  9:00 pm

+  60%  between.  9:00 pm – 12:00 midnight

+ 100% between. 12:00 midnight – 6:00 am

When work ends after midnight and there are fewer than 6 hours until work starts again, pay shall not be reduced.

Art. 22.

Payments

22.1 Wages are paid on a fixed schedule, either every one or two weeks. If a special agreement is made between individual companies and the relevant trade union (Føroya Handverkarafelag / Landsfelag Handverkaranna :Faroese Craftsmen’s Union or National Union of Craftsmen), wage payment may be made monthly.

22.2 A weekly payslip (payslips) must accompany the payment.

22.3 The master must pay wages, holiday pay, superannuation contributions, and any other charges agreed by the principal organizations through the PAYE tax system.

22.4 All agreement‑related payments are made at the same time as wage transfers.

Art. 23.

On-call Duty

A craftsman, who has on‑call duty from Monday up to and including Friday at 24:00 is paid an on‑call supplement of 14% of the standard agreement wage under art. 10. From Friday until normal working hours Monday morning the craftsman is paid an on‑call supplement of 28% of the standard agreement wage under art. 10. For on‑call duty on public holidays and fixed days-off, the on‑call supplement is the same as at weekends.

Chapter 5: Payments

Art. 24.

Membership Fee

24.1 At each workplace it may be agreed whether the master shall withhold membership fees for members of the craftsmen’s unions.

24.2 A simple majority of the craftsmen, skilled workers, and the master at the workplace must be in favour of this, and voting shall be by ballot.

24.3 If it is agreed that the master shall withhold membership fees, then these shall be paid to the relevant craftsmen’s union by further agreement.

Art. 25.

Education Fund

For training and further training of craftsmen and master craftsmen, craftsmen and master craftsmen each pay 0,07% of the standard agreement wage under art. 10 into a fund for each working hour.

Art. 26.

Superannuation and Life Insurance 

26.1 Masters pay 13% of wages into a superannuation fund of the Faroese Craftsmen’s Union or National Union of Craftsmen (Føroya Handverkarafelag / Landsfelag Handverkaranna).

From 1. October 2025 the payment is 13,5% of all A‑income (wages and holiday pay/holiday supplement) into a superannuation fund of the Faroese Craftsmen’s Union or National Union of Craftsmen(Føroya Handverkarafelag / Landsfelag Handverkaranna).

26.2 If an employee who has been employed for at least 1 year with the current employer dies while in employment, then the surviving spouse/cohabitant or children under 18 years, whom the employee is obligated to support, are entitled to bereavement pay for the month in which the person dies and the following 3 months. For hourly paid employees, the wage is calculated as the average of the wage paid by the current employer during the last 12 months the person has been at work.

26.3 The superannuation fund applies to both journeymen and skilled workers in the craft.

26.4 When a craftsman has turned 67, the wage quotient corresponding to the superannuation payment is paid out as wages. The same applies to persons, who under art. 1, sa. 5 of the Superannuation Act are exempt from paying into a Faroese superannuation scheme.

Chapter 6: Other Provisions

Art. 27.

Eating and Changing Rooms

Please refer to the stipulations in the Parliamentary Act concerning working environment no. 52 from May 4. 2017 and directives.

Art. 28.

Work Clothes, Protective Clothes and Exhaust Ventilation

28.1 Bakers shall receive work clothes for free.

28.2 Welders, mechanics and others who carry out welding, cutting and grinding assignments shall receive for free protective clothes, such as oilskin aprons, sleeves and gloves from the master.

28.3 Exhaust ventilation is required during welding inside tanks.

28.4 The employer shall supply work clothes to craftspersons, if there is no other arrangement in force. In this circumstance the employer shall decide which clothes and how often they can be supplied. If the craftsperson wishes other or more expensive clothes, then the craftsperson shall pay the difference. Regarding safety and protective gear, please refer to executive order no. 131 from the 4th of september 1995 about personal protective equipment.

Art. 29.

The control measures, which the employer enacts, must be based on safety and/or operational grounds, and have a sensible purpose.

Control measures must not unnecessarily inconvenience the employees, and there must be a reasonable connection between the purpose of the control measures and the manner they are performed. The Employer must inform the employees in writing before control measures are enacted.

If it is necessary  to enact control measures, where notice has not been possible, then the employer must inform the employees as soon as possible that control measures have been enacted and the reasons for this.

Art. 30.

The parties agree, that it is important that skilled craftspersons are improved by training, in-service training, and course participation.

When a skilled craftsperson is prescribed with going on a course, it will be settled pursuant to this agreement, including possible allowances, however, 8 standard hours at the most per day. This is also valid, if these courses are placed on Saturdays, Sundays, or fixed days-off.

Chapter 7: Labour Relations

Art. 31.

The parties agree that it is in their common interest for all employers/masters to be members of an employers’ association and for all craftspersons to be members of a craftspersons’ union.

Arbeiðsgevarafelagið/Handverksmeistarafelagið endeavour to inform employers/masters about the advantages of membership in the employers’ association and in working for such membership. Similarly, the craftspersons’ unions endeavour to inform craftspersons about the advantages of membership in craftspersons’ unions and also in working for such membership. The parties strive to ensure that the agreements in force are upheld.

Craftspersons and masters have a duty to notify the unions and associations when non-organised craftspersons or masters work at the same workplace.

Art. 32.

Unskilled Labour

When craftspersons, who are employed pursuant to this agreement, carry out unskilled labour their wages shall not to be reduced.

Art. 33.

Provisions for Board Members

33.1 If a board member experiences any grievance due to being a board member of a craftspersons’ union or employers’ association, he can lodge a complaint with the board of which he is a member.

33.2 The board shall process the complaint immediately and submit it with a recommendation to its federation within 3 days.

33.3 The federation that receives such a complaint shall process it immediately.

33.4 Should the nature of the complaint be such that it concerns both federations, then a joint meeting shall be summoned as soon as possible and within 3 days of reception of the complaint from the local union by either of the federations.

Art. 34.

Labour Disputes

34.1 Should any dispute arise about labour matters not provided for in this Agreement, the unions and associations shall negotiate the terms and conditions of work and pay in question, before taking the matter to a committee.

34.2 Any dispute whatsoever regarding the correct interpretation of this Agreement shall be settled by a committee.

34.3 Each union and association shall appoint 2 members of said committee. Should the committee fail to reach an agreement, the matter shall be subject to arbitration by the judge or any other person appointed by him. The arbitrator’s decision shall be final.

Art. 35.

Shop Steward Scheme

Both unions recognise the shop steward scheme. Refer to the provisions for the shop steward scheme.

Art. 36.

Special Agreements

Member unions and associations may enter special agreements with each other, however, no such agreement may go against the agreement between the federations.

Chapter 8: Terms of Validity and Notice

Art. 37.

Validity and Notice

37.1 This agreement enters into force on October 1, 2022 and can be terminated with 2 months’ notice by an October 1, though by October 1, 2025 at the earliest

Tórshavn, September 24th, 2024

On behalf of Føroya Handverkarafelag

Suni Simonsen, Chair

On behalf of Landsfelag Handverkaranna

Daniel P. Djurhuus, Chair

On behalf of Føroya Arbeiðsgevarafelag

Kristoffur Laksá

On behalf of Føroya Handverksmeistarafelag

Magnus Magnussen, Chair

Union Steward Scheme

• Workplaces with 5 or more workers may elect a shop steward for 2 years at a time. A union representavie must be a member of a union for skilled craftsmen.

• Union stewards shall receive necessary information regarding any planned measures, which might affect working conditions.

• The employer and the board of the organising union shall receive a written notification of the outcome of shop steward elections.

• Union stewards represent and negotiate with employers or their representatives on behalf of fellow workers, and they shall do their utmost to ensure that work is carried out in an environment of respect. Employers and stewards shall together promote sound cooperation at the workplace.

• The parties agree to strive to ensure the highest possible standards of health, safety and wellbeing at the workplace.

The aim is to foster safety, wellbeing and development at the workplace, promote social cohesion, as well as enthusiasm among both employees and management for the tasks at hand. For health and safety matters, please refer to the Health and Safety at Work Act in force.

Management and employees shall jointly strive to ensure that the aforementioned health and wellbeing targets are met

Health and wellbeing policy for workplaces

Employers shall ensure that:

• Work is arranged in a manner that minimises the risk of worker stress.
• Measures are implemented to guarantee sound cooperation between management and employees as well as between employees.
• There is no bullying at the workplace.
• Potential complaints regarding health or wellbeing are immediately registered and dealt with by management, shop stewards and safety stewards.
• Any necessary measures are implemented to improve the situation, if compliance with the aforementioned conditions should prove unsatisfactory.

1. Stewards shall convey any complaints or recommendations from their colleagues to their employer or, if he is unavailable, to his representative.

Stewards have the right to take proceedings regarding health and safety at the workplace, refer to FAROESE PARLIAMENTARY ACT 70, DATED MAY 11, 2000, ON THE WORKING ENVIRONMENT, AS AMENDED BY FAROESE PARLIAMENTARY ACT 18, DATED MAY 8, 2008.  

Stewards also have the right to take proceedings regarding matters mentioned in section 5.

1. If, during negotiations, stewards are unable to reach an agreement with the management at the workplace, which workers can accept, then the issue shall immediately be submitted to the organising union.

Stewards and workers may not stop working, before receiving instructions from the union.

1. Stewards are entitled to freely tend to their tasks as stewards. Stewards’ duties shall be carried out in such a manner that they have as little impact as possible on production. Management shall receive notice of any absence as soon as possible.

In this case, as when management summons stewards regarding issues related to workers or working conditions, stewards shall receive the stipulated wages for the time they spend away from work.

1. The term of notice for stewards is as stipulated in the Main Agreement + 1 month.

Stewards shall only be dismissed on arguable and demonstrably necessary grounds.

In the case of lack of work, the conditions of notice applicable to other workers shall also apply to stewards.

1. Any disputes regarding dismissals of stewards shall be dealt with in accordance with Art. 35.3. Should any such dispute arise, the unions shall immediately initiate negotiations, before taking the matter to arbitration.

If an employer upholds a dismissal, in spite of the arbitration committee deciding against said employer, then the arbitration committee shall determine the compensation to be paid to the steward.

The amount of such compensation shall be determined based on the circumstances of the dismissal, but may, however, not exceed 3 months’ salary in accordance with the dismissed steward’s employment contract.

1. Deputies for shop stewards, who shall substitute stewards when they are absent, shall carry out their duties under the same terms and conditions as stewards.

1. If workers agree to elect a new steward, such elections may take place according to the provisions in paragraph 3 herein.

1. This shop steward scheme may only be amended during collective bargaining.

1. Should any disputes arise regarding this scheme, they shall be settled by an arbitration committee, in accordance with Art. 35.3 of the Agreement between the unions and employer´s association.

SALARY AGREEMENT FOR SALARIED CRAFTSPERSONS

Art. 1.

Employment

1.1 This Agreement applies to all craftspersons whom employers wish to employ with a fixed salary.

1.2 Employers who, when this Agreement enters into force, have already entered a fixed salary agreement with craftspersons, may still use their previous agreement. Nevertheless, this Agreement shall apply to all craftspersons who are employed as salaried craftspersons after October 1, 1991.

1.3 Craftspersons employed pursuant to this Agreement shall receive an employment contract in accordance with Faroese parliamentary legislation on employment contracts.

Art. 2. Salary

2.1 Craftsmen employed under the fixed‑salary agreement receive a salary that is at least the applicable journeyman wage under the main agreement multiplied by the monthly hour figure of 173.33 hours. Otherwise, it is up to the parties to find an appropriate salary.

2.2 For employees employed before 1. October 2007, the agreements made between craftsman and master may not be made worse as a result of this agreement. Changes in such agreements must therefore be notified with the period of notice for termination.

2.3 Working a full working week, meaning 40 hours per week, is a condition for receiving the salary stipulated in subsection 2.1.                                          

2.4 Craftspersons working short time shall receive a salary proportional to the reduced number of hours they work.

Art. 3.

Overtime Pay

4.1 Overtime shall be compensated with overtime pay in accordance with Art. 20 in the agreement on hourly rates entered into between the craftspersons’ union and the employers’ association.

4.2 In the period between Monday to Friday 06.00-18.00, a craftsperson working reduced working hours shall only receive overtime pay after a full day of work, which is 8 hours.

Art. 4.

Time Off in Lieu of Wages

Overtime, exceeding 40 hours per week, which is compensated as time off in lieu of wages, shall be compensated according to its value.

Art. 5.

Business Trips

Employers shall pay all expenses related to business trips.

Art. 6.

Non-working Days

On May 1 and St Olaf´s Day and Ner Year´s Eve workers have the whole day off. On Faroese Flag Day (April 25), Danish Constitution Day (June 5), November 1 and Christmas Eve (December 24) workers have the day off from 12:00 noon.

Art. 7.

Holiday Provisions

7.1 Craftspersons’ holidays are governed by Faroese Parliamentary Act 30, dated April 7, 1986, on paid holidays.

7.2 A craftsman is entitled to buy 5 days-off pr. week. The cost of each day-off is 0,45% of the annual salary of the craftsmen. A craftsman who is appointed after the beginning of the year earns the right to buy days off proportionally to when in the year he is appointed. The employer appoints in consultation with the craftsman when these days-off are to be held.

Art. 8.

Leave

8.1 Craftspersons are entitled to unpaid leave, provided that it is not to the detriment of employers’ interests.

8.2 When union stewards request leave to attend steward courses, employers shall treat such requests favourable. This also applies to board members of the craftspersons’ unions.

Art. 9.

Parental Leave

9.1 A wage earner appointed pursuant to this agreement has the right to parental leave in accordance with the Parliamentary Act in force.

Art. 10.

Sick Pay and Bereavement Allowance Regulations

10.1 Illness

Sick Pay, Bereavement Allowance and other such matters shall be governed by the regulations in Faroese Parliamentary Act 13, dated March 30, 1958, on salaried employees.

Art. 11.

Termination of Employment

11.1 Employment contracts can be terminated with a months’ notice by the first day of a month, unless it has been agreed that employment is only temporary or on a trial basis, and that said employment lasts no longer than 3 months.

After 6 months’ employment a 2-month notice is required.

After 2 years’ employment a 3-month notice is required.  

After 5 years’ employment a 4-month notice is required.

For craftspersons employed before October 1, 2005, the regulations provided for by Faroese Parliamentary Act 13, dated March 30, 1958, on salaried employees shall govern such matters.

11.2 Craftspersons shall give 1 month’s notice at any given time.

Art. 12.

Education Fund

Craftspersons and master craftsmen shall each pay 0,07% of the regular wages pursuant to article 10. In the wage agreement of each hour of work into a fund for the education and continual training of craftspersons and master craftsmen.

Art. 13.

Pension Fund

Masters pay 13% of wages into a superannuation fund of the Faroese Craftsmen’s Union or National Union of Craftsmen.

From 1. October 2025 the payment is 13,5% of all A‑income (wages and holiday pay/holiday supplement) into a superannuation fund of the Faroese Craftsmen’s Union or National Union of Craftsmen.

Art. 14.

Work Clothes, Protective Clothes and Exhaust Ventilation

Art. 28. in the main agreement regarding work clothes, protective clothes and exhaust ventilation is also valid for salaried craftspersons.

Art. 15.

Special Agreements

While this Agreement is in force Føroya Arbeiðsgevarafelag / Føroya Handverksmeistarafelag and Føroya Handverkarafelag / Landsfelag Handverkaranna may enter into special agreements.

Art. 16.

Validity and Notice

The entry into force and the term of notice follows the main agreement.

Agreed Minutes on an Offshore Agreement:

The parties agree to take up negotiations about an agreement for craftspersons employed in the offshore industry in Faroese waters.

The parties aim to conclude this task by June 1, 2015.

Apprentice Agreement

between

Føroya Handverkarafelag & Landsfelag Handverkaranna

and

Føroya Arbeiðsgevarafelag & Føroya Handverksmeistarafelag.

Art. 1.

Scope of the Agreement

This Agreement is valid for craft apprentices training in accordance with the Faroese Vocational Education and Training Act, and who are employed by masters/companies that are members of Føroya Arbeiðsgevarafelag/Føroya Handverksmeistarafelag.

Art. 2.

Working Hours

2.1 As of January 1, 1980, in accordance with Faroese Parliamentary Act 37, dated June 1, 1978, the ordinary working week is 40 hours. Daily working hours shall be the same as that of other employees at the same company (journeymen).

Masters are obliged to pay apprentices wages for the number of hours per week stipulated in the Apprentice Agreement.

2.2 If apprentices are absent from work/school without legitimate reason, then companies/masters are not obliged to pay them wages for the periods they have been absent.

Art. 3.

Shift Work

Apprentices may work shifts like journeymen. Shift Work Allowance shall be paid at the same percentage rate as apprentice wages of journeyman wages.

When working in shifts, meal breaks shall not be deducted for the 2^nd and 3^rd shifts.

Art. 4.

Holiday Pay

Please refer to the parlimentary act regarding holiday with pay. The apprentice will receive holiday pay, currently 12%, also from overtime.

Art. 5.

Maternity and Paternity Leave

Governed by the Faroese Parliamentary Act on the Parental Leave Scheme.

Art. 6.

Illness

Governed by the Faroese Parliamentary act on sickness benefits. If an employer for any other reason wishes a doctor’s certificate, then it is at their own expense.

Art. 7.

Non-working Days

Apprentices are entitled to the same non-working days as those stipulated in the Main Agreement. Currently the following are non-working days: On May 1, St Olaf´s Day and New Year’s Eve (January 31) workers have the whole day off. On Faroese Flag Day (April 25), Danish Constitution Day (June 5), November 1 and Christmas Eve (December 24) workers have the day off from 12:00 noon. Masters shall not pay wages for public holidays and non-working days, however, they shall pay 1.5% to the pension fund for said days.

Art. 8.

Wages

Apprentices shall, at any given time, receive the wages stipulated in the Agreement in force between Føroya Handverksmeistarafelag and Føroya Handverkarafelag. This is:

1^st year 35% of journeyman wages

2^nd year 40% of journeyman wages

3^rd year 50% of journeyman wages

4^th year 60% of journeyman wages

5^th year 70% of journeyman wages

Apprentices shall always start from year 1. If the study period, for example, lasts 3 years, then apprentices start from year 1 and then continue to year 2 and 3. Except when the study period is shortened, in that case, the shortened period shall be deducted from year 1. This means that if an apprentice’s study period is shortened by 20 weeks, his 1^st year study period will be 32 weeks, after which the apprentice continues to year 2, etc.

Art. 9.

Pay During School Periods

9.1 Masters are obliged to pay apprentices wages during their school periods.

9.2 If the apprentice is ordered to meet at work in the period of school then he will be paid in accordance wih article 13 regarding overtime. If the apprentice has received transferred credits then the apprentice will receive specialist worker pay for the period the apprentice will be called in for those hours when the apprentice is not required to meet in school.

Art. 10.

Driving and Working Away from the Workplace

Art. 19 in the Main Agreement on provisions regarding driving and working away from the workplace for craftspersons and specialist workers applies to apprentices.

Art. 11. Pension Payments

Masters pay 13% of wages into a superannuation fund of the Faroese Craftsmen’s Union or National Union of Craftsmen.

From 1. October 2025 the payment is 13,5% of all A‑income (wages and holiday pay/holiday supplement) into a superannuation fund of the Faroese Craftsmen’s Union or National Union of Craftsmen.

The superannuation in art. 7 includes this superannuation.

Art. 12.

Payment of Wages

11.1 Wages shall be paid according to a fixed scheme either weekly or fortnightly.

11.2 Each payment shall be accompanied by a payslip(s).

11.3 All payments pursuant to agreements shall be made when wages are paid.

Art. 13.

Overtime

Throughout the apprenticeship overtime shall be compensated with year 1 specialist wages + the following percentages:

First 4 hours                                              + 35%

Next 3 hours                                              + 60%

Following hours                                       + 100%

Saturdays:

First 5 hours                                              + 35%

Following hours                                         + 60%

Sundays and public holidays: + 100%

Overtime, exceeding 40 hours per week/8 hours per day, may be compensated as time off in lieu of wages, if employer and apprentice are in agreement on this. Time-off is compensated at the ratio 1 hour for 1 hour, and the value exceeding this shall be paid out in wages.

Art. 14.

Work Stoppage

Apprentices may not participate in labour market work stoppages.

Art. 15.

Displaced Working Hours

For work within the following periods, the following allowances shall be paid (displaced working hours). The allowances are calculated as a 1st year specialist worker

supplements are calculated on the skilled worker wage at the 1st year.

Trade Period Supplement as of 1. May 2024
Baker and confectioner apprentices: All days between 18:00-04:00: 26,45%
Sundays and public holidays 00:00-24:00 (the full day) and days-off: 35%
Cook and waiter apprentices: Weekdays 18:00-06:00: 3,03%
Saturdays, Sundays, and public holidays: 4,16%
Hairdresser apprentices: Sunday: Paid as overtime for apprentices.

Art. 16.

Membership Fees

Art. 24 in the Main Agreement applies to apprentices.

Currently this article stipulates:

24.1 Each workplace may freely decide whether the master shall retain the membership fee for members of the craftspersons’ unions.

24.2 The aforementioned decision shall be made by a simple majority of craftspersons, specialist workers and masters voting by ballots at the workplace.

24.3 If it is decided that the master is to retain membership fees, said fees shall be paid to the craftspersons’ union concerned as per agreement.”

Art. 17.

Work Clothes, Protecective Clothes and Exhaust Ventilation

Art. 28. in the main agreement regarding work clothes, protective clothes and exhaust ventilation, is also valid for apprentices.

Art. 18.

Validity and Notice

The entry intro force and the term of notice will follow the main agreement.

Tórshavn, September 24th, 2024.

Føroya Handverkarafelag

Suni Simonsen, Chair

Føroya Arbeiðsgevarafelag

Kristoffur Laksá

Landsfelag Handverkaranna

Daniel P. Djurhuus, Chair

Føroya Handverksmeistarafelag

Magnus Magnussen, Chair.

STATUTES OF VITAN

Continuing Education Fund

Established on January 1, 1990

Art. 1.

Name and Domicile

• The Fund’s name is Vitan.

1.2 The Fund is owned by Føroya Handverkarafelag (FHF)/Landsfelag Handverkaranna (LH) and Føroya Handverksmeistarafelag (FHMF).

1.3 The Fund is domiciled in Tórshavn.

Art. 2.

Purpose

2.1 The Fund’s main purpose is to provide financial and technical support for any members of either union planning to attend a continuing education course.

2.1 In exceptional cases, the board may decide to allocate funds to purposes other than continuing education.

Art. 3.

Conditions for Support

The conditions for receiving support are:

1. Craftspersons must be active members of a craftspersons’ union, which must be an affiliate of FHF/LH and masters, or their company, must be active members of a local masters’ association, which must be a member of FHMF.

1. The applicant and master are both up-to-date with their contributions to Vitan.

1. The applicant must have worked for a master craftsman or been a master craftsman within the last 4 weeks before commencing a continuing education course.

1. The company payment is up-to-date.

Art.  4.

Original Capital

The federations have entered an agreement stipulating their contributions to the Fund. Interest on the fund’s financial assets is used to maintain its original capital.

Art. 5.

Grants

5.1 The fund may pay out in grants:

1. a) Its annual contributions received.
2. b) Funds received from other sources.
3. c) Funds mentioned in a and b, which were not spent in the foregoing year.

Art. 6.

Payment of Member Contributions

6.1 Master craftsmen are obliged to deduct craftspersons’ contributions from their wages whenever wages are paid and transfer this contribution to the Fund, similarly, masters shall pay their own contributions at the same time.

6.2 Master craftsmen shall settle contribution payments with the Fund every time they pay wages, or by arrangement with the Fund.

6.3 Masters who employ more than one craftsperson can transfer the total amount for each salary paid in one lump sum to the fund.

6.4 When the contributions are paid a detailed overview of the persons, numbers of hours and periods paid shall be submitted to the Fund’s administrator.

6.5 If a master craftsman accrues more than a month’s debt to the Fund, in accordance with the statutes in force or an arrangement made, and fails to pay this debt within 8 days of payment of said debt being requested, at the latest, said debt may be collected following standard procedures.

Art. 7.

Administration

7.1 A five-member board shall be elected to direct the Fund. It shall administer the fund and decide on any issues relating to it.

7.2 The boards of FHMF shall appoint two members, while the boards of FHF and LH shall appoint a member each, the fifth member shall be jointly elected by the other four.

7.3 The board shall be elected for a two-year term and board members may be re-elected.

7.4 The board may seek specialist assistance, which shall be paid out of the Fund’s income.

7.5 The Funds operational expenses and compensations for board members shall be approved by the federations and paid out of the contributions received by the Fund.

Art. 8.

Applications

8.1 Applications for grants shall be made on a special application form, which the Fund’s board shall have prepared for this purpose.

8.2 The application shall be submitted with a cost estimate of the expenses related to the continuing education course, which the applicant intends to attend; based on this information, the Fund may grant support.

8.3 Nonetheless, all payments of grants are contingent upon the submission of documents supporting the expenses.

8.4 The board shall aim to strike a reasonable balance between contributions received and grants allocated to individual applicants each financial year.

Art. 9.

Accounts

9.1 The Fund’s accounting year runs between January 1 and December 31.

9.2 The Fund’s audited accounts shall be presented at the federations’ annual general meetings.

9.3 The board shall appoint an auditor.

Art. 10.

Amendments

These statutes may be amended, if a board member of the Fund or a federation considers it necessary, however, any amendments shall be submitted to the federations for approval.

Art. 11.

Liquidation

Should the federations decide to wind up the Fund, the Fund’s assets shall be liquidated, but shall not under any circumstances whatsoever be transferred to the federations themselves. Said assets shall instead be given to a good cause, which the federations agree to choose at that stage, and which falls within the federations’ sphere of activity.

Art. 12.

Establishment

This continuing education fund has been set up during the collective bargaining round between craftspersons and master craftsmen in May 1989 and is to commence its activities on January 1, 1990.

The statues were approved by the federations in December 1989, subsequently amended in December 1998, May 2002 and in November 2008.

Føroya Handverkarafelag

Poul Øregaard, Chair

Landsfelag Handverkaranna

Dániel P. Djurhuus

Føroya Handverksmeistarafelag

Vilhelm M. Johannesen, Chair

Føroya Arbeiðsgevarafelag

Vilhelm M. Johannesen, Chair

Piecework Wages for Car Painters

Art. 1

At workshops, where circumstances allow it, masters and journeymen may agree to apply this Agreement to car painting.

Art. 2

2.1 Piecework wages for car painting shall be paid in accordance with the annexed table.

2.2 A 25% additional allowance shall be paid for metallic paints. DKK 11.32 shall be paid for each period.

Art. 3.

This Agreement enters into force on January 1, 1994 and may be terminated with 2 months’ notice by an October 1, though by October 1, 1994 at the earliest.

Tórshavn, January 31, 1994

On behalf of Føroya Handverkarafelag

Høgni Højgaard, Chair

Jørgen Rubeksen

On behalf of Føroya Handverksmeistarafelag:

Vilhelm M. Johannesen, Chair

Johan Petersen, Vice Chair

Jákup í Gerðinum, administrator

*) Following m² v/DKK 140,-

Office Hours and Contact Information

Føroya Handverkarafelag

Hoyvíksvegur 65

Postboks 1075

610 Saltangará

E-mail: fhf@fhf.fo

Secretary: Suni Simonsen (Chair)

E-mail: fhf@fhf.fo

Telephone: +298- 312120

Mobile: +298- 212199

Fax +298- 320420

Monday – Friday

8:00 am – 4:00 pm

Føroya Arbeiðsgevarafelag/Føroya Handverksmeistarafelag

Óðinshædd 7

Postsmoga 1038

FO-110 Tórshavn

E-mail: industry@industry.fo

Administrator: Niels Winther

E-mail: niels@industry.fo

Telephone +298- 309900

Mobile +298- 739906

Fax +298- 309901

Monday – Friday

8:00 am – 4:00 pm

Landsfelag Handverkaranna

Stoffalág 60

Postboks 203

FO-110 Tórshavn

Telephone +298- 354800

Fax +298- 319548

E-mail: handverk@handverk.fo

Dánjal Pauli Djurhuus, Chair Mobile +298-234809

Eli Brimsvík, Vice-Chairman Mobile +298-234802

Monday – Thursday

9:00 am –  3:00 pm