People's safety and equal pay

Loftorka Reykjavík ehf. has implemented an equal pay system in accordance with ÍST 85:2012, on the basis of Article 7 of Act no. 150/2020 on equal pay certification. It covers all staff, with this equal pay policy as its foundation.

The purpose of the equal pay system is to secure equality and an equal standing between the sexes within Loftorka Reykjavík ehf., so that knowledge, responsibility, experience and ability are used to the full without gender-based discrimination. The scope and nature of a role affect pay and are determined by factors such as management duties, responsibility, the professional demands of the role and education.

This equality plan reminds managers and all staff that everyone is equal, and that the wealth held in an individual's education, experience and ability is to be valued regardless of gender.

This equal pay policy is an inseparable part of the pay policy of Loftorka Reykjavík ehf., and the equal pay system is under continuous improvement and monitoring. Pay is shaped by, among other things, collective agreements in force, laws and regulations, and pay developments. Role, education, knowledge and experience also matter. Where deviations arise, they are addressed.

Decisions on pay changes are taken by the managing director and the office manager, and a pay review meeting may be requested once a year. In addition, the office manager ensures consistency in pay decisions and reviews staff pay levels at least once a year.

The equal pay system sets out equal pay objectives, which are reviewed and revised in accordance with the relevant procedures.