Guest Reception

A special collective wage agreement applies to guest reception workers; here you can find the main information, but the special collective wage agreement can be found in its entirety in the collective wage agreement between VR and SA.

  • The following wage tables show the minimum wage for guest reception workers. The above rates are minimum wage and include payments covering the necessary communications connected with changes of shift, preparations and tidying up. Allowance is made for the time required for this being up to 15 minutes for each shift. 

  • Daytime Work: In return for fixed monthly wages, employees shall work 38 hours and 45 minutes (39 ½ hours prior to shortened working hours) per week, or proportionally shorter if any of the holidays listed in Sections 2.3.1. and 2.3.2. in the general collective agreement fall during the week. Without refreshment breaks, it is 35 hours and 51 minutes of active work hours, whereas it was 36 hours and 35 minutes prior to shortened working hours.
    The daytime working period is from 8:00–17:00, Mondays to Fridays; daytime work may be begun earlier if the employer and employees agree on this. Nevertheless, each employee’s daytime work shall always be carried out in a continuous working period each day and shall never begin before 7:00.

    Overtime work begins after the end of the daytime working period, i.e. after 7 hours and 45 minutes (7 hours and 10 minutes of active working time) during the period 7:00–17:00, Monday–Friday.
    If work is done during refreshment and meal breaks during daytime working hours, it shall be paid for at overtime rates.

  • Work may be structured in shifts every day of the week. If shift work is done on only 5 days of the week during the period 17:00–8:00, then the working week shall be only 37 hours and 15 minutes, whereas it was 38 hours prior to shortened working hours.

    Each shift shall not be longer than 12 hours and not shorter than four hours. Each shift shall run as a continuous period.
    Shifts should be scheduled for four weeks at a time, and the shift scheme shall be posted where workers have easy access to it one week before work according to the scheme is due to begin. Each worker’s working scheme shall be determined in his employment contract and may not be changed without prior termination of the contract or by agreement.

    Supplements on daytime wages shall be paid for that part of the 38.75 hours (38:45 hours, was 39:30 hours prior to shortened working hours) of work on average per week falling outside the daytime work period 8:00–17:00 Monday to Friday as follows:
    33% for the period 17:00–24:00, Monday–Friday.
    45% for the period 00:00–8:00 every day and also at weekends.

    Supplements for work done on public holidays, i.e. Maundy Thursday, Easter Monday, the First Day of Summer, 1 May, Ascension Day, Whit Monday and Boxing Day, shall carry a 45% supplement (as the employee gets a winter holiday).

    Supplements for work done on major public holidays, i.e. New Year’s Day, Good Friday, Easter Day, Whit Sunday, 17 June, the August Bank Holiday, Christmas Eve after 12:00, Christmas Day and New Year’s Eve after 12:00, shall carry a 90% supplement (as the employee gets a winter holiday).

    Overtime pay is paid for all work in excess of 38.75 hours (38:45 hours, was 39:30 hours prior to shortened working hours) on average for shift work per week and is calculated at 1.0385% of the monthly salary. For work during the period 17:00–8:00, overtime is paid in excess of 37.25 hours (37:15 hours, was 38 hours prior to shortened working hours).

    Refreshment breaks shall be equivalent to 5 minutes for each hour worked and shall be divided as agreed by the employer and employee. When scheduling refreshment breaks, they should be a minimum of 15 continuous minutes. Work done during refreshment breaks shall be paid for at overtime rates or shall result in a corresponding shortening of working hours.

    Night shifts can be scheduled for 7 consecutive days with a 7-day shift leave in between as agreed by the relevant parties. This is the only deviation from Article 2.4 in the general collective wage agreement

  • Those who do shift work and are obliged to work on defined public holidays and major public holidays according to the collective wage agreement (insert a link to those days) that fall from Monday to Friday earn 12 winter holiday days per year (96 compulsory working hours based on full-time employment).
    As of 1 January 2020, earned winter holiday days off will be 94.2 working hours based on a full-time position due to the shortening of working hours.

    The right is based on the fact that the working year of shift workers is being equated with day workers who deliver their working week during the daywork period from Monday to Friday.

    Thus, an employee who works every weekday gets a holiday on defined public holidays and major public holidays according to the collective wage agreement (insert a link to those days here) but still gets paid daytime work for those days even if they are not worked. An employee who does shift work is obliged to work on these holidays and therefore does not receive a holiday, but in return, they collect winter holidays as a leave to take later, which they would otherwise have received if they had not been doing shift work.

    The accumulation of winter holidays is based on work from October to October each year, but they must be taken in the period from 1 October to 1 May each year. It should be noted that the accumulation of winter holidays is not one day for each month worked. This is a common misunderstanding since there are 12 holiday days, the same number as months in a year. What is correct is that winter holidays are earned based on the number of public holidays in each working month, which makes a total of 12 days a year. Thus, an employee who only works three months, e.g. April, May and June, can earn 7 winter holiday days based on the year 2021, while another employee who works for three months, e.g. September, October and November, does not earn any holidays.

    If the workplace is closed on the days referred to above, or if days off are granted, then the corresponding number of days shall be deducted from the additional winter holiday days, except in the case of employees who are owed accumulated leave related to shift work. If, for example, it is closed on 17 June, then the winter holidays of those employees who should have been working that day are reduced by one day. The same applies if an employee takes leave on such a day when they should be working according to the shift schedule. If an employee is on accumulated leave on the public holiday when the workplace is closed, they do not lose their right to the winter holiday day, as they have already delivered a full working week.
    Subject to agreement between employer and employee, it shall be permitted to have payment replace the aforementioned leave days, with 8 hours at daytime work rates being paid for each leave day, based on full-time employment. Winter holiday days that have accrued during the working period of temporary replacement staff shall be included in their settlement when they retire.

    If the winter holidays have not been used at retirement, they shall be settled with the standard wages along with annual holiday pay.

  • The annual holiday of guest reception workers is the same as in the general collective wage agreement, i.e. a minimum of 24 annual holiday days based on an entire holiday year. See all further information here (and link with https://www.vr.is/kjaramal/orlofsrettur/). Since many people do shift work, e.g. as a 2-2-3 work arrangement, it is possible to simplify the calculation of managing used annual holiday days by counting only “their” working days. Thus, 16.8 shifts is equivalent to 24 annual holiday days, because 24 annual holiday days refers to weekdays.

    The 24-day annual holiday entitlement is comparable to 16.8 shifts based on 2-2-3 shift arrangements.
    The 25-day annual holiday entitlement is comparable to 17.5 shifts based on 2-2-3 shift arrangements.
    The 27-day annual holiday entitlement is comparable to 18.9 shifts based on 2-2-3 shift arrangements.
    The 28-day annual holiday entitlement is comparable to 19.6 shifts based on 2-2-3 shift arrangements.
    The 30-day annual holiday entitlement is comparable to 21 shifts based on 2-2-3 shift arrangements.