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Internal Market: Failure to inform workers should be followed by sanctions in Iceland



Iceland must provide for sanctions for employers who fail to inform their employees of their terms of employment. This is the conclusion of a reasoned opinion delivered by the EFTA Surveillance Authority today.

According to EEA law, employers have to inform both domestic and expatriate employees of their terms of employment. Workers should be informed on fundamental points such as salary, annual leave and working time. EEA law also specifies how and when this information must be provided.

Iceland has transposed most of the provisions concerning a employer's obligation to inform his employees. However, the transposing measures do not provide for sanctions in the event the employer fails to fulfil his obligations. The EFTA Court has held that provisions establishing a duty would be reduced to mere declarations of intent if they are imposed without any form of liability for breach.

Iceland has acknowledged the need to introduce sanctions, but has not yet taken any decisive steps in that direction.

A reasoned opinion is the second stage of the infringement procedure. The Authority can bring the matter before the EFTA Court if the State fails to comply with the reasoned opinion within two months.

For further information, please contact:

Mr. Ingvar Sverrisson
Senior Officer, General Internal Market
tel: (+32)(0)2 286 1832

Other EEA Institutions

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