The objective of Eimskip's Human Resources Policy is to strengthen our people, processes, and work environment so that our values — Teamwork, Innovative, Reliability, and Respect — are reflected in our daily work, support Eimskip's overall strategy, and reinforce our corporate culture.
We aim to create a safe, healthy, and fair work environment where employees have a clear framework, opportunities for growth, and feel that their contribution matters.
The Human Resources Policy is built on the vision that our people are one of Eimskip’s most valuable assets and a key driver of the company’s success.
EIMSKIP'S HUMAN RESOURCES POLICIES ARE BUILT ON SEVEN CORE PILLAR:
Human Resources
Competence, Education and Career Development
Diversity, Equity, and Inclusion
Human Rights
Bullying and Harassment
Health and Well-being
Occupational Health and Safety
OUR VALUES IN DAILY WORK
Teamwork
We act as one Eimskip and celebrate achievements together.
We share expertise and are unified towards our customers.
Innovative
We embrace forward thinking solutions and new ways of working.
We take initiative and act with curiosity and courage.
Reliability
We build trust by delivering on our promises.
We hold ourselves accountable for the commitments we make.
Respect
We act with respect for our colleagues, customers, communities, and the environment.
We respect the resources we rely on to deliver our services.
HUMAN RESOURCES POLICY
Eimskip's people, together with their knowledge and skills, are the company's most important resource. Our team is comprised of diverse individuals who perform various roles and bring different experiences and expertise. Guided by shared values, our people work together toward common goals, building a strong company, and an attractive workplace characterized by teamwork and ambition.
Leadership
Managers lead by example and create an environment focused on teamwork and transparent communication. They strive to cultivate employees' strengths, providing encouragement and support through regular feedback, while ensuring reliable communication and a clear understanding of goals and expectations.
Managers encourage employees to take initiative, focus on solutions, and embrace forward-thinking ways of working. They are responsible for upholding Eimskip's values in their daily decisions and interactions, ensuring every decision is based on respect, professionalism, and fairness.
Managers shall actively work to identify risk factors related to the work environment, employee well-being, and human rights, and take appropriate action as needed.
Recruitment
Individuals with diverse backgrounds, experiences, and talents are key to Eimskip's success.
Hiring decisions are based on competence, experience, and ambition, with a strong emphasis on diversity and inclusion. Recruitment procedures are transparent, ensuring that new employees experience trust and professionalism from day one, in the spirit of reliability and teamwork.
Careful recruitment ensures that Eimskip has the right people in the right roles. We are dedicated to welcoming new colleagues and providing them with comprehensive onboarding and training that supports teamwork and job performance.
The composition of the Executive Management shall be diverse with respect to competence, knowledge, experience, education, and gender. Eimskip maintains a structured succession plan aimed at ensuring leadership development within the company, facilitating smooth leadership transitions, promoting diversity in management positions, and supporting operational stability.
The Board's Nomination Committee plays a vital role in ensuring that the Board of Directors as a whole is diverse in terms of competence, knowledge, experience, education, gender, and independence. The committee operates in accordance with the Nomination Committee's rules of procedure, which are published on the company's website.
COMPETENCE, EDUCATION & CAREER DEVELOPMENT
Eimskip views competence, education, and career development as vital components of the company's success. The goal of this policy is to provide employees with equal opportunities for growth and advancement. In doing so, it aims to enhance both the professional and personal competence of staff, ensuring that knowledge and expertise within the company evolve alongside the company's strategy, customer needs, and the changing business environment.
Eimskip emphasizes creating an environment that encourages learning, development, and knowledge sharing. Training and development encompass, among other things, onboarding new employees, job transitions, career development, and other initiatives that promote increased knowledge, competence, and success.
Managers are responsible for supporting employee development, creating opportunities for learning and growth, and engaging in regular dialogues regarding competence, goals, and development needs. Performance reviews are an important platform for discussing career development, feedback, competence building, and future opportunities within the company.
Employees are responsible for their own development by maintaining and enhancing their knowledge and competence, demonstrating initiative in learning and career development, and actively participating in dialogues about goals and advancement in collaboration with their manager.
Employees and managers share a joint responsibility for defining development goals that promote job success, professional growth, personal development, and the building of the competence necessary to meet the company's future needs.
Competence development may include, among other things:
Professional Competence: Relating to expertise, skills, and experience within the respective field of work.
Personal Competence: Such as communication, leadership, and adaptability.
Acquisition of Qualifications: Including certifications, licenses, and degrees that support employee development and operational needs.
Knowledge Sharing and On-the-Job Career Development: Through diverse learning, projects, mentoring, collaboration, and leveraging experience from different environments, including temporary assignments or exchange opportunities at other company locations.
DIVERSITY, EQUITY, AND INCLUSION
Eimskip aims to create a work environment where individual differences are respected, and all employees have equal access to opportunities in the spirit of respect and teamwork. The company ensures fair treatment in recruitment, task allocation, daily interactions, and career advancement. Our value of innovative is reflected through developing processes that promote equal opportunities and fairness, while reliability is shown by ensuring decisions are transparent and based on objective criteria.
Eimskip's plan on diversity, equity, and inclusion addresses the goals and actions intended to guarantee employees the rights stipulated in the Act on Equal Status and Equal Rights Irrespective of Gender. The plan aims to ensure fair treatment and equal status for all employees, regardless of gender, race, nationality, sexual orientation, disability, or other factors. Eimskip is committed to creating an environment where every individual feels valued, respected, and able to influence their work environment.
Pay Equality
Eimskip ensures full equality in decisions regarding pay and other terms of employment. All employees are paid equally and enjoy the same terms and conditions for work of equal value, taking into account experience and education. Eimskip does not discriminate against employees in terms of pay, benefits, or employment conditions based on gender, sexual orientation, gender identity or expression, religion, nationality, disability, age, or any other irrelevant factor. It is Eimskip’s policy that salaries and other employment terms remain competitive with those offered for comparable positions in the labor market.
Recruitment
Eimskip aims to ensure full equality in the recruitment of employees for all positions. All positions shall be open to applicants who meet the requirements of the role, and efforts shall be made to promote diversity. Eimskip seeks to offer flexible working arrangements, including part-time positions where appropriate. Furthermore, every effort shall be made to achieve a balanced gender representation wherever possible.
Career Development
Eimskip is committed to ensuring that all employees in comparable positions have equal opportunities for career development, continuing education, and retraining. Employees shall have equal access to training and development programs designed to enhance their knowledge and skills in their current role or to prepare them for other positions.
Particular emphasis is placed on training managers and employees on the importance of inclusion, and on ensuring that recruitment and career development are guided by competence, capability, and interest.
Career Advancement
When appointing individuals to committees and working groups, assigning projects, or making decisions regarding career advancement, professional qualifications and experience shall be the primary factors in the selection process. Eimskip seeks to achieve balanced gender representation wherever possible. Particular emphasis is placed on increasing gender balance in leadership and positions of influence whenever feasible.
Working Environment and Accessibility
Eimskip’s work environment and facilities are designed to accommodate the diverse needs of employees. Special attention is placed on accessibility that supports independence and full participation in the workplace.
Work-Life Balance
Eimskip organizes work arrangements and takes appropriate measures to enable all employees, wherever feasible, to balance their professional responsibilities, personal lives, and family obligations. These measures are based on a mutual understanding between the employer and employees of each other’s needs, as well as a willingness on both sides to show consideration and achieve a fair outcome.
Flexibility is an important element in supporting a healthy work-life balance and is applied with the interests of both parties in mind. Eimskip strives to support employees when their circumstances change, for example due to family situations, health issues, or other personal circumstances, through appropriate adjustments to working hours, duties, or work arrangements whenever possible.
Such support may include, among other things, part-time work due to reduced work capacity, in connection with parental leave or illness, as well as increased flexibility in the period leading up to retirement and the commencement of pension benefits.
Eimskip strives to accommodate the needs of employees with family responsibilities and encourages employees of all genders to make use of parental leave. Parents are also encouraged to share responsibility for childcare and the care of sick children. Furthermore, Eimskip aims to keep employee overtime within reasonable limits, thereby supporting a healthy work-life balance.
HUMAN RIGHTS
All individuals are equal before the law and are entitled to enjoy human rights without discrimination on the basis of sex, religion, beliefs, national origin, race, color, economic status, ancestry, or other status. All genders shall enjoy equal rights in all respects.
Eimskip is a participant in the UN Global Compact, a United Nations initiative. Through its participation, Eimskip is committed to ensuring that its policies and business practices are aligned with the Ten Principles of the United Nations concerning human rights, labour, the environment, and anti-corruption efforts.
Eimskip respects human rights. Eimskip’s objectives are to:
Ensure the human rights of Eimskip employees.
Ensure that Eimskip complies with applicable laws and regulations relating to human rights.
Identify, prevent, and mitigate adverse human rights impacts wherever possible.
Eimskip is committed to complying with all applicable laws and regulations relating to human rights, including those concerning freedom of association, the prohibition of forced and compulsory labour, child labour, and workplace discrimination. Eimskip encourages its stakeholders to do the same.
Freedom of Association
Eimskip respects employees’ freedom of association, including their right to join a trade union or to refrain from trade union membership.
Forced and Compulsory Labour
Eimskip does not tolerate and actively works to prevent all forms of forced and compulsory labour.
Child Labour
Eimskip complies with international laws and regulations regarding the minimum age for employment. The Company may establish a higher minimum age requirement where warranted by the nature of the work or by applicable laws in the relevant country.
Workplace Discrimination
Eimskip rejects all forms of discrimination relating to employment and occupational choice.
Employees are encouraged to raise any concerns they may have with their manager, an HR specialist, or an HR representative.
The Company requires its suppliers and subcontractors to respect human rights and to operate in accordance with its Supplier Code of Conduct.
BULLYING AND HARASSMENT
Eimskip maintains a zero-tolerance approach to bullying, sexual harassment, gender-based harassment, violence, prejudice, or discrimination of any kind. If situations arise in the workplace, during business travel, or at events organized by the Company or employee association that may be described as any of the above, employees are encouraged to contact their manager, an HR specialist, or HR representative in their respective country.
This will ensure that appropriate response procedures are activated and that the matter is handled in a professional and impartial manner. Employees may also seek assistance from their trade union representatives. Each case is addressed individually, and the parties involved are provided with appropriate support to help resolve the matter. Where deemed necessary, external specialists may be engaged to provide assistance.
Eimskip places great importance on ensuring that employees can raise concerns, complaints, or suggestions without fear of negative consequences. The Company is committed to handling such matters appropriately, with due regard for confidentiality, professionalism, and fairness.
Definitions
The following definitions apply when addressing bullying, harassment, or violence. These definitions are based on applicable legislation and regulations.
Bullying
Bullying refers to repeated conduct that is generally likely to cause distress to the person targeted, including behaviour that belittles, insults, humiliates and threatens, or causes fear. Differences of opinion or disagreements arising from divergent interests do not fall within the scope of bullying.
Gender-Based Harassment
Gender-based harassment is any unwanted conduct related to a person's gender that has the purpose or effect of violating that person's dignity and creating an intimidating, hostile, degrading, humiliating, or offensive environment.
Sexual Harassment
Sexual harassment is any form of unwanted sexual conduct that has the purpose or effect of violating an individual's dignity, particularly where it creates an intimidating, hostile, degrading, humiliating, or offensive environment. Such conduct may be verbal, non-verbal, and/or physical.
Violence
Violence is any act or behaviour that results in, or has the potential to result in, physical or psychological harm or suffering to another person, including threats of such acts, coercion, or arbitrary deprivation of liberty.
Gender-Based Violence
Gender-based violence is violence directed against a person on the basis of gender that results in, or may result in, physical, sexual, or psychological harm or suffering. This includes threats of such acts, coercion, or arbitrary deprivation of liberty, whether occurring in private or public settings.
Alleged Complainant
A person who alleges that they have been subjected to bullying, sexual harassment, gender-based harassment, or violence.
Alleged Respondent
A person against whom an allegation of bullying, sexual harassment, gender-based harassment, or violence has been made.
HEALTH & WELL-BEING
Eimskip promotes employee well-being and supports good mental, physical, and social health. Enhanced well-being contributes to a higher quality of life and a more engaged and satisfied workforce.
Eimskip is committed to increasing awareness of the importance of health and safety and thereby helping to prevent work-related stress, workplace accidents, absenteeism, and premature retirement due to illness.
The use of alcohol or other intoxicating substances in the workplace or during working hours is prohibited.
Company policies governing tobacco use and the prohibition of alcohol and drug use in the workplace are intended to safeguard the health and safety of employees, other stakeholders, and the Company’s assets.
OCCUPATIONAL HEALTH & SAFETY
Eimskip is committed to the health and safety of its employees. The Company strives to provide a safe and healthy work environment and emphasizes the importance of employees protecting themselves, their colleagues, third parties, goods, equipment, and the environment from harm of any kind.
Eimskip’s policy is one of zero accidents, which requires shared responsibility and a commitment to continuous improvement.
Eimskip conducts its operations in accordance with applicable national legislation, international regulations and conventions, and other recognized standards and guidelines relating to occupational health and safety. Through its preventive efforts, the Company seeks to minimize harm to individuals, goods, and property.
Eimskip places strong emphasis on knowledge, competence, and risk awareness and works systematically to strengthen and develop these areas.
Eimskip adopts a proactive approach to occupational health and safety, including risk assessments, training and awareness, appropriate procedures, and continuous improvement.
Employees are encouraged to report unsafe conditions, near-miss incidents, and any other health and safety concerns to enable timely and appropriate action.
Eimskip maintains an Emergency Response Team (Incident Response Committee) that is activated in the event of a serious incident or crisis affecting, or related to, the Company’s operations and coordinates the Company's response.
REVIEW
Approved by the Executive Board of Eimskipafélag Íslands hf.
Reykjavík, 30 June 2026