HUMAN RESOURCES POLICY

Brimborg’s Human Resources Policy supports the company’s Sustainability Policy and aligns with its slogan, “A Safe Place to Be,” introduced in 2003. The company’s policies and objectives must always be reflected in the Sustainability Policy, its values, and its promise of providing a safe place to be—whether that place is a workplace or a site of commerce and service. The company’s slogan is:

Brimborg – A Safe Place to Be.

Through Brimborg’s Human Resources Policy, the company seeks to be the most desirable and safest workplace in the automotive industry and among the most progressive in occupational health and safety and equality issues in Iceland—where diversity and open-mindedness prevail. This ambition and objective are reflected in awards such as “Leading Workplace” from Moodup and “Model Company for the Reception and Training of Apprentices” from Nemastofa.

Brimborg’s Human Resources Policy ensures that the company employs people with diverse backgrounds, providing teams with outstanding expertise in all areas of the automotive and occupational machinery sector, as well as car rental services and electric vehicle charging solutions. In this way, Brimborg can meet its future vision, mission, values, and the objectives of its Sustainability Policy.

Brimborg aims to recruit and retain professionals of all genders whose value system aligns with the company’s core values and principles—people who place great importance on words and actions such as sustainability, passion, equality, diversity, open-mindedness, responsibility, results, initiative, curiosity, the pursuit of knowledge, and collaboration.

Because Brimborg operates in highly competitive industries where exceptional competence is required from each team member, continuous employee development is crucial. This is achieved through professional recruitment, training and career development, feedback and motivation, good employment terms, equality, and well-being, all underpinned by a focus on human rights, good governance, and sound business ethics.

• The application process, job requirements, and recruitment procedures are transparent and in accordance with Brimborg’s Human Resources Policy and other company policies.

• Job advertisements clearly state the requirements for prospective employees.

• The application process is electronic—both environmentally friendly and efficient—saving time for everyone involved.

• The same procedures apply to both internal and external recruitment.

The Managing Director of the relevant business division and the manager of the department seeking a new team member carry out a professional assessment of applicants to ensure the most qualified candidate is chosen. This assessment considers Brimborg’s Human Resources Policy and other company policies, whether the applicant’s personal values align with those policies, how the applicant can strengthen the team and its culture (e.g., by adding diversity or specific skills), and how well the applicant meets the position’s specific requirements.

Applications are reviewed and compared with the job requirements, with particular emphasis on verifying that the applicant’s stated competencies match their actual abilities. A thorough evaluation of digital applications, digital interviews, traditional interviews, tests, and assignments is conducted to confirm that the candidate meets the job’s demands.

The Human Resources Department assists the relevant business division with the recruitment process and reviews it before finalizing any hiring decision, thereby ensuring input from an impartial party. Once a hiring decision is made, all applicants are informed of the outcome.

Upon hiring, a written employment contract—based on a written job description—is drawn up with the successful candidate prior to their start date. After signing the contract but before starting work, the new hire must submit the required documents and certificates in accordance with the recruitment process.

New employees receive an orientation immediately after joining Brimborg and are then trained in their respective department, with an emphasis on quickly enabling them to excel in their new role.

Decisions regarding terminations or retirement are handled professionally and are based on job performance, experience, team needs, and attitude. As employees approach retirement age, these factors—plus any additional relevant considerations—are reviewed to find a mutually satisfactory outcome.

Given the ever-changing competitive environment, we constantly evolve our roles and acquire new knowledge to achieve outstanding results.

• Collaboration and Ambition
  Brimborg’s work environment is characterized by employees who strive for success through teamwork—both within and across departments—so that our customers receive outstanding service to help them reach their goals, just as we strive to reach ours.

• Listening and Innovation
  We listen to our customers and colleagues, and we apply our talents to find the best solutions quickly and effectively. We are curious, unafraid of change, bold, free from bias, open-minded, and we learn from our mistakes and celebrate success.

• Respect, Transparency, and Sustainability
  We take pride in our work, performing it gladly, with respect and loyalty, guided by transparency and trust. We emphasize sustainability, considering the future in our decisions and paying attention to tidiness and responsible interaction with the environment. We ensure that our decisions have positive social impact and that we abide by relevant laws, regulations, and business practices through good governance.

• Strong, Passionate Teams and Leadership
  We build strong, passionate, and independent teams with capable leaders who embrace and live out our values. We encourage both managers and employees to identify training and educational needs—whether personal or within their teams—to take initiative, attend high-quality and relevant courses and conferences, research interesting subjects in books, magazines, or online, and then share new knowledge with their colleagues.

Managers use data-driven management to provide professional feedback, motivation, and effective decision-making. They remain open-minded, ready to rethink established methods, encourage employees to pursue training and education, and share information regularly and transparently.

We continually strive to develop our employees’ capabilities and improve methods and processes to achieve outstanding results. This, in turn, creates more opportunities for employees who wish to advance in their careers, take on new projects, and assume new roles.

Employees are encouraged to take the initiative in continuing education and to participate in further training arranged by the company’s managers, suppliers, or other partners. They are also encouraged to take advantage of vocational training funds and other opportunities to enhance their skills. Employees from overseas are given special support for Icelandic language instruction if they take the initiative to enroll.

We prioritize a healthy work-life balance, ensure equality across all areas, and guarantee equal opportunities by adhering to our formal Equality Policy, Equal Pay Policy, and Equal Pay Certification. Brimborg also has an Equality Committee that oversees compliance with equality legislation, investigates the validity of any complaints about deviations from such standards, and responds appropriately.

Sports and Fitness Grant
Brimborg offers a sports and fitness grant to employees, supporting their health and well-being.

• Objectives of the Grant

• To strengthen employees’ physical and mental health.

• To promote higher job satisfaction and well-being in the workplace.

• To reduce the financial burden of sports and fitness activities, partly by utilizing tax exemptions.

• Benefits for Brimborg

• Improved well-being and job satisfaction among employees.

• Fewer absences and greater productivity.

• Enhanced reputation of Brimborg as an outstanding workplace.

Equal Pay Policy
The company’s Equal Pay Policy states that gender and other personal characteristics unrelated to the nature of a position or job performance shall not influence pay or pay progression. Employees shall receive equal terms for equally valuable or comparable work. Any pay differences must be explained solely by reference to differing responsibilities, work contribution, education, experience, competence, the nature of the work, its value, and job performance.

To ensure fairness and consistency, Brimborg has implemented this Equal Pay Policy and obtained Equal Pay Certification. Managers have access to centralized guidelines on salary structures and market data. Adjustments are made as needed after routine reviews or in response to feedback. When jobs are advertised, or when hiring or transferring employees, gender balance is considered whenever possible to foster equality.

We show understanding when unexpected family circumstances arise; we have implemented shortened working hours in all departments (where permitted by collective agreements), offer flexible schedules where possible, and ensure that all work-related events and training take place during working hours.

All employees are encouraged to exercise their right to parental leave—whether they are fathers or mothers—and every effort is made to accommodate flexible parental leave schedules. We emphasize a smooth transition back to work after parental leave.

Health and Safety
Brimborg adheres to a formal Health and Safety Policy.
Brimborg is a safe place to be, and all forms of threatening behavior or violence—including bullying, gender-based violence, gender-based harassment, sexual harassment, and carrying weapons—are strictly prohibited. Violations may result in disciplinary actions, including immediate termination, in line with regulations and applicable law. Employees who experience or witness such behavior must report it promptly following the appropriate procedures.

The compensation and benefits offered to the Board, management, and staff are competitive and intended to attract and retain highly qualified professionals. This includes competitive salaries, subsidized lunches, good access to coffee in all departments, and benefits or discounts on vehicle purchases, tires, and other automotive products and services.

Every human being is born free and equal in dignity and rights. The Universal Declaration of Human Rights affirms universal rights irrespective of race, color, sex, language, religion, opinions, nationality, origin, property, birth, or other status. Employees must not be discriminated against based on these factors, nor on the basis of age, sexual orientation, marital status, disability, or ability. The company also respects the right of all employees to freedom of association and collective bargaining.

For additional information, please refer to the company’s dedicated Human Rights Policy.

The Board has approved the company’s formal organizational structure, Governance Statement, Board Rules of Procedure, Sustainability Policy, Human Resources Policy, Equality Policy, Equal Pay Policy, Human Rights Policy, Anti-Corruption and Bribery Policy, and Privacy Policy. It places great emphasis on board members, managers, and employees adhering to the company’s slogan, “A Safe Place to Be,” and its core values. Accordingly, the Board, managers, and employees of Brimborg must exercise good governance in accordance with laws, regulations, and sound, ethical business practices—respecting competition and tax laws—to ensure a robust corporate structure, transparency, and accountability.

Good governance increases the accountability of the Board, managers, and employees toward all stakeholders—shareholders, customers, employees, suppliers, and society as a whole—and reduces the likelihood of conflicts of interest. High standards of business ethics are upheld, with no tolerance for bribery or corruption. The company has established procedures and regulations to prevent money laundering and terrorist financing, which relevant employees have signed. Brimborg also recognizes privacy rights in accordance with its formal Privacy Policy.

Board members, managers, and employees must not accept large gifts, services, entertainment, or personal favors that could be reasonably interpreted as influencing decision-making or causing conflicts of interest. Minor gifts or entertainment within generally accepted business hospitality standards are permissible but must be reported to a direct supervisor. Should an employee receive offers that are incompatible with the law or sound business practices—or even threats related to their work—they are required to inform their supervisor immediately.

In line with the Whistleblower Protection Policy, employees are obliged to report any incidents to their immediate supervisor or senior management if they believe such incidents could involve legal violations or go against recognized business ethics. Full confidentiality is maintained at the request of the whistleblower, and no employee will face retaliation for making a report.

Customers and other interested parties can provide suggestions, praise, or complaints through digital channels on the company’s websites or by responding to quality surveys. Such feedback is immediately addressed by informing the appropriate staff and managers so that processes, work methods, training, and services can be improved.

The company supports initiatives that relate to its business operations and contribute to its objectives, including environmental and social sustainability, sustainable governance, and the United Nations Sustainable Development Goals.

Brimborg’s Human Resources Policy is based on various other policies, committees, and structures:

• Human Resources Policy and Safety Committees

• Sustainability Policy

• Organizational Structure

• Equality Policy, Equal Pay Policy, and the Equality Committee

• Human Rights Policy

• Privacy Policy

• Whistleblower Protection Policy

• Anti-Corruption and Bribery Policy

• Environmental Policy and Environmental Committee

• Procurement Policy and Procurement Committee

• Governance Statement

• Board Rules of Procedure

The Managing Director of Human Resources is responsible for Brimborg’s Human Resources Policy. This policy is introduced to new employees and presented regularly to staff. In addition, all policies are accessible in the company’s quality management system and on its website.

Updated on April 1, 2025