What are the views of public organisation managers regarding the statutory requirements governing formal warnings and terminations of employment?”

Abstract

Human resource management in the Icelandic public sector is currently in focus in light of proposed amendments to the Civil Service Act, particularly the possible repeal of Article 21 on mandatory warnings prior to dismissal. The purpose of this article is to examine the attitudes of public organisation managers towards laws and regulations concerning formal warnings and dismissals. A study was conducted via an opinion survey in the spring of 2025, in which 268 managers participated. The results highlight key managerial perspectives relevant to the legislative review. Over 80% of public organisation managers agreed that existing legislation makes dismissal procedures difficult. Approximately half supported eliminating the mandatory warning provision, while 21% opposed such a change. Of those favoring repeal, 92% considered the legislation to hinder dismissal processes. Managers supporting the provision expressed a more moderate stance, though most still acknowledged the restrictive effects of the legislation. It is interesting to note that temporary employment and the hiring of contractors seem to be common in public institutions, where about 60% of the respondents agree that they utilize such measures. This raises questions about the inflexibility of the public organisation dismissal processes. The study contributes to the policy current debate on civil service law reform and its implications for the efficiency of public administration