<![CDATA[This article examines the implementation of gender pay equality within Icelandic labor law. It focuses on the legal principle of equal pay for equal work and work of equal value, the Icelandic Equal Pay Standard ÍST85, mandatory certification, pay transparency, collective bargaining, and organizational enforcement. Using a normative juridical and qualitative literature-based method, the study analyzes Icelandic legal policy, academic literature, organizational research, comparative equality law, and labor-market studies. The analysis shows that Iceland has moved beyond a purely individual-complaint model by requiring covered employers to document, evaluate, and certify their pay systems. This institutional design improves transparency and shifts part of the burden from workers to employers. Nevertheless, certification does not automatically eliminate gender inequality. Occupational segregation, undervaluation of feminized work, unequal care responsibilities, managerial discretion, and limited enforcement may reproduce pay differences within formally compliant organizations. The article argues that effective equality requires integrated regulation combining certification, transparent criteria, collective bargaining, strong sanctions, independent auditing, and family policies that support equal labor-market participation.]]>
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