SWEDEN • NORWAY • DENMARK • FINLAND

EMPLOYEE HANDBOOK

Human Resources Department

ZARA Norway (980 643 263)

Massimo Dutti Norway (984 539 568)

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Table of contents
1. About the Employee Handbook ...................................................................................... 5
2. Our organization............................................................................................................. 6
2.1 Our business.................................................................................................................................. 6
2.2 Core values .................................................................................................................................... 6
2.3 Code of Conduct and Responsible Practices and Disclosure channel........................................... 7
2.4 Internal organization of the store ................................................................................................. 8
3 Practical information ...................................................................................................... 9
3.1 Your first day ....................................................................................................................................... 9
3.2 Entry and exit routines ................................................................................................................ 10
3.3 Routines for working at the till ................................................................................................... 11
3.4 Communication and information................................................................................................ 12
3.5 Employee discount and employee purchases ............................................................................ 13
3.6 Evaluation of work experience ................................................................................................... 14
3.7 Other internal rules (A-Z) ............................................................................................................ 15
4 Terms of employment................................................................................................... 18
4.1 Scheduling ................................................................................................................................... 18
4.2 Salary ........................................................................................................................................... 20
4.3 Holidays ....................................................................................................................................... 21
4.4 Scheduling of red days ................................................................................................................ 23
4.5 Sickness ....................................................................................................................................... 26
4.6 Leave and leave of absence ........................................................................................................ 27
4.7 Pregnancy and parental leave..................................................................................................... 28
4.8 Policy against discrimination, harassments and bullying ........................................................... 30
4.9 Pension and insurance ................................................................................................................ 32
4.10 End of employment..................................................................................................................... 33
5 Work Environment ....................................................................................................... 34
6 Professional development ............................................................................................ 35
6.2 Potential Program ............................................................................................................................. 35

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1. About the Employee Handbook

This Employee Handbook describes how we want The Employee Handbook in its entirety shall be
our work to be structured in our stores. There is also readily available for all employees in the store.
important information which you, as employee, can
All employees are requested to confirm that they
use during your employment, such as conditions for
have received and been able to read the Employee
your employment, information about current
Handbook by signing the confirmation in the end of
routines and practical information. The Handbook is
the document. If you have any questions concerning
a tool for you where you can read about vacation
your employment or the Employee Handbook,
rules, routines for leave of absence and how your
please contact your Manager. We want to welcome
salary is paid out. Please note that the company is
you as an employee at INDITEX!
not bound by the collective bargaining agreement
between Virke and Handel og Kontor
(Landsoverenskomsten).

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2. Our organization
2.1 Our business

Our ambition is to be a modern and dynamic enterprise and a good workplace for present and future employees,
which is further expressed in the following. According to our definition, a good workplace is where the employee is
given the opportunity to grow and develop within the company.

This development takes place when

• The work is interesting

• The goals are clearly set
• Personal initiatives and creativity are encouraged
• Cooperation is based on trust and mutual respect

Our HR policy shall reflect a desire for a qualified and flexible workforce with long term cooperation.

2.2 Core values

The core values of the company are the following:

Open communication Respectful and fair treatment

We prefer to talk in an open and direct way and
to try to listen to other opinions before making Everyone in our company should feel that they
decisions. are treated in a fair and respectful way.

Internal promotion Quick decision-making

We want our staff to grow within our company As we work in a fast paced industry, we shall be
through internal promotions. confident in taking quick decisions in our daily
work.

High demanding level

We expect the most from our own performance

in order to grow and develop.

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2.3 Code of Conduct and Responsible Practices and Disclosure
channel
The Code of Conduct and Responsible Practices
of Inditex Group is a constant benchmark and a
guideline to follow that reflects Inditex’s
corporate values and encompasses our
commitment towards the principles of the Group,
such as work ethics, respect for others, diversity,
integrity, honesty, transparency and
professionalism. Its goal consists of exacting an
ethical and responsible professional conduct from
the Company and its workforce in the conduct of
its business anywhere in the world and it defines
the principles and values which shall govern the
Company’s relationship with its stakeholders
(employees, customers, shareholders, business
partners, suppliers and the society).
That is why this document is so important and we
ask you to read it, understand it, as well as your
engagement to enforce it.
The Code of Conduct and Responsible Practices of
Inditex can be found on the INET:
WEB - Documents > General Counsel’s Office -
Compliance > Code of Conduct
APP - Menu > About us > 100% Responsible
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In addition, to ensure the enforcement thereof, the
Disclosure Channel is available to all the employees,
manufacturers, suppliers or third parties with a
direct interest or relationship to disclose to the
Committee of Ethics any potential inappropriate
behaviors related to the Group, by the following
means:
− Ordinary post: to the attention of the
Committee of Ethics, to the address:
Avenida de la Diputación Edificio Inditex
15142 Arteixo A Coruña, Spain
− E-mail to: comitedeetica@inditex.com
− Fax: +34 981 186 211.
No employee shall be met with any sanction for
making such reports, such as termination of
employment or other negative reaction. The identity
of the complainant is kept confidential and the
Committee of Ethics processes all the notices and
communications received.
The Disclosure Channel supplements and does not
replace Inditex’s normal communication channels
with its employees, manufacturers, suppliers or and
other external parties with whom it has a direct
relationship.
Further information on the Code of Conduct and
Responsible Practices, the Whistle-blowing Channel
and the Committee of Ethics is available on:
- Website: www.inditex.com
- INET:
WEB - Documents > General Counsel’s
Office - Compliance > Code of Conduct
APP - Menu > About us > 100%
Responsible
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2.4 Internal organization of the store

Our stores are organized in three areas; Product,
Operation and HR. Each store is divided in three
different sections; Ladies, Men and Kids. For each
section, there is a Section Manager responsible.
Each section has a team consisting of Cashiers,
Commercials and Sales Assistants. The internal
structure of the stores may be somewhat
different, depending on sales, the size of the store
and the brand. The chart below shows the
structure of ZARA Top- and A-stores. For
information about the structure of your specific
store, please contact your nearest manager.

Store Director
Store

Deputy Product Deputy HR

Store Store

Operations Manager
Head Cashier
Store
Store

Specialist Section cashier Section cashier

Store Men Kids

Section Manager Section Manager Section Manager

Ladies Men Kids

Sales assistants Commercials Sales assistants Commercials Sales assistants Commercials

Ladies Ladies Men Men Kids Kids

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3 Practical information
3.1 Your first day
During your first day, you will meet many new
people and get many new impressions, which
may be confusing. We are keen to make the best
of your introduction at INDITEX; therefore you
will be given our Welcome Booklet via your
profile on INET or the INET app, where you will
find valuable information about our organization
and the daily work at our stores. This will be a
foundation for you in your further introduction,
so please make sure to read it.
In order to help you get going with your daily
work, we try to give all new employees a mentor.
If we, for some reason, are unable to appoint a
mentor for you, another person will be appointed
to supervise the introduction to your work. Your
mentor shall coach you during your learning
process, and he/she will create a practice
program for you, evaluate your progress and give
feedback on your development. During your first
time in the company, you will have to perform
the INDITEX Health & Safety Store Course, which
is done via the TGT application.
Employment agreement
At the latest on your first day, you will be handed
your employment agreement. The Employee
Handbook shall be available in INET and in
physical form in the store. You are asked to sign
your employment agreement and return one of
the originals in the attached envelope as soon as
possible. If there is something in your
employment contract which seems incorrect,
please immediately contact your manager.
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Please note that you may not start working
before you have signed and delivered your
employment agreement, either directly to the
manager or by mail.
Employment number
In your contract, you will find your employment
number below your ID number. Your employment
number is personal and often used, for instance,
when signing internal forms or when contacting
the head office.
Individual employment conversations
(medarbeidersamtaler)
During your trial period or during the initial
period in the company, your mentor should have
two employment conversations with you to make
sure that things are working as well as possible,
and to explain potential uncertainties in terms of
routines. These talks shall thereafter be done on a
yearly basis with each employee to clarify
potential questions and discuss any future
prospects in the employment.
The evaluation talks should be prepared by both
the manager and yourself, in order to attain a
good quality of the talk. As a preparatory step for
the talk, you will before the talk receive a Sales
Associate Appraisal, i.e. the form which your
manager will use as a basis for the conversation.
The employee shall first go through the points
him/herself and make an evaluation of the work
performance, and the Manager will then provide
his/her feedback.
 SWEDEN • NORWAY • DENMARK • FINLAND

3.2 Entry and exit routines

When the employees arrive at the store before
opening hours, the employees shall enter from
the assigned side door. When the employees
arrive at the store during opening hours, the main
entrance shall instead be used. The routines for
entering and leaving the store can be different
depending on what the store looks like. During
opening hours, employees must not be alone at
the stock room, in case a workplace accident
happens.
At the end of a work day, the employees shall,
after changing from the uniform, be let out by the
manager through the main entrance, regardless
of whether the store is closed or not. On your first
day of work, you shall go through the main
entrance of the store if your shift begins after
10:00. If the store has yet not opened at your
arrival, the manager will meet you at the
entrance.
For stores which wholly or partially are located in
a shopping center, or which otherwise does not
have a main entrance directed towards the street,
the same rules as above shall apply. In case the
rules of the shopping center does not make it
possible to leave through the main entrance at
the end of the work shift, the assigned side door
shall then be used.
It is absolutely forbidden for persons not
connected with the company to be present in the
store before opening or after closing. This also
applies to friends and family of employees. During
the opening hours the store’s main entrance shall
be open. During all other times, it shall be closed
and only be opened to let in or out employees or
other people with direct affiliation to the
company. This applies in particular during the
counting of the cash in the tills.

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3.3 Routines for working at the till

To work at the till entails a special responsibility
whereby the employee is entrusted with the
monetary assets of the company. In order to
maintain the greatest level of security and
predictability, is it crucial that the Till Routine is
read through and followed. The Till Routine,
which shall be available in the till area and in TGT,
and which shall be signed by all employees
working at the till.
All employees should be aware of the ergonomic
risks related to working by the tills and use the
recommended working techniques, as instructed
by the managers and also explained in the TGT
Health & Safety Store Course.

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3.4 Communication and information

At INDITEX, we strive to communicate fast and Morning and evening meetings

efficiently with our employees when informing
about products, the organization or other internal
news. To meet this end, we use the following
channels of communication:
Notice board
In the kitchen area, there is a notice board where
you can find relevant information about courses,
training, international openings etc. The notice
boards should primarily be used for information
which quickly needs to be given to a wide range
of employees. Private notices on these boards
should be dated and taken down within a month.
Notices must not be put up on walls or other
places.
The employees are continuously informed
through staff meetings arranged by the Manager
for the relevant department or on occasion for
the whole store. These meetings are held before
opening and after closing of the store.
INET/ INET App
The INET website and mobile app is made for
INDITEX employees, providing quick access to
information about the company and fashion
trends. In addition, you can access your own
personal area and find important documents,
such as the Welcome Booklet and the Employee
Handbook. The INET app can be downloaded via
App Store.

Internal communication IN – group quarterly magazine of INDITEX

All official information from the company is sent
in a specific form as Internal communication
through the TGT. The information is then placed
on the notice board.
Four times a year, IN is published in INET and INET
app. IN is our international magazine, which writes
about new store openings, trends and collections,
corporate news, social responsibility, new trainings
and staff programs, exciting events and much more.

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3.5 Employee discount and employee purchases
How the discount works
The employee discount makes it possible for all who
has been employed for more than six months, either
as part of an ongoing employment or through
shorter consecutive employments, to purchase our
goods at 25 % discount. When the aggregated
discounted prices during a period of 12 months have
reached the Limitation value, full price without
discount will then be charged for the remaining
period. Each period is between February 1st to
January 31st.
The Limitation value is 18 300 NOK. The Limitation
value is the total possible amount of purchased
clothes during a 12 month period at discount price.
The Store Directors and Section Managers have a
higher limitation value of 26 060 NOK due to their
obligation to purchase and dress in the clothes of the
store.
If you are uncertain on what the Limitation value is
in your case, you can ask your manager. The size of
the discount is not affected if you are given the
discount card at the end of a period. In the end of
each period, the card must be activated with a new
yearly amount. Unused discount from previous years
cannot be transferred to a new year. The discount is
personal and cannot be transferred to other people.
The discount can neither be used for purchases
which are ultimately paid by someone else.
Discount card
The discount of 25 % will be drawn immediately
when you give your personal discount card to the
cashier. The card is delivered from the office in
Stockholm to Store Director who will give it to you
upon your signed confirmation of receiving the card.
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If you for some reason did not receive your discount
card, please contact your manager.
The card shall always be used for purchases when
the employee wishes to use the discount. When
using the card, the employee can get information
about the balance on the card, as well as the latest
five transactions made. The discount card contains
an electronic chip. If the card is lost, you must
immediately contact the head office in Stockholm
and make a reimbursement of 80 NOK.
The discount card can be used in all stores in Norway
but not abroad. When ending the employment, the
discount card shall be returned together with the
uniform and keys to lockers, doors and elevators.
Receipts
In order to avoid any misunderstandings concerning
clothes bought with the employee discount, we
expect the employees to keep the receipts for such
purchases for at least the period during which the
clothes remain for sale by the company. If questions
arise concerning clothes bought at our stores, we
expect the employee to, in case no receipt still
exists, be able to give information of time and place
for the purchase.
Reservations
During sales periods, the employees are not allowed
to reserve clothes which are subject of the sale. It is,
however, allowed to make a reservation for a
product on the day before the sale starts and then
purchase it on the next day, i.e. on the first day of
the sales.
Please see the Till Routine for more instructions on
how to use the discount card and our policy
regarding returns and reservations made by
employees as well as selling to friends and family.
 SWEDEN • NORWAY • DENMARK • FINLAND

3.6 Evaluation of work experience

All employees that start working in the stores are
classified without experience until further
information is received. If you want to refer to
previous experiences, you will have to give
verification of such experiences as soon as possible
to the head office.
Please note that the education and/or work
experience will be reflected in the salary only from
the date that the office has received the correct
information; it will not be calculated backwards from
the first day of employment.
Every certificate for work or education must contain
the following information:
• Name of the company/education institution
• Position of the employee/student
• Starting and ending date
• How many hours the employee has been
working/studying weekly/monthly.
The office will only act on complete information. If
any of this information is missing, the office will
inform that the information is insufficient and no
further action or validation will be made. Once the
correct information is received, the evaluation and
calculation of the experience will be made as
follows:

Education
Education and/or courses of direct use for the relevant 100 % of the education
position

(Yrkesrelatert utdanning according to 12.2 of the

collective agreement)
Education and/or courses with indirect for the 50 % of the education
relevant position
*Other education and/or courses will not be included.

Work experience
Only work experience taken after the age of 18 and with durations of more than two months is included.
Work experience within fashion retail (only clothes, 100% of the work experience
shoes and cosmetics (15+ hours per week)
Work experience within fashion retail (only clothes, 50% of the work experience
shoes and cosmetics (10-15 hours per week)
Other experience from retail or customer service (10+ 50% of the work experience
hours per week)
*Other work experience will not be included.

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3.7 Other internal rules (A-Z)
Alcohol, narcotics and intoxicants
In order to ensure a good work environment,
minimize bad health, absence from work and work
place accidents, the company has adopted a policy
concerning alcohol, narcotics and intoxicants with
the following content:
Consumption of alcohol, narcotics or other
intoxicants are strictly prohibited during work hours
and in our premises. Alcohol in opened bottles or
containers cannot be kept in our premises.
Employees may not under any circumstances be
intoxicated by these substances, even if it has been
consumed outside of working hours. Suspected
breaches against this policy shall immediately be
brought to the attention of the Manager.
“Alcohol” shall mean beverages with an alcoholic
percentage above that of light beer or similar.
“Narcotics and intoxicants” shall mean narcotics,
anabolic steroids and overconsumption of medicine.
Breaches against the above routines are viewed very
seriously and may lead to consequences to your
employment.
Attitude towards the customers
We expect our employees to always have a
professional attitude towards the customers and to
show a high service level.
Cell phones
It is only allowed to use one’s personal cell phone
during breaks/pauses. Cell phones shall not be
carried during work in the store, but be kept in the
locked locker. It is not allowed to take pictures or
record videos within the company´s premises, for
example by using a cell phone, without the consent
of a Manager.
Clothes with price tags/alarms
It is everyone’s responsibility to make sure that no
products with price tag and/or alarm attached are
taken to the kitchen area, locker rooms or toilets.
This is important in order to maintain a good work
environment without suspicions and accusations
about theft or the similar. When purchasing
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products in the store for private consumption, the
prescribed procedure shall be followed by the
employee.
Employee lockers
You must always keep your personal belongings
locked in your personal locker during work hours.
This applies in particular for cell phones and money,
which you are not allowed to carry while working in
the store. If your personal belongings are stolen or
damaged, you will only be covered by the company’s
insurance policy if it can be ascertained that you
have stored your lost belongings in a safe way, i.e. in
a locked locker.
If there is no locker available or if you do not have
your own lock, you shall immediately ask your
manager for help. In order to help the cleaning staff,
please make sure that there are no clothes or similar
on the floor or elsewhere. Personal belongings which
are not kept in lockers may come to be thrown away.
Food and drinks
Consumption of food and drinks can only be done in
the staff kitchen area. Exceptions are accepted when
employees for instance are allowed to bring water
bottles when working in the store during hot
summer days. Other things, such as soft drinks, are
not allowed to be carried around when working in
the store. Chewing gum is not allowed when working
in the store.
Kitchen/staff areas
The kitchen/staff areas shall be kept clean. This
means that tables must be swept, kitchen utilities
put back in their places and empty bottles be sorted
correctly from the garbage. In the evening, all dishes
shall be put in the washing machine. No used
kitchenware shall be left in the common areas. All
employees are responsible for making sure that the
common areas are kept tidy in order for the cleaning
company to do their cleaning before opening hours.
Loyalty
Acting in the interests of the company is a
fundamental obligation for you as an employee. This
 SWEDEN • NORWAY • DENMARK • FINLAND
means, for instance, that it is not acceptable to
actively spread bad will about the company,
especially not in front of customers. Constructive
criticism is, however, always welcome.
Outside working hours, it is up to the employee how
they speak about the company or otherwise act,
with exception for such that directly aims at
damaging the company. When using social network
pages, such as Facebook, you should keep in mind
that others may view you as a representative for the
company. Therefore, we ask you to be careful about
references to the company made in writing or
through images.
Acts of competition or other breaches of loyalty are
considered severe and may ultimately lead to
consequences to your employment.
Media
In case there is a visit from the media in the store
during work hours, you must immediately inform the
Manager present. Any questions from the media
should be referred further to the Manager who
should forward such enquiries to the head office. All
contact with the media shall always be coordinated
from the head office.
In case people not belonging to the company takes
pictures in our stores, you should always control
whether or not that person has obtained
authorization for this. We do not allow for pictures
to be taken in our stores without permission.
Personal data
When you start working with us, we will ask you to
fill in a Data collecting sheet, where you provide
various personal information. This includes your
personal ID number, phone number, address, bank
account details and your emergency contact person.
This information is needed in order to process you as
an employee in our systems. It is important to be
aware that we process this information only as part
of our fulfillment of our obligations as an employer,
and that the information will not be used for other
purposes without your expressed consent.
If you change your address, phone number or
otherwise make changes of your personal data,
please contact your Manager so that these changes
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can be registered in our systems. It is important that
we, as your employer, always have correct and
updated information.
If someone calls to the store asking about personal
information concerning a colleague, we ask you to
be very cautious.
In general, we should never disclose personal info
about our colleagues/employees unless we can be
100 % certain that there is a valid reason to give it
and that the person him/herself would agree to give
out the information. This is especially important for
employees with secret phone number of secret
identity.
Private interests
The company does not have any opinions on what
the employees are doing on their free time, as long
as it does not affect the work done during work
hours. For instance, this could be the case if a private
interest uses up your time and energy to an extent
that you are no longer able to fully perform your
work tasks when at work. We therefore expect all
our employees to have the needed energy to do
their job regardless of what they may do on their
free time.
Relationships in the work place
If two employees initiate a relationship, that is of
course a personal matter between those two
individuals. A relationship in the work place can,
however, cause problems which may be difficult to
predict, in particular if the two employees are
working closely, for example in the same
department, or if they work on different levels in the
same store.
For this reason, it is our wish that you inform the
nearest Manager about such relationships so that
we, to the greatest extent possible, can help to avoid
unnecessary complications.
Safety precautions
The employees are instructed to check that all
windows and doors are closed and locked and that
all lights are turned off before leaving the work
place. The employees shall also check that no
unauthorized people are present in the premises.
 SWEDEN • NORWAY • DENMARK • FINLAND
It is important that all employees act in a responsible
and safe manner, and that the Manager’s
instructions on safety and security are followed.
These instructions are addressed by the Manager
during morning- or evening meetings. If you have
any input concerning the safety on your work place,
please contact your Manager.
Secrecy
During your employment, you will receive
information and material which may be considered
company secrets. As an employee, it is your duty to
handle such information with confidentiality. For
instance, it may concern information regarding sales,
the best products, internal safety routines, technical
drawings or other internal communication. This
information must not be communicated to people
outside of the company, especially not within a
commercial setting.
A breach against the confidentiality obligation is
considered a serious offence and may ultimately
lead to consequences to your employment. The
confidentiality will stay in force for two years from
the end of your employment with the company, and
applies to information that you knew, or ought to
have known, was confidential.
Smoking
Smoking is not allowed within our premises. Smoking
is only allowed outside the premises and during
approved breaks. When smoking, please make sure
that the uniform is not visible, but either concealed
under a jacket, or use your private clothes. It is also
important not to smoke precisely outside the
entrance of the store.
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Theft and fraud
Discovered theft and/or fraud from the company
may result in termination of employment. The same
shall apply to any other form of criminal acts
performed in the work place and which is directed
towards the company or colleagues.
Uniforms
At INDITEX, image is very important. Our employees
must always look presentable, wear similar uniforms
and be easy to find for the customers in the store.
You will be given a uniform when you commence
your employment. The uniform shall always be worn
during work hours and is the property of the
company. The uniform consists of shoes, pants,
jacket and shirt/blouse. It is important that the
uniform is whole and clean, so please make sure to
take good care of it. Please note that the work shoes
are also part of the uniform and shall be worn
together with the uniform during work hours.
Jewelry is not part of the uniform, but can be worn if
they do not greatly stand out or are of a size which
may create a potential risk in your work.
If the store cannot offer you a uniform when you
start your employment, you should then dress in
similar clothes as the uniform until you have been
given a uniform. When wearing the uniform, always
make sure to avoid wearing visible brands of other
clothing companies.
Please note that the change to uniform takes place
before the work shift and not during work hours. The
uniform shall not be worn visibly outside the work
place, for instance, during breaks or when smoking
outside the store. During such occasions, you may
conceal the uniform under a jacket or change to
private clothes. For other occasions, the uniforms
shall not be worn outside work.
 SWEDEN • NORWAY • DENMARK • FINLAND
4 Terms of employment
4.1 Scheduling
Your individual weekly work hours are established in
your employment agreement.
Due to seasonal variations, the work hours may have
to be adjusted to the work situation and the
situation of the sales. However, during ordinary
scheduling, each week shall include full contracted
hours. Decisions on opening hours are not made
independently by the store.
In connection with Christmas and other public
holidays, we have extended opening hours.
Information about these hours will be given by your
Manager.
Schedules
The work schedule will be communicated at least
one month in advance. The scheduling should ensure
that each section in the store is covered with the
number of staff needed depending on the situation,
and also that it is supervised by a manager at all
times.
Breaks
The following are the rules concerning breaks during
work in the stores:
Less than 5,5 hours The employee is
normally not eligible to
take breaks.
Between 5,5 and 8 The employee is given a
hours 30 min (unpaid) break.
Breaks are not part of the work hours and are
therefore not paid hours. During a break you are not
required to remain in the store.
All breaks are planned in the schedule in advance.
The manager decides when the employees shall have
their breaks and the time may vary from day to day.
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The employer is entitled to postpone the employee’s
breaks when it is necessary due to the operation of
the store. Lunch breaks shall not affect the ongoing
sale, and for that reason, it is important to divide the
lunch breaks so that the store is sufficiently covered
at all times. The company has the right to postpone
the breaks of an employee if it is necessary for the
organization of the store.
In addition, employees may take shorter (paid)
breaks if it is necessary to visit the rest rooms, drink
water etc. Such break must be approved by your
manager.
For any questions, please ask your nearest manager.
Overtime and moretime
Overtime is work hours exceeding a full-time work
week. If overtime is necessary on a specific day, the
affected full-time employees should be informed at
least before 12.00 on that same day. Unless the
needs of overtime can be solved in a different way
without harm to the business, the employee will be
expected to work the prescribed overtime.
Moretime means work more than the contracted
hours for an employee working less than full-time.
Both overtime and moretime shall be motivated by a
special and time limited need and can only be
refused by the employee for special reasons, such as
special social or health related reasons.
Overtime work may not exceed 10 hours for a period
of 7 days, 25 hours for a period of 4 consecutive
weeks or 200 hours for a period of 52 weeks. It is the
responsibility of you and your Manager to make sure
that the overtime does not exceed these limits.
In case an employee has exceeded the allowed
limits, the HR Department must be notified.
 SWEDEN • NORWAY • DENMARK • FINLAND

When planning the schedule, the employee shall be
ensured the following:
• 11 hours of rest for each period of 24 hours
• 36 hours of rest for each period of seven days
including a 24 hour period, and
• A maximum period of five consecutive days of
work without rest in between.
Late arrivals
If you arrive late to work or think you will become
late, you must immediately call your Manager and
inform your expected time of arrival. Please note
that, even if you have informed someone else from
the staff, you must still inform your Manager
yourself.
Messages sent in any other way than by phone, for
example through SMS, are not valid and will not be
accepted. If your Manager does not receive the
information from you, the absence will be
considered unjustified. Repeated unjustified
absences may lead to consequences for the
employment.

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 SWEDEN • NORWAY • DENMARK • FINLAND

4.2 Salary

Your salary will be paid out on the 25th day of each
month. If the 25th on a given month is a Saturday,
Sunday or a red day, the salary will then be paid out
on the last preceding working day. If the
employment commences after the 8th in a month,
the salary for the first month of employment will be
paid out on the first following month.
Salary deduction
Any deductions in your monthly salary due to unpaid
holiday and other types of absence, will be deducted
on the pay slip for the following month. For instance,
unpaid holiday absence from January will be
deducted from the February pay slip.

Your pay slip will be sent to you electronically via

Azets (https://login.azets.com/user/login/), where
you can access, download and print the pay slip by
logging in to your personal user account. You can
also connect to this function via INET app. If you did
not receive your pay slip, please contact your
Manager.

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 SWEDEN • NORWAY • DENMARK • FINLAND
4.3 Holidays
It is important to be aware that the days of holiday
(feriefritid) which can be used during one year, and
the holiday pay (feriepenger) which is earned the
year before, are two separate things. Holiday pay is
earned during the preceding calendar year.
Regardless of how much holiday pay is earned by the
Days of holiday (feriefritid)
All employees can take holiday for 25 working
days each holiday year. All calendar days except
Saturdays, Sundays and red days count as working
days, whether the employee would have been
scheduled to work or not makes no difference. The
holiday year coincides with the calendar year.
Example: An employee is employed at 12 hours
every week and normally works Friday and
Saturday. She wants to use holiday days
between July 6th and July 26th in 2018. The
employee will only miss 6 scheduled working
days, but the period in total is 21 days. After
deducting the three Sundays and three
Saturdays in the period, the employee will use
15 of the total 25 holiday days. This means that
there will be 10 holiday days left to use during
the year, perhaps to be saved for the period
around Christmas.
The main holiday period for each employee is
normally scheduled between June 1st and September
30st. Please note that the company normally does
not approve holiday to be used during periods of
sales or periods immediately preceding sales. This is
due to the increased work load and need of
workforce. During the main holiday period, the
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employee, the employee is still entitled to take 25
days of holiday each year in accordance with the
Holiday Act (ferieloven). If taking 25 days of holiday
without having earned any holiday pay, the holiday
is unpaid.
employee is entitled to 3 weeks of continuous
holiday. However, the employer is entitled to take
the final decision on the placement of these weeks
of holiday.
Holiday pay (feriepenger)
Holiday pay for a specific year is calculated as 12% of
salaries paid during the previous calendar year
(Feriepengegrunnlag). An employee who has been
working for the company for one calendar year can
use the holiday pay for the following year. No
advance Holiday pay can be taken by the employee
during the first year of earning holiday. The amount
of the Holiday Pay generated during this calendar
year can be found on every month’s pay slip. The
Holiday pay is paid out to the employees on the
salary payment for June.
Holiday planning
Before the main holiday period, the employee and
the manager should evaluate how many days of
holiday can be used during the period and how much
holiday pay has been earned during the year before.
A holiday plan will then be put on the notice board in
the kitchen area, where each employee may indicate
the preferred days of holiday. All employees should
be informed at the latest on March 31st about where
their respective main holiday will be placed. Please
note that the manager only receives and signs your
 SWEDEN • NORWAY • DENMARK • FINLAND
application, but that the final decision from HR
Department will be communicated later through the
TGT. Holiday decisions are therefore not made
independently by the manager.
Saved holiday
The employee should generally not save any holiday
days from one earning year into another, and it is
the responsibility of both the employee and the
employer to make sure that the days of holiday are
spent by the employee any given year.
Sickness during holiday
An employee which, shortly before the planned
holiday should have started, becomes ill and fully
unable to work, may be entitled to postpone the
vacation to a later date. Such postponement
requires that the employee provides a doctor´s
certificate at the latest on the last day of work
before the start of the planned holiday. The
employee will not have the same right to use the
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postponed holiday during the main holiday period,
unless possible.
If you become ill during your holiday, you may be
entitled to postpone the number of days of holiday
where you were ill. In such case, you must
immediately the store and provide a doctor´s
certificate without delay as soon as you have come
back to work. If you are not able to schedule the
postponed holidays during the same year, those can
be saved to the next year and taken in addition to
the regular holiday days of that year. Remaining days
of holiday cannot be paid out in cash.
Holiday during end of employment
When leaving the employment, any remaining
holiday will be paid out on your last pay slip. The end
salary is paid out one month later. Employees may
also normally require that any remaining days of
holiday will be taken out during your notice period.
 SWEDEN • NORWAY • DENMARK • FINLAND

4.4 Scheduling of red days

General about red days The rules for helligdag apply already from 18:00 the
preceding day (day before public holiday or
Saturday) and until 22:00 on the same helligdag. For
Scheduling of red days in Norway is done differently
the last three Sundays before Christmas there is an
for three types of red days. “Red days” covers:
exception and the stores can be open between 14:00
and 20:00. Special changes of the weekly schedules
Helligdager The official public holidays in around a period of helligdager can be made for an
Norway and Sundays. employee at the latest 14 days in advance.

Høytidsdager Treated mostly the same way as Høytidsdager

helligdager with some differences.
Aftener Similar to Saturdays but with special rules
also different from one another.
The below explains the differences in how they are
treated in the schedules based on the law and the
collective agreement.
Høytidsdager follows the same basic rules as
helligdager but follows Lov om 1 og 17 mai som
høgtidsdager. Differently from helligdager will the
day before a høytidsdag be a normal working day
and the høytidsdag will therefore not be calculated
from 18:00 the day before. Different rules would
apply for employees with hourly salary instead of
monthly salary.

Helligdager and Høytidsdager

Helligdager
According to Lov om helligdager og hellidagsfred, the
Norwegian helligdager includes public holidays and
Sundays. The stores are closed during helligdager
and otherwise scheduled work hours on such day are
considered as worked and paid as if an additional
Sunday in the week. When the helligdag is on a
Sunday a given week, there will then be no
compensation in hours or otherwise.
Hours reduction for helligdager and høytidsdager
When there is a helligdag between Monday and
Saturday and the store therefore is closed, such
weeks schedule should be made in advance with
reduced weekly hours for all employees normally
working the full five days in a week. If a full time
employee for instance normally would have a day off
on the red day, the hours to be scheduled should still
be reduced with average daily work hours over five
work days as below.

Contracted hours Daily work hours as 1/5

37,5 7,5
30 6
25 5
20 4
12 2,4
6 1,2

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 SWEDEN • NORWAY • DENMARK • FINLAND

Example with one red day on weekday

Contracted Scheduled
Mon Tue Wed Thu Fri Sat Sun Reduction
hours
hours
37,5 CLOSED CLOSED 7,5 30
30 CLOSED CLOSED 6 24
25 CLOSED CLOSED 5 20
20 CLOSED CLOSED 4 16
12 CLOSED CLOSED 2,4 9,6
6 CLOSED CLOSED 1,2 4,8

Example with two red days on weekdays

Contracted Scheduled
Mon Tue Wed Thu Fri Sat Sun Reduction
hours
hours
37,5 CLOSED CLOSED CLOSED 15 22,5
30 CLOSED CLOSED CLOSED 12 18
25 CLOSED CLOSED CLOSED 10 15
20 CLOSED CLOSED CLOSED 8 12
12 CLOSED CLOSED CLOSED 4,8 7,2
6 CLOSED CLOSED CLOSED 2,4 3,6

Example with one red day on a Sunday (no change)

Contracted Scheduled
Mon Tue Wed Thu Fri Sat Sun Reduction
hours hours

37,5 CLOSED 0 37,5

30 CLOSED 0 30
25 CLOSED 0 25
20 CLOSED 0 20
12 CLOSED 0 12
6 CLOSED 0 6

Aftener and Nyttårsaften. For these days there are two

Aftener are days immediately before certain public special rules:
holidays, namely Pinseaften, Juleaften, Påskeaften

Pinseaften Påskeaften Julaften Nyttårsaften

Opening hours at
longest until 16:00

Ordinary work hours

end at 13:15

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When ordinary work hours end at 13:15 any further works normal scheduled hours between 10:00 and
worked hours will be in addition to ordinary weekly 14:00 will still be considered to have worked 45 min
scheduled hours, and could mean overtime of overtime.
compensation. This means that an employee who
 SWEDEN • NORWAY • DENMARK • FINLAND

4.5 Sickness

The routines for sickness absence are explained in the Work Environment Handbook Chapter 10.

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 SWEDEN • NORWAY • DENMARK • FINLAND

4.6 Leave and leave of absence

Leave
To be on leave means that you for special reasons are exempt from work with full pay, in general each
case will not give more than one day of paid leave. An application for leave should be made as early as
possible by notifying your nearest manager. Leave is granted under the following situations:

Valid reasons for paid leave Comments

Death and/or funeral of a close relative or a work colleague Applicable if the person is scheduled that day. More than
one day of paid leave can be granted under special
circumstances
Case of own wedding or registering of partnership Applicable if the person is scheduled that day.
Spouse/partner giving birth Applicable if the person is scheduled that day.
Sudden case of illness at home Only if the presence of the employee is absolutely necessary
and that other help is not available.
Blood donation Applicable if the person is scheduled that day and if the
appointment cannot take place outside work hours.
Svangerskapskontroll Applicable if the person is scheduled that day, and that the
svangerskapskontroll cannot take place outside the work
hours.
When required to accompany one’s own child to first day of
Right to 2 days paid leave.
kindergarten and/or elementary school
Parents summoning to konferansetime in kindergarten or Up to 2 hours paid leave. Only approved for cases where the
elementary school konferansetime cannot be put outside of working hours. The
employee needs to inform the manager about such leave for
konferansetime at least two weeks in advance.
Breastfeeding At most 2 x 30 min / day. Paid if the work shift is at least 7
hours, and only during the first 12 months after the birth of
the child
*close relative = spouse, domestic partner, co-parent, child, step-child, sibling, parent, parent in law, grandparent,
grandchild.

Unpaid leave 12-11. The employee must have been working in

Unpaid leave may be given for planning day in
kindergarten/SFO/school and change from a
kindergarten to another. Only for such leave which
does not cause significant disturbance to the stores
activities.
total a minimum of three years before applying for
leave for study, of which two years must have been
at ZARA Norge or Massimo Dutti Norge. The leave
for study cannot be for a longer period than three
years.

Leave of absence for studying
(utdanningspermisjon)
Utdanningspermisjon is a longer period away from
work without salary, for the purpose of studying.
In order to apply for leave of absence for studying,
the planned studying must be considered to be
work-related in accordance with Arbeidsmiljøloven §
After returning to work from a period of study, the
employee must qualify for a potential second leave
for study. The main rule is that at least a year must
pass between two such periods of leave. Application
for the leave of absence shall be made at least 6
months before the expected study is expected to
start. The application can be denied if the leave
would adversely affect the planning and organization
of the store.

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 SWEDEN • NORWAY • DENMARK • FINLAND
4.7 Pregnancy and parental leave
Early measures
It is always preferred that a pregnant employee
informs the manager about her situation as early as
possible. When talking to the manager, the potential
need for special work place adaptations can be
discussed. In addition, the scheduling of the prenatal
examinations could be brought up so that if possible
it can be avoided that they cause problems with the
scheduling.
Work place adaptations
The Manager, the HR Area Manager and the
tillitsvalgt should evaluate to what extent the
pregnant employee will need to have her work tasks
adapted to facilitate her daily work. The employee´s
specific work tasks as well as the specific situation of
her pregnancy should be taken into consideration
and adaptations should be made based on objective
criteria, such as the avoidance of heavy lifting or the
need for additional breaks etc.
All possible adaptations should be considered and
balanced against our need to ensure a fair
distribution of work tasks and schedules among all
employees of the store as well as a good level of
customer service. For that reason not all requests of
the employee may be accommodated at all times.
Forms to fill out
The manager and the employee shall together fill out
and sign the Maternity leave form with the start and
end date of the parental leave. The form is found in
the TGT and once it is filled out, please send it to
Payroll Department. It is of course crucial that the
correct dates can be registered as soon as possible.
Payroll will then register the dates for your leave,
and send the Maternity leave form and
Inntektsopplysninger to NAV.
In order to receive the relevant compensation from
NAV (foreldrepenger / svangerskapspenger /
engangsstønad), the employee is responsible for
submitting the necessary applications. This can be
done online at NAV’s website:
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https://www.nav.no/no/Person/Familie/Venter+du+
barn
Pregnancy benefit (svangerskapspenger)
If the work tasks or conditions at the workplace are
harmful for the pregnancy of an otherwise healthy
employee, the employee may be entitled to
pregnancy benefits from NAV. One of the
requirements is that work place adaptations are not
possible. Such benefit can be given until three weeks
before estimated time of birth. From that time you
will instead receive parental benefits. These three
weeks are part of the mother´s part of the benefits.
Sickness during pregnancy
If you are unable to work during your pregnancy
because of illness you are always eligible to sick
leave in accordance with the sickness routines.
Normally it requires a doctor´s certificate.
Parental leave
If choosing 100% parental leave, the total duration is
49 week. Three weeks must be taken by the mother
before the estimated birth of the child. Then, the
mother has 10 weeks of parental leave, of which 6
must be taken after the birth of the child. The father
has 10 weeks of parental leave. The remaining weeks
can be allocated as preferred by the parents.
The employee will have to have been fully or partly
employed (whether with ZARA/MD or otherwise)
during at least six of the last ten months to receive
full parental benefits. Please see www.nav.no for
more information about requirements for parental
leave and information about 80% parental leave.
Please also note that from the first day of parental
leave, NAV will be responsible for payment of
benefits to you, provided that you have submitted all
documentation in the right time. An employee can
never receive both salary and benefit for parental
leave at the same time. If this happens by accident,
the excessive salary paid will then be demanded to
be repaid from NAV to ZARA/MD. We ask all
employees to pay attention to this when reviewing
their pay slips.
 SWEDEN • NORWAY • DENMARK • FINLAND

Returning to work
The estimated time of returning to work should be
communicated to the manager as early as possible
during the pregnancy. In case the employee wishes
to return to work earlier than initially planned, it is
important that the employee immediately contacts
the manager to see whether it is possible to plan for
an earlier return or not.
Care for sick children
When the child of an employee falls ill, the parent
has the right to stay home from work to care for the
child. The general rule is that a parent can stay home
with a sick child for in total 10 days for each calendar
year, this amount will increase if the employee cares
for more than two children and also if the employee
is the sole guardian of his/her children.
That the child is sick shall be supported by either a
doctor´s certificate or an egenmelding, which can be
used for at most three days in a row for each
occasion in the same manner as for employees own
sickness.

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 SWEDEN • NORWAY • DENMARK • FINLAND
4.8 Policy against discrimination, harassments and bullying
INDITEX wants to work for a fundamental
tolerance for other people’s personalities,
opinions, faiths and life circumstances. An open
dialogue at the work place is encouraged,
provided that it is not demeaning, abusive or
insulting.
Harassments and bullying are not accepted. It is
expected that Managers and employees actively
work to prevent all sorts of harassment and
bullying at the workplace. Should it be discovered
that harassment or bullying occurs at the
workplace, the guide in this policy shall be
followed in order to resolve the situation.
The following behavior is not
accepted:
Discrimination
Discrimination means that someone is subject to
violations, discriminatory actions or the similar,
which is based on gender, race, skin color, national
or ethnic origin, faith, disability or sexual
preferences. Discrimination can simply put be
different treatment of similar cases in a similar
situation.
Discrimination is never accepted regardless of who it
may concern. Anyone who applies and is given an
employment in our company shall be able to feel
safe in these regards.
Bullying
With bullying shall be meant for example:
• Gossip or slander of an employee or that
person’s family
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• Withholding information of importance for
the work on purpose or giving incorrect
information on purpose
• Sabotage or obstruction of other’s work
performance on purpose
• Making clearly insulting remarks, ”freezing
out”, or neglecting an employee
• Persecution in various forms or provoked
fear
• Overly critical or negative approaches and
behavior
• Secretly controlling the employee with bad
intentions
• Abusive so called “administrative
sanctions”, for example clear obstruction
when applying for leave of absence or the
similar.
Sexual harassment
Sexual harassment means an unwelcome act which
is based on gender or an unwelcome act of sexual
nature that violates the integrity of the employee in
his/her work. This can take place both in words and
in action, such as:
• ”Dirty” language or pornographic images
• Unwelcome sexual allusions through
gestures or looks
• Unwelcome touching of another’s body
• Sex-degrading stories or name-calling
• Unwelcome suggestions concerning sexual
favors or forced sexual relationships
• Unwelcome sexual comments on looks,
clothing or private life of the employee.
Routine
We expect all our employees to consider it their
responsibility to react in the following ways, as part
of our policy:
 SWEDEN • NORWAY • DENMARK • FINLAND
Managers
When an employee informs the Manager that
he/she has been discriminated, bullied or sexual
harassed, he/she has the right to be believed and
not be further harassed for bringing attention to the
matter. The story shall be perceived to be true from
the employee’s perspective, and it should not be
questioned by the Manager, who rather should seek
to find out what has actually happened. All
employees have the right to be treated with respect.
As soon as the Manager gets an indication that
discrimination, bullying or sexual harassment may be
at hand, he/she shall immediately act.
The Manager shall immediately investigate the
circumstances surrounding the event and on
occasion take actions in order to prevent anything
further from happening. Refraining from
investigating the cause of discrimination or sexual
harassment and taking appropriate actions may give
rise to liability to pay damages (See the Work
Environment Act/arbeidsmiljøloven).
It is important to work both on the short and the
long term. On the short term, discrimination,
bullying and sexual harassments should be
combated and support should be given to those
affected. This means that each Manager should
inform the employees about the company’s view on
discrimination, bullying and sexual harassments.
Appropriate times for providing such information
could, for instance, be the morning/evening
meetings and the individual employment
conversations.
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Working long term means discovering and
addressing the foundation for discrimination,
bullying and/or sexual harassments.
The affected
An employee who is subjected to discrimination,
bullying or sexual harassment shall speak up against
it and communicate that he/she does not accept the
behavior. The matter shall be addressed with the
nearest Manager or someone else the employee
trust, such as HR Manager, safety representative or
employee union representative.
If the problems relates to a Manager, the employee
can always turn to the HR department or head office
with the matter which will be handled speedily and
confidentially.
The employee should feel free to propose concrete
measures as to what should be done to combat the
problem.
Other employees
It is the responsibility of each employee to react
against actions by others that contain discrimination,
bullying or sexual harassment.
Please remember that:
• All employees should support the one affected.
• All employees should pay attention to their way
of acting and behaving.
• It is always the affected employee him/herself
who judges whether the act is unwelcome and
unwanted.
 SWEDEN • NORWAY • DENMARK • FINLAND

4.9 Pension and insurance

All employees aged 20+ years, with a minimum of
20% employment, are included in the OTP-pension
agreement with Storebrand, in accordance with the
mandatory pension system (Obligatorisk
tjenestepensjon)
For work related injuries, all employees are covered
by insurance (yrkesskadeforsikring) through DNB
Personalforsikring.
For more information, please contact HR
Department.

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 SWEDEN • NORWAY • DENMARK • FINLAND

4.10 End of employment

If you wish to end your employment, you must

inform you Manager in writing by filling out a Leaver After the trial period, the following notice periods
Communication. The form can be provided by your shall apply for termination by either the employee or
Manager. During the trial period, the notice period is the employer, unless otherwise is stated in your
two weeks. employment contract:

Time of employment Notice period

less than 5 years 1 month

Between 5 and 10 years 2 months

from 10 years 3 months

Special notice periods may apply if the employee is
aged 50+ years, please see § 15-3 of the Work
Environment Act.
In order to help us become a better and more
attractive employer, an Exit interview is conducted
online at the end of the employment. The Exit
interview can be completed on the TGT by the
employee him/herself. The content is strictly
confidential and directed towards the HR
department. The Managers in the store will not have
access to the result.
Any keys, cards, uniforms, discount cards and other
property belonging to the company, shall be
returned within the last day of employment.

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 SWEDEN • NORWAY • DENMARK • FINLAND

5 Work Environment
Creating a good work environment through active follow the current rules and instructions given,
work environment management is important in take a daily personal responsibility for the work
order for the employees to thrive in the environment and health issues and actively work
workplace. In cooperation with each employee of to eliminate health and safety risks.
the company, we want to ensure the best
The information about our work environment
possible work environment for you and your
goals and routines can be found in the Work
colleagues.
Environment Handbook.
In addition to basing our work on the directives of
Any actions in conflict with the routines and
the Norwegian Work Environment Authorities
safety instructions in the Work Environment
(Arbeidstilsynet), we also see the thoughts and
Handbook are considered as serious and may
previous experience of our staff as an asset in our
ultimately lead to consequences for your
effort to improve our work environment. We
employment.
therefore expect from you, as an employee, to

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 SWEDEN • NORWAY • DENMARK • FINLAND

6 Professional development
We work consistently to enhance responsibility, The individual employment conversations and the
motivation and commitment among our employees mentor program, described above in Chapter 3, are
through training and development. Based on this also parts of this overall work.
goal, the company has created and developed
different internal educational programs for our
employees which are described below.

6.2 Potential Program

We want to give our employees the opportunity to training in work tasks related to HR, Till, Commercial
grow and gradually take on more responsibility in and Operation.
the company. This is made possible in particular
through a structured program called Potential
For more information about the program, please see
Program. Many of our motivated employees has
INET or contact your manager.
taken part in the program and thereby received

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 SWEDEN • NORWAY • DENMARK • FINLAND

Confirmation - Employee Handbook Norway

To be signed by all employees in the store. Confirmation of having received, read and understood the
terms and conditions in the Employee Handbook.

Signature Name clarification Employee No Signing date

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 SWEDEN • NORWAY • DENMARK • FINLAND

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