There are numerous myths, union busting propaganda and misconceptions circulating online about collective agreements. Let’s separate fact from fiction and explore the truth behind the collective agreements.
Collective agreements (CBA), often described as the cornerstone of Sweden's labour market, play a vital role in fostering cooperation between employers and employees. These agreements offer a range of benefits to employers across various industries, ensuring harmonious labour relations, predictable labour costs, and enhanced productivity.
WRONG! A collective agreement (or a CBA as they are also called) does not stop employers from offering more to their employees. The CBA offers you a guaranteed start and solid foundation, plus it also increases your influence in the workplace.
NOPE! Employers are free to set their own routines for hybrid work. This is not something that the trade unions decide. However, as a member of Unionen you can always call our advisors in labour law and work environment, if you have any issues or questions about your work environment.
NO. Salary levels are not regulated by law and salary tariffs are almost non-existent in the Swedish labour market.
With a CBA, you will be part of a salary agreement. The salary agreement constitutes your right to salary growth and development. It describes the grounds on which your salary should be decided and how you can influence that decision. There is nothing stopping employers from paying you more. A CBA is not a ceiling. It is simply the framework for individual salary setting, and a solid foundation.
Plus, with a CBA your salary should be reviewed on an annual basis. This is usually done by way of an individual meeting with your Manager or HR Manager during which your salary is negotiated and discussed. Your individual salary negotiation or review will be based on the existing salary agreement. Most salary agreements give employees the right to an annual salary negotiation and review.
NOT TRUE. There is nothing stopping employers from offering employees more and even better benefits. Many large, international companies in the tech industry have signed collective agreements and still offer fruit baskets and good vacation conditions.
One of the key advantages of collective agreements is the stability they bring to labour relations. A content and satisfied workforce is often a more productive one. Collective agreements promote fairness and equity in the workplace, which can lead to increased motivation and efficiency. In knowledge-based industries like Information Technology, where creativity and innovation are paramount, this positive work environment can significantly enhance productivity.
CBAs can be tailored to meet the specific needs of different industries. For example, the construction industry may have unique provisions related to safety and overtime, while the healthcare sector may focus on staffing levels and patient care.
This customization ensures that the agreements benefit each industry in a way that makes sense for their unique challenges and requirements. This applies to companies in the tech industry as well.
Collective agreements establish standardised working conditions, making it easier for employers to manage their workforce.
This standardization is particularly beneficial for industries with high labour turnover, it simplifies the onboarding process and ensures compliance with labour laws.
They provide substantial benefits for employers across diverse industries. They establish stability, ensure predictability in labour costs, enhance productivity, and create a fair and efficient working environment. By customizing provisions to meet the unique needs of different sectors, collective agreements serve as a valuable tool for employers in Sweden, contributing to the country's reputation as a model for successful labour relations.
There you have it, the cornerstone of the Swedish model. It is the culmination of thoroughly thought through deliberations, it isn’t just hypothetical, it is the real deal, having stood the test of time, why would any well-meaning company say or suggest otherwise?
