Due to the obligation to protect labour, it is forbidden to become familiar with the conditions set out in collective agreements during the duration of the contract. Under the Collective Agreements Act, the terms of the collective agreement are mandatory for our member companies. Because of the extensive coverage of the agreements and the generally restrictive rule of the employment contract law, they also bind unrelated employers in the aforementioned branches. Although the collective agreement itself is not applicable, many of the negotiated terms relate to wages, conditions, leave, pensions, etc. These conditions are included in a worker`s employment contract (whether the worker is unionized or not); and the employment contract is of course applicable. If the new conditions are not acceptable to individuals, they may be contrary to their employer; but if the majority of workers have agreed, the company will be able to dismiss the complainants, usually unpunished. At the national level, negotiations at the national level have generally returned, at least temporarily, to the issue of wage increases. The 2011 and 2013 agreements also covered a number of other issues, including the extension of paternity leave, improved health and safety and the right to three days of training leave per year. Both were also government obligations, as well as agreements on wages and conditions between unions and employers. Recent negotiations at the national level have resulted in measures, including corporate tax cuts and changes to tax and social security (unemployment) regimes, and have had an impact on government spending plans. In the past, some of the most important developments in Finnish labour relations, such as the rights of trade union representatives or protection against dismissal, as well as broader labour market issues, such as training rights, have been the subject of national negotiations. In Sweden, about 90% of employees are subject to collective agreements and 83% in the private sector (2017). [5] [6] Collective agreements generally contain minimum wage provisions.

Sweden does not have legislation on minimum wages or legislation extending collective agreements to disorganised employers. Unseated employers can sign replacement agreements directly with unions, but many do not. The Swedish model of self-regulation applies only to jobs and workers covered by collective agreements. [7] British law reflects the historical contradiction of the United Kingdom`s labour policy relations.