Collective agreement

New Collective Agreements – Tekniktjänsteavtalet Unionen/Sveriges Ingenjörer 2017-2020.

 New agreements have been reached on wages, salaries and general terms of employment between Tekniktjänstearbetsgivarna[1], Unionen (white collars in the private sector) and Sveriges Ingenjörer (Graduate Engineers). They apply from the 1st of April 2017 to the 31st of March 2020. The total value of these agreements is 6.5 per cent out of which 0.4 per cent refers to a contribution for a part time retirement scheme and 6.1 per cent to salary increases.

Salary Agreement

Tekniktjänsteavalet Unionen

The purpose of the salary agreement is to create a process where the company’s operations together with the individual employee’s results, knowledge and skills will determine the individual salary. This is made through an initial negotiation with the local branch of Unionen, and subsequent individual salary discussion between the manager and the employee. The company provides the local branch of Unionen with the proposed new salaries. The process is terminated through concluding negotiations with the local branch of Unionen.

The individual salary discussion between the salary setting manager and the individual employee shall be conducted according to the salary principles and according to a set structure.

Salary distribution will take place on 1st April in each year 2017, 2018 and 2019, unless the local parties agree otherwise. The new salary will officially be set in the concluding negotiations between the local parties, and not in the individual wage discussions.

There are no numbers in this salary agreement. However, there is a certain mechanism that applies if the parties cannot agree on local or central level, which implies a value of 6.1 per cent over the entire three-year period.

If agreed at plant level the company can choose to apply the same wage process for members in both Unionen and Sveriges Ingenjörer.

Tekniktjänsteavtalet Sveriges Ingenjörer

The purpose of the salary agreement is to create a process where the company’s operations together with the individual employee’s results, knowledge and skills will determine the individual salary. The local parties are supposed to deliberate on the local application of the salary agreement.

Salary distribution will take place on 1st April 2017, 2018 and 2019 respectively, unless the local parties agree otherwise. The new salary will be set through an individual salary discussion between salary setting manager and individual employee according to the salary principles and according to a set structure.

There are no numbers in this salary agreement. However, there is a certain mechanism that refers to the value of the salary agreement for Unionen which is 6.1 per cent over the entire three-year period. The mechanism only applies when the parties on local or central level cannot agree in the matter.

Part Time Retirement Scheme

A total of 0.5 per cent will be added to a new individual part time retirement fund (0.3 per cent in 2017 and 0.2 per cent in 2018. Please note, however, that out of the 0.5 per cent, 0.4 per cent is referable to the salary agreement value and 0.1 per cent is referable to changes in the agreement on general terms and conditions). There is an opt-out for the employee in regard to part-time retirement contributions in which the employee may choose to have a one-time salary increase of 0.3 instead.

Non-unionized Employees

The agreements do not cover non-unionized employees. However, Teknikföretagen recommends that non-unionized employees are treated as unionized employees.

Changed Rules on Fixed Term Contracts

The new agreement contains changed rules regarding fixed term contracts, implying that an employer and an employee can agree upon a fixed term contract (or multiple ones) of a maximum aggregate length of 24 months calculated over a three-year period. It is still possible to agree upon fixed term contracts longer than 24 months over a three-year period, if agreed with the local trade union branch.

A new option to terminate fixed term employments is available. A fixed term can be terminated through a notice by the employer, provided that the aggregate length of the employment is not more than six months. The employment will end one month after the notice. If the parties wish to have the option to terminate a fixed term contract even after the six months, it must be specifically agreed upon. For the employer to terminate such contract, there must also be a “justified reason” in accordance with the Employment Protection Act (lagen om anställningsskydd).

New Rules for On-Call Service

The rules for on-call service have been modernized and adapted to the situation at today’s work places. A distinction has been made between when work is performed on distance when called in during on-call duty, and when action is needed the actual work place. The latter is more burdensome and is therefore compensated as working time, whilst distance work is compensated with a lower hourly remuneration.

Increased Flexibility in Rules on Overtime

The rules on maximum overtime have been changed. An employee may work 175 hours of overtime during a calendar year (increased from 150). Maximum 50 hours of overtime may be worked per calendar month calculated as an average over a continuous three-month-period (however a maximum of 100 hours in one single calendar month is allowed).


[1] Tekniktjänstearbetsgivarna is the part of Teknikföretagen that is the party to the collective agreement