Under the collective agreement between Finansf-rbundet and BAO (an employer-banking organisation), a regular working week should not exceed 37.5 hours. This collective agreement applies to almost 90 per cent of our members. The National Intermediation Office is the authority that provides intermediaries for collective litigation, promotes effective wage-training processes and provides public wage statistics. However, the main principle is voluntary mediation, as it is the social partners who themselves take responsibility for negotiation and collective agreements. In the event of a dispute over the risk of strikes or lockouts as a threat to society, there are special committees that can resolve these disputes. These conflict resolution bodies include representatives of the social partners involved, sometimes in collaboration with independent experts. The most common level of trading is the sector level. As a general rule, there are several sector agreements in each sector, one of which is often for workers and the other for employees. Agreements are also negotiated at the enterprise level, but cross-sector agreements are unusual.
The structure of collective bargaining in Sweden has become more decentralized in recent decades (Kjellberg, 2009). Another feature of the Swedish system is that collective agreements can deviate from the law. While the law provides the framework, social partners can negotiate conditions that deviate from the law, often in favour of workers. In Sweden, it is not possible to extend collective agreements by decree or law. However, voluntary extension of collective agreements is quite common. Unsealed employers can sign agreements with trade unions. In 2015, 5% of private sector employees were covered by a collective agreement of this type of agreement (Kjellberg, 2017). In addition, employers with collective agreements must apply the provisions of collective agreements to their workers, even if they are not members of the undersigned union.
Therefore, the union density in Sweden is about 70%, while the remuneration is about 90%. Trade negotiates fair pay agreements and better working conditions. Compensation is an important union issue and our aim is to ensure the introduction of wage structures clearly linked to conditions and work in each workplace. Our goal is to achieve fair pay and one of the main objectives is to eliminate the differences between men`s and women`s wages. The industrial cooperation and Negotiation Agreement (Industrialstriavtalet) has established since 1997 the standard for wages in collective agreements. The agreement aims to ensure that wages are maintained at a level that takes into account Swedish productivity and international competitiveness. The industry`s social partners are putting in place a common cost label that they promote for the entire labour market. This has generally been a success, although there is no guarantee that social partners in other sectors will meet the cost level. Some 470 collective agreements were negotiated in 2017. The 2017 Industrial Cooperation and Negotiations Agreement set the standard for a 6.5% wage increase over three years, which has also become the norm for other sectors for the rest of the year.