Collective agreement negotiations are once again relevant. The agreements in the technology industry that cover a total of over 100,000 senior salaried employees will end at the end of November 2024. Most of our collective agreements are still valid until the end of 2025, which means collective agreement negotiations will be held from autumn until the beginning of 2025. You can find our collective agreements here.
Our negotiation goals
Purchasing power must be ensured
Our goal is a general salary increase that clearly improves purchasing power. The general increase increases the earnings of all experts, as fewer and fewer receive personal merit increases.
In several previous rounds of negotiations, salaried employees have made concessions by agreeing on moderate increases. The increases not only secure the purchasing power of experts but also generate more tax revenue and support demand in the service sector.
Well-being at work increases productivity
The well-being at work of experts must be increased through proactive measures, such as separate well-being at work programmes, and through closer cooperation between occupational health care, occupational health and safety representatives and managers. Experts have the right to take a break from their work in their leisure time, i.e. be unreachable.
The shop steward represents senior salaried employees in local agreements
The personnel representative (shop steward) elected by the personnel and referred to in the agreement in question is the primary negotiator and signatory when making local agreements.
Other things that are important to us include:
- Working hours are part of expert work. Management of working hours balance limits must be enhanced.
- Strengthening the rules of remote work. Experts and middle management must have the extensive right and opportunity to decide on when and where they perform their work.
- Promoting genuine equality and non-discrimination in all workplaces. The employer must prepare an assessment of the implementation of non-discrimination in recruitment and at workplaces.
- Annual holiday practices to support recovery and coping. The amount of annual leave must be increased by, for example, no longer counting Saturdays as weekdays and days of holiday in accordance with the Annual Holidays Act. The accumulation rules of annual leave must be changed to be equal (2.5 days/month) regardless of the duration of the employment relationship.
- The right to partly or fully exchange holiday pay for time off, if desired.
- Paid temporary leave, such as treatment of infertility and informal care leave.
- The shop stewards’ right to information referred to in the collective agreement must be strengthened and ensured, among other things, a guarantee of earnings development and the same protection and rights for deputy shop stewards as for actual shop stewards.
Further information about our objectives can be requested from our Negotiations Manager and the experts of our different contract branches.
Not everyone has a collective agreement
Senior salaried employees do not have their own collective agreement in the food industry, the commerce industry, the forest industry, the graphic industry, the insurance industry, the auditing and management consulting industry or the financial administration industry. In these sectors, the collective agreements of other personnel groups may be applied to senior salaried employees to some extent.
It should be remembered that in these so-called non-contractual sectors, paying a general increase to senior salaried employees, for example, is not automatic, but is purely dependent on the good will of the employer.
In non-contractual sectors, it is necessary to elect a statutory employee representative so that the views of senior salaried employees are also expressed at the workplace. Read more here!
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