In Sweden, around 90% of employees are covered by collective agreements and 83% in the private sector (2017).   Collective agreements generally contain minimum wage provisions. Sweden has no legislation on minimum wages or laws to extend collective agreements to disorganized employers. Unorganized employers can sign replacement agreements directly with unions, but many are not. The Swedish model of self-regulation applies only to companies and workers covered by collective agreements.  Are employers required to inform union representatives for collective bargaining purposes? The new worker must have a reasonable opportunity to read the collective agreement. Comparative studies indicate that employers are willing to accept centralized bargaining if it helps them move unions away from the workplace. Trade unions in the workplace, especially in a craft tradition, undermine management`s prerogative and can undermine management`s attempts to increase productivity. On the other hand, industrial unions must also be present in the workplace, if only to recruit members, monitor the implementation of collective agreements and, in general, be part of the management of the employment relationship and the “wage-effort” agreement inherent in the work process.
The balance between central representation and the external and internal enterprise or trade union organization has been and remains one of the main problems of the trade union system and labour relations. Many employment contracts consist, in whole or in part, of collective bargaining conditions with a trade union. These collective agreements may be incorporated into the employment contract by the express creation or implied by law. As soon as a trade union obtains the explicit agreement of its members to act on its behalf as an intermediary, any agreement concluded with the employer is recorded in each employment contract. For example, the 1996 ERA provides that collective agreements replace legal provisions on the right to unfair dismissal or the right to statutory compensation. If the Secretary of State were to approve the collective agreement, the terms negotiated between the union and the employers would replace the legal and implicit terms. The possibility for workers to be affected by different regulatory flows makes the current distribution difficult; For example, part of their payment and terms may be settled by allowances and part by another form of agreement. Table 4.2 gives some indications. This suggests that the proportion of employees who paid exactly the premium rate in 2006 was relatively low – 19%.5 What were the main alternatives to rewards? The category of registered individual contracts, particularly at the federal level, was small (3.1%). A significant category consisted of unregistered individual agreements, which included 31.7 per cent of workers, but this is likely a heterogeneous group consisting of some workers in an unregulated sector, governed primarily by individual contracts under the common law, as well as some workers whose wages are determined primarily by assignment or agreement, but who receive an additional payment from their employer. Known as sursous. Subsequently, we registered collective agreements that represented 38.1 per cent of employees.
These data do not distinguish between union collective agreements and non-unionized collective agreements, but it is likely that union agreements are much more numerous. Collective agreements are always concluded at company level between management and company unions (with very rare exceptions such as the seafarers` union). In the Common Law, Ford v A.U.E.F. , the courts once decided that collective agreements were not binding. . . .