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] When the collective agreement between the worker ends or the worker leaves the union: Ford/A.U.E.F. [1969],[8] the courts initially ruled that collective agreements were not binding. Second, the Industrial Relations Act, introduced by Robert Carr (Minister of Labour in Edward Heath`s office), provided in 1971 that collective agreements were binding, unless a written contractual clause indicated otherwise. Following the fall of the Heath government, the law was struck down to reflect the tradition of the British labour relations policy of legal abstention from labour disputes.

The employer and the union must keep a signed copy of the collective agreement and provide a copy to employees if they request it. The employer must give them to new workers who are not unionized and whose work is covered by the coverage clause. A person with a collective agreement may also agree with his employer additional terms and conditions. Additional conditions: The agreements and orders that can be challenged are: collective agreements, labour regulations (promulgated by the labour tribunal under the Employment Relations Act) and registered employment contracts. A person affected by such an agreement or order may refer a complaint to the Workplace Safety Board. Under the S.86 of the file, the Commission may refer such a complaint to mediation if the parties are unable to raise objections or investigate and make a decision. The legal remedy is that a provision deemed discriminatory is set aside and therefore no longer has legal effect. The Commission may, if it deems it appropriate, discuss how a non-discriminatory alternative regime could be put in place. A collective agreement runs until the old one is 12 months old or until it is replaced, when the union or employer begins to negotiate before the expiry date. Workers are not required to join a union in a given workplace. Nevertheless, most industries, with an average union training of 70%, are subject to a collective agreement.