Salary review processes

The HÖK-T salary agreement should be regarded as a process in which the individual employee's pay development is to be linked to their performance, ensuring a positive relationship between pay, motivation and performance.

The central agreement contains no figures to indicate a specific salary range. Instead, salary setting is to take place locally in each municipality, and the parties to the agreement are to evaluate the application of the agreement annually.

What support can I get from SULF?

In the salary review process, you negotiate your new salary yourself, using the dialogue model. Your new salary should be set through dialogue with your immediate manager. (You can read more about the salary review process in the municipal/regional sector here).

SULF at central level is a party to the salary strategy work at local level if you are not represented by a local AkademikerAlliansen association. In such cases, the starting point is the employer's annual salary audit, focusing on any salary discrimination on the grounds of gender or age.

In the salary negotiation process, SULF submits demands regarding pay increases and priorities to the employer. Further examples of elements in a negotiation process include the employer's views on salary structure issues, i.e. the desired pay level relationship between different groups and the pay spread within a group.

Then, at local level, SULF is involved in the assessment of the annual salary audit. This is to ensure that what the parties have agreed has been applied, as well as to follow up regarding SULF members who have had weak or no pay development, and to make sure that there has been no pay discrimination against older workers or on the basis of gender.

SULF can provide advice and support and, if required, can represent members in matters of labour law, such as those that directly impact an individual member's job security, including dismissal, redundancy or redeployment.

SULF is a party to local collective agreements on matters such as the exchange of salary for higher pension provisions and the exchange of holiday leave pay for more annual holiday leave days.

SULF also provides advice and support on work environment issues.

As we have collective agreements with the Swedish Association of Local Authorities and Regions, the employer in the municipality/region is obliged to negotiate with SULF before any change in the organisation or change in the employment conditions of individual members can be made. We have signed cooperation agreements in many municipalities and regions, and most issues relating to organisational or operational changes and the work environment are negotiated locally. Matters concerning individual members, however, are not negotiated within the framework of these local cooperation agreements.