Salary and salary setting
When you receive a job offer, salary is often the main focus, but it is important to look at the bigger picture. First and foremost, check what the correct salary level for the role is in your specific sector and region. Look at salary statistics and compare levels for similar roles. You can usually obtain these statistics from the local trade union association at your workplace or where you are applying for a job. You can also use the Saco-S Lönesök salary search tool or contact SULF. SULF compiles national level statistics for university teachers.
Take into account your own experience and skills
Specialist knowledge or previous responsibilities may justify a higher salary request. At the same time, salary is only part of the package. Occupational pension, insurances, bonuses, annual holiday leave entitlement, remote working and working hours can be significant components and, in some cases, may be more valuable than a few extra kronor in basic pay.
Think about the future
Is there a plan for salary progression? Is there scope for you to grow and develop in the role? A slightly lower starting salary may be acceptable if the job opens up career development opportunities and a higher salary in the long term.
Consider your own personal circumstances
What do you need to make ends meet? Remember that your gross salary is reduced by income tax, so work out what your net salary will actually be.
By preparing thoroughly, looking at the bigger picture and negotiating with confidence, you will increase your chances of securing a salary and an offer that really works for you.
- Within the state university and college sector, pay is regulated by the RALS-T 2010 collective agreement. You can find the full text of the agreement on the Swedish Agency for Government Employers' (Arbetsgivarverket) website, in Swedish.
There are two models that are usually used for salary setting:
- Traditional salary negotiations, (between the union and the employer)
- Salary-setting dialogues, (between the individual employee and the employer)
When these two models are combined, salary-setting dialogues are usually used for technical and administrative staff, while traditional salary negotiations are usually used for teaching staff.
- Doctoral candidates follow their own model, with pay levels that are negotiated separately between the employers and Saco-S. To learn more about being a doctoral candidate and what rules and processes apply, please see here.
- Within municipalities and regions, the predominant model is salary-setting dialogues, which are regulated by Appendix 5 of the HÖK-T collective agreement. You can find the full text of the agreement and read more about being employed by municipalities and regions here.
If you have any questions about the salary setting process at your workplace, please contact your local Saco-S association or Akademikerföreningen association, as these matters are handled locally between the employer and the trade unions.