Question: How can companies safeguard the right to collective bargaining? Answer: Collective bargaining is a voluntary process that must be conducted freely and in good faith. It may cover all conditions of work and employment and regulate relations between employers and employees and between employers` and workers` organizations. It is up to the parties to collective bargaining to decide what is covered by their negotiations. Collective bargaining issues identified by the ILO Committee on Freedom of Association include: wages, benefits and allowances, hours of work, annual leave, selection criteria in the event of dismissal, the scope of collective agreements and the granting of trade union institutions. This link provides a comparative table of the legal obligation to consult workers` representatives on collective redundancies: /public/english/dialogue/ifpdial/info/termination/downloads/table4.pdf In Sweden, around 90% of all employees are covered by collective agreements, in the private sector 83% (2017).   Collective agreements generally contain minimum wage provisions. Sweden has no legislation on minimum wages or laws extending collective agreements to non-unionized employers. Non-unionized employers can sign replacement agreements directly with unions, but many cannot. The Swedish model of self-regulation applies only to companies and workers covered by collective agreements.  Governments should consult relevant employers` and workers` organizations when setting minimum benefits and the minimum number of workers required to provide them in order to ensure that the scope of the minimum service does not lead to the strike becoming ineffective in practice due to its limited impact.  Disagreements in determining these minimum benefits should be resolved by an independent body and not by the Ministry of Labour or the (public) ministry or enterprise concerned.  Companies should join forces with representatives of workers` organisations to set up voluntary conciliation and arbitration procedures to support the prevention and resolution of labour disputes between employers and workers.  Workers are not forced to join a union in a particular workplace.
Nevertheless, most sectors of the economy are subject to a collective agreement with an average trade union organization of 70%. An agreement does not prohibit higher wages and better benefits, but sets a legal minimum, similar to a minimum wage. In addition, often, but not always, a national agreement on income policy is reached that includes all trade unions, employers` associations and the Finnish government.  Response: The ILO Committee on Freedom of Association concluded that wages, benefits and allowances can be subject to collective bargaining.  Answer: Collective bargaining must be voluntary, free and in good faith. The parties are free to participate in the negotiations and the authorities should not interfere in their decisions.