Salary review 2024

Common work between the parties

Inflation is a factor that is often taken into account during negotiations on new central salary agreements and increases. Central parties also consider the fact that Sweden has a well-functioning salary-setting culture. However, public authorities do not take inflation into consideration when determining how they will use their budget to accommodate salary increases.

Why is the autumn salary review not influenced by Sweden’s rate of inflation?

Salaries are not increased to compensate for inflation, instead they are increased to stimulate organisational development and recruit and maintain skills.

The central agreements do not contain anything to support salary increases to compensate for inflation, nor is there anything in any of the central collective bargaining agreements. Furthermore, there are no individual guarantees.

Inflation is not a parameter for setting salaries, and it is not linked to why an employer pays salaries or chooses to increase them.
Employers set salaries based on other criteria, and these are based on performance that has contributed to attaining organisational goals, meeting the needs of the organisation, and skills provision. Hence, the rate of inflation in Sweden will have no direct influence on the autumn’s salary review.

The salary reviewing process at SLU is a yearly occurrence and is carried out in two different ways. The salary of an employee is reviewed either through a process called salary-setting dialogues applies to members of the Saco-union, employees who are not members of a trade union and those members of OFR/ST who so wish or through traditional negotiations applies to members of and Seko and members of OFR/ST who prefer that their salary be decided through traditional negotiations. 

Saco members and members of OFR/ST who wish to take part in the salary-setting dialogue have the option of declaring themselves not in agreement with the proposal. The question of a new salary is then deferred to negotiations between Saco respectively OFR/ST and the salary setting manager and the Division of Human Resources. During the negotiation, it will be determined whether the assessment has been properly carried out and no formal mistakes have been made. What is reviewed is the proposed salary level, but is primarily the process and the conversations and the quality of the content of these.

September/Oktober

v 37-42          
Genomförande av lönesamtal (Seko och OFR/ST-medlemmar)

v 37-44          
Genomförande av lönesättandesamtal 1 och 2 (Saco, OFR/ST och oorganiserade)

25/10            
Sista dag att registrera lönebud i Primula på medlemmar i OFR/ST med traditionell förhandling och medlemmar i Seko            

November/December

5/11              
Sista dag för prefekt/motsv. att meddela oenigheter till HR-specialist och registrera resultat av lönesättande samtal i Primula

18/11             
Förhandlingar Seko

20-21/11        
Förhandlingar OFR/ST

20/11-8/12     
Lönesättande chef informerar medarbetare om resultat från förhandling med Seko och OFR/ST

25/11, 27/11   
Oenighetsförhandlingar Saco

25/11-8/12       
Lönesättande chef informerar medarbetare om resultat av oenighetsförhandling          

23/12            
Löneutbetalning

Take part in a short nano learning course that provides knowledge on the salary review process at SLU.

Nano learning course

An agreement regarding the new salary is sent to the employee via Primula web. When the agreement has been sent, the employee receives an email from Primula. The employee then has 3 working days to respond in Primula web.