COLLECTIVE AGREEMENTS AND SUSPENSION AGREEMENTS How to sign and why you should have a collective agreement 61% of Sweden's companies do not have a collective agreement The labor law legislation in Sweden is not very comprehensive. Instead, the responsibility for handling the regulations regarding employment conditions and the rights and obligations involved in employment has been handed over to the social partners through contracts. These can include conditions such as the right to an occupational pension, the right to overtime pay and the minimum wage. Despite the fact that so much is left to the market itself to regulate, 61% of Swedish companies have not signed a collective agreement. Many Swedish companies do not have employees and those who have employees but do not have a collective agreement relate in many cases to a norm or to a specific collective agreement. Why collective agreements? The Swedish labor market is based on the idea that collective agreements should regulate the rights and obligations that social partners owe to each other. Then the individual employers, the actors in the labor market, join the contracting employers' organization and apply the agreed rules. Since the market is built on this 'Swedish model', as a collectively affiliated employer you are often at an advantage compared to employers who choose not to sign agreements. It is becoming increasingly common for contracting authorities and municipalities to require tenderers to have collective agreements. It is also becoming more and more common for insurers to require collective agreements to offer their insurance. An additional factor that makes collective agreements more attractive to employers is the so-called peace obligation that is in place during the term of the collective agreement. This prevents the unions from taking combat measures that would otherwise be available such as strikes, blockades and blockades of overtime work, new employment or the hiring of labour. Simultaneously, it is becoming increasingly noticeable that the previous perception of non-collective employers as being less serious than employers with collective agreements is beginning to loosen. This is owing to the fact that it is entirely possible to have benefits and conditions that amount to or even exceed those that follow from collective agreements. Yet, the employers' opportunity for freedom of choice is greater. Is there any difference between suspension agreements and collective agreements? _Cc781905-5cde-3194-bb3b-136bad5cf58d_ It is easy to get confused by all the different concepts that abound in labor law. The decision to make a distinction between "collective agreements" and "suspension agreements" was made in order to be able to demonstrate membership, or lack thereof, in an employers' organization. As part of being a member of an employers' organization, you normally sign a collective agreement automatically, this applies to both workers and salaried employees. If you choose not to be a member of an employers' organization, but still want to (or must) sign a collection agreement, you can do so directly with the contracting trade union. In doing this, you are committing to a suspension agreement. You "hang" on to an existing collective agreement without membership in the contracting employers' organization. Why do some companies choose not to sign collective agreements? There are several reasons for not signing a collective agreement. It might be that the conditions that you have in place for your employees are better than what the collective agreement stipulates. You could be in an industry that is difficult to define based on the existing unions - which agreement would apply? It may be that there are ideological or political reasons present. Or it could be that you do not have any employees who are members of the trade union that have entered into a relative collective agreement. Many smaller entrepreneurs may also find that the collective agreements lack flexibility and are principally designed according to the needs and functions of larger companies. There is no statutory obligation to sign a collective or suspension agreement. The Swedish system has admittedly been designed in a way to incentivize companies in order to persuade them to sign agreements, but as I said, this is optional. What does it cost to sign a collective agreement? The costs of a collective agreement consist of the membership fee to the employers' organization in addition to the premium for the insurances that are included and the payments to the employees' occupational pension ITP. For employers who choose not to be a member of an employers' organization (and instead sign a suspension agreement), in addition to premiums for insurance and occupational pensions, they may have to pay a so-called special connection fee of 0.3-0.4% (depending on which agreement is applied). This may be covered by prescribed adjustment insurance. The additional cost of signing a collective agreement depends on the terms of employment that the employees are operating under before the agreement is signed. There is no statutory right to a minimum wage, reduction of working hours or occupational pensions in Sweden. In approximate terms, a collective agreement can cost half a million kroner per year for a company with forty employees who earn an average of SEK 20,000 a month. For a company with ten employees who earn an average of SEK 40,000, the sum is almost the same. As such, employees that earn a higher wage are more expensive because the provisions for occupational pensions will be high. There is no material difference between collective agreements and suspension agreements in terms of the benefits and conditions that apply to the employees. There is no major difference in terms of costs either. If you choose to have a suspension agreement and thus not become a member of an employees' organization, the cost of the membership fee disappears. However, the cost of the special connection fee is added for the adjustment insurance. Do you need advice on signing a collective agreement? Contact us today! Do not hesitate to contact us regarding questions relating to drawing up collective agreements. 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Juridiska rådgivare i Stockholm, Göteborg och Linköping. Boka tid för juridisk rådgivning. MEMBER LOGIN Stockholm - Göteborg Drottninggatan 32, Stockholm Vallgatan 21, Göteborg How do I access the member pages? Do you have a service agreement with CvZ Juridik or is your industry association connected to us, you can register a personal account yourself. We have created a simple overview of the affiliated industries and associations that have service agreements with us today under partners . If you do not find your company or workplace there, you can easily contact us or explore our service agreements yourself to find what suits you best. Explore the service agreements

Arbetsmiljörätten kan för många upplevas diffus och svår att greppa. Vad ska man konkret göra för att hålla inspektörerna från Arbetsmiljöverket nöjda? Hur arbetar man aktivt med arbetsmiljön för att säkerställa hälsa och välmående på arbetsplatsen? EDUCATION IN Working environment For many, employment rights can be perceived as difficult to grasp. What exactly should be done to keep the inspectors from the Swedish Work Environment Authority satisfied? What actions can you take to ensure health and well-being in the workplace? We offer training that aims to ensure that you as an employer know how to create the right work environment. Regardless of whether you are already actively working to ensure an appropriate work environment or if you are wondering where to start, our courses are right for you. We offer webinars and courses in subjects such as: Cooperation - a practical guide regarding how to best work with systematic employment rights. Work environment work for managers, HR and safety representatives Organizational and social employment rights in practice How to achieve collaboration? Read more about how we can help you with work environment work Do you need legal advice? Attend a seminar without partaking in our online courses now. If you have a service agreement with us, you can engage in our previous seminars when you are logged in. See our digital education calendar

Ibland är tvist oundvikligt. det är viktigt att välja rätt ombud vid tvister. Våra medarbetare har en gedigen erfarenhet av tvistelösning. DISPUTE RESOLUTION AND PROCESS Sometimes a dispute is inevitable. When a business law dispute arises, it is important to choose the right representation. Our employees have solid experience in dispute resolution and always have your business interest in focus. We handle disputes concerning: Employees or unions Co-owners issues Manufacturing and production Construction and contracting Agreements and contracts Purchase, sales and trading agreements Damages and complaints IT agreement Dispute resolution A large part of running a business is being able to manage and assess risks. In most cases, the collaboration between customers, employees and suppliers works well. Where problems arise, they can usually be solved through discussion between the parties. However, in some cases the dispute becomes inevitable. The reasons for this can vary, but a common cause is a damaged relationship that results in a lack of trust between the parties. Shortcomings in contract design or differing intentions between parties can also cause disputes. It can also be the result of shortcomings in contract design or intentions with collaborations. Where the dispute cannot be resolved through negotiation and discussion, a party may choose to take legal action to safeguard its interests. This is ultimately done by suing the other party in court or other dispute resolution institutions. When you end up in such a situation, it is of utmost importance that you receive advice on how to safeguard your interests. How best to safeguard these interests depends entirely on the conditions of the case. How important is it to maintain the relationship with the other party? What are the important aspects of the dispute? What are the pros and cons of winning a lawsuit? What does the parties' ability to pay look like now and in the long term? Our competence - Party negotiations as court proceedings Our lawyers have extensive experience in both party hearings and court hearings. We start by assessing the conditions of each individual case to ensure that the interests of our clients are protected as much as possible - regardless of what the situation entails. By working closely with our clients and ensuring that their interests are in focus, we aim to build a relationship of trust with our clients in order to help our clients resolve the dispute in question and also where necessary, to develop the tools in order to avoid similar disputes arising in the future. Contact us to discuss your case. Latest news about disputes Do you need legal advice in a dispute? Contact us with your employment law challenges for a free assessment of your case. Get a free assessment! No posts published in this language yet Once posts are published, you’ll see them here.

Här kan du som har serviceavtal med CvZ Juridik logga in och ta del av våra mallar och blanketter, anmäla dig till våra evengemang och kurser samt se tidigare inspelat material. MEMBER LOGIN Do you have a service agreement or is your industry association connected to us, you can create and log in to your personal profile here. As logged in you can download our templates, register for events and courses, see previously recorded material and much more. Log in to your member pages Klicka här för att logga in We handle all memberships manually, so it can take up to 48 hours after your registration before you have full access to all functions on the member pages. Do you have questions about the member pages or problems logging in? Write to us in the chat or contact our administrator and you will get help immediately. Click here for contact information. How do I access the member pages? Do you have a service agreement with CvZ Juridik or is your industry association connected to us, you can register a personal account yourself. We have created a simple overview of the affiliated industries and associations that have service agreements with us today under partners . If you do not find your company or workplace there, you can easily contact us or explore our service agreements yourself to find what suits you best. Explore the service agreements

Vi hjälper vid avtal för speciella affärer, granskar & stöttar vid förhandling av avtalsinnehåll & säkerställer att ni nyttjar avtalen rätt. CONTRACT LAW Entering into contracts is an important part of entrepreneurship By working together, we can help to ensure that your contracts reflect your intentions in order to reduce risks to your business. We provide advice and help clients draw up and review contracts for special deals. We also provide guidance in terms of the negotiation of the contract content and ensure that your contracts are applied correctly within your business. We handle the following contracts, amongst others: Employment and other employment law contracts Co-owner issues Manufacturing and production Construction and contracting Quotations and contracts Purchase, sales and trading contracts Standard contracts IT contracts To sign a contract Writing a contract can be difficult. Important things to keep in mind: How do you ensure that the collaboration works as you have intended? How do you ensure that all relevant risks are regulated in the contract? How do you ensure that the parties to a contract interpret what is written in the same way? We are experienced in establishing and revising contracts. We can help in regard to what contracts to have, how they should be designed and what they should contain - this depends on a number of different factors and circumstances. Amongst other things, industry, party relationships, applicable law and customs are some of the factors that one must consider when assessing whether a contract is beneficial or not. Interpreting contracts Reviewing and interpreting contracts can be difficult for those who are inexperienced. It is easy to miss details in agreements, but this is costly. Our advice can ensure that your contract meets your expectations and needs. We can support you in the process of understanding what is important to regulate, in understanding how regulations can affect your business and support you when it comes to negotiating the contract content with your counter-party. If you have any questions regarding contracts that you have entered into or are planning on entering into or if you want help assessing contracts, we can help you get the right contract terms. Contact us to discuss your contract Do you need legal advice on your agreements? Companies that have a service agreement through us have access to ongoing advice from competent lawyers who have good experience of supporting in contract issues related to, among other things, manufacturing agreements. Like a lawyer in the room next door. Read more about our service agreements! Latest news about contract law No posts published in this language yet Once posts are published, you’ll see them here.

INDUSTRY JURISDICTION Law adapted to the needs and conditions of the industry Our lawyers have experience of working with a number of industry organizations in both the manufacturing industry and the service sector. This means that there is an understanding and knowledge the needs of different industries differ. What can be stated, however, is that the industries have one thing in common and that is the need for industry-specific legal advice. This is where CvZ comes in as a given advisor, both for the industry organization as such, but also for the industry organization's members. How often should the general terms and conditions be updated? What does the letter about fault liability mean in the industry's general delivery regulations? What happens if you do not observe your third party liability in the agreements? Can you have provisions in your own agreement that differ from the industry's delivery terms? We help with: Interpretation of general delivery terms and conditions. Preparation and review of contract documents. Support and representation in case of dispute. Organizational and association law, statutes and questions about membership. Structure and issues of insurance coverage and liability issues. Do you need legal advice? Contact us today! Do not hesitate to contact us with your employment law challenges. Contact Us

Våra jurister har flera års erfarenhet av att göra arbetsrätten förståelig och tillgänglig för icke-juristen och företagaren. Genom att kommunicera reglerna på ett pedagogiskt sätt och bygga upp våra utbildningar på rätt nivå, har vi spridit kunskap till många deltagare på våra seminarium och utbildningar.​ EDUCATION IN Labor law The more you know, the better you can handle labor law challenges Labor law can be a bit tricky to navigate, and there are a lot of pitfalls to avoid. As the British philosopher Sir Francis Bacon once said, knowledge is power. The more knowledge you have, the easier it is to avoid pitfalls. Our lawyers have several years of experience in making labor law more understandable and accessible to non-lawyers and entrepreneurs. By communicating the rules in a pedagogical way and ensuring progression takes place at an appropriate pace, we have advanced the knowledge of many participants through our courses and seminars. Generally comprehensive and tailor-made educations We offer training in areas in which we possess cutting-edge expertise. Labour law is one of them. CvZ Juridik's lawyers have many years of experience in making the law understandable and manageable for our entrepreneurs. By applying a pedagogical approach and dissecting the law into more easy-to-understand parts, you as a participant will hopefully leave our course with an in-depth understanding of various areas of law. We understand how much is on your plate as an entrepreneur and as a result how valuable your time is. Therefore, our courses offer training that quickly provides a general overview of areas of law or parts of areas of law. We also know that through experience, many entrepreneurs already have a substantial understanding of labor law but may want to make their knowledge more comprehensive. - What applies to employment and redundancies? - How do you achieve a factual basis for dismissal? - How do you handle mismanagement in the right way? - When can I give a written reminder? - What pitfalls should I look for in a collaboration agreement? - How do I make a risk assessment and an action plan? - How should I handle accusations of abusive discrimination? - What do I do when my customer refuses to pay? The above are examples of issues that we address in our courses in labor law, work environment, contract law and other business law. General education Every year we hold a number of training courses in employment law. Due to the pandemic, we have not been able to have physical training, which has meant that we have shortened our training to seminars that are held via a link. Examples of topics in employment law we provide, currently via link: "Employ right" - Here we go through, among other things, basic legislation in the area, forms of employment and the importance of writing employment contracts. "Termination or dismissal" - There is a big difference between these two processes both practically and legally. We go through these and explain when each measure can be used. "Factual grounds for dismissal - lack of work and personal reasons" - The procedure for dismissal differs between lack of work and situations relating to personal reasons. Both situations are reviewed and we look at what is required to achieve a factual basis. Tailor-made educations As a company, you have your own challenges. Maybe you have your own HR staff who need training in specific parts of employment law, or you have a specific collective agreement in which you want in-depth knowledge. Examples of advanced courses we have had are: The practical and legal difference - termination due to personal reasons or dismissal Management of long-term sick leave Work adaptation and rehabilitation Get more information about our educations We tailor training for your organization's needs and level of knowledge. Our services are provided in a pragmatic and accessible way, for large and established companies as well as for smaller, fast-growing companies. Send us an email for more information.

Termination Termination When adjusting among employees, many questions often arise. This applies regardless of whether the dismissal takes place on the employer's or employee's initiative. The terms for dismissals are regulated in the Employment Protection Act, LAS and in many cases there are special regulations in collective agreements. Implementing a dismissal of employed staff can be complicated and it is important that it is done in the right way. There are some formalities that you need to know as an employer. Termination period and rights and obligations differ if the dismissal takes place on the employee's initiative, is due to lack of work and reorganization or if it is due to personal reasons and dismissal. A dismissal by the employer must be in writing and it is a recommendation that the dismissals at your own request must also be in writing. In many cases, it can be a good idea to use a template for termination agreements to ensure that formalities are included. Provoked dismissal Termination of parental leave Factual basis for termination and dismissal Employee resigns Termination of probationary employment It is often called a little misleading to make a dismissal of a probationary employment. It does not really match how LAS regulates employment protection for employees with probationary employment as these are not terminated but terminated. It can be perceived as word-twisting, but there is a significant difference as dismissals presuppose that there are so-called. Factual reason. There is no requirement for a factual basis for termination of probationary employment. Termination shortage of work Termination Personal reasons Farewell Notice period The length of notice of an employee depends in most cases on how long the person has been employed. The longer the employment period, the longer the notice period, unless the termination takes place at the employee's own request. Termination periods are regulated in LAS and special regulations may in some cases occur in collective agreements. According to LAS: Employee resigns Regardless of employment period 1 month Termination by the employer Termination of probationary employment two weeks Employment period less than 2 years 1 month Employment period between 2 years - 4 years 2 months Employment period between 4 years - 6 years 3 months Employment period between 6 years - 8 years 4 months Employment period between 8 years - 10 years 5 months Employment period exceeding 10 years 6 months Deviations from the current notice period in LAS are made in some in collective agreements, this applies both in collective agreements for salaried employees such as the Union, Ledarna, Akavia and Sweden's engineers' agreements and the collective agreements for LO unions such as IF Metall, Transport and Handels. It is therefore always a recommendation to check what applies in the current case if the notice period is regulated in the collective agreements. In many cases, the notice period that a certain period of employment gives the right to is the same as in LAS, but that e.g. extended notice period applies to certain employees or that the time period for termination of probationary employment differs. The notice period is regulated in most cases by the employment period, but the form of employment can also have Disposable to some extent Templates and forms Employee resigns Do you need legal advice? Contact us today! Do not hesitate to contact us with your employment law challenges. Contact Us

Tjänstepension är en förmån anställda kan ha rätt till i sin anställning & finansieras i sin helhet av arbetsgivare. Occupational pensions and pension insurance What is an occupational pension? An occupational pension is a benefit to which some employees may be entitled in their employment; it is financed in its entirety by employers in accordance with the Income Tax Act. An occupational pension can be defined as a deferred salary for work performed. An occupational pension plan normally includes the following financial protection/security: When you retire Retirement pension If you die before the age of 65 Survivor protection (may vary depending on plan) Service group life insurance (TGL) If you get sick: Sick pension (after 90 days) Premium exemption Tax-approved forms of insurance are: Pension insurance Provision on the balance sheet in combination with credit insurance Transfer to a pension fund Transfer to a foreign occupational pension institution (subject to certain conditions) Alternative pension: Direct pension that is not a tax-approved form of insurance The importance of proper handling The rules regarding occupational pensions are extensive and complicated and are surrounded by both contract and tax law along with insurance technology. The incidence of incorrect occupational pension management is increasing. Since pensions in practice constitute deferred salary, incorrect handling often has major financial consequences for the employer in the form of extensive costs, investigative work and administrative insurance efforts. Improper occupational pension management will be discovered eventually. The employee may even have had time to quit and retire. These cases may also need to be addressed. Another not entirely unusual error is where an employer, in connection with a collective agreement, pays their insurance premiums to the wrong insurance company. This may have happened if you have taken out the pension before signing a collective agreement, and you miss that in order to not act in violation of the agreement, you have to change your insurance. In these cases, the employer risks covering retroactive costs. Failure to ensure the quality of one's own occupational pension management is a risk. It can lead to irreparable damage in, for example, long-term sick leave and early retirement. Improper old-age pension management may mean there is a need to make payments to catch up with retroactive costs which may affect the company's liquidity. Our offer in occupational pension In the area of occupational pensions, we collaborate with some of Sweden's foremost experts. If you have questions about occupational pensions, premium payments, parallel coordination or ITP exemptions, you are welcome to contact us. We ensure that you, through us and our partners, receive the right support in handling your pension issue. Do you need legal advice? Contact us today! Do not hesitate to contact us with your employment law challenges. Contact Us Latest news about work environment No posts published in this language yet Once posts are published, you’ll see them here.

Gedigen kunskap som juridiskrådgivare, både för branschorganisationen men även för branschorganisationens medlemmar. INDUSTRY LAW Law adapted to the needs and conditions of the industry Our lawyers are experienced in working in a number of industry organizations across both the manufacturing industry and the service sector. This means that we have a solid understanding and knowledge of how the needs of different industries are distinct. What can be stated, however, is that all industries share a common characteristic and that is the need for industry-specific legal advice. This is where CvZ comes in as a given advisor, both for the industry organization as such, but also for the industry organization's members. How often should the general terms and conditions be updated? What does the letter about fault liability mean in the industry's general delivery regulations? What happens if you do not observe your third party liability in the agreements? Can you have provisions in your own agreement that differ from the industry's delivery terms? Do you need legal advice? Do not hesitate to contact us with your employment law challenges. Contact us today! We help with: Interpretation of general delivery terms and conditions. Preparation and review of contract documents. Support and representation in case of dispute. Organizational and association law, statutes and questions about membership. Structure and issues of insurance coverage and liability issues.

Vi skräddarsyr utbildningar för er organisations behov och kunskapsnivå. Våra tjänster tillhandahålls på ett pragmatiskt och tillgängligt sätt, för såväl stora och etablerade företag som för mindre snabbt växande bolag. EDUCATION We provide company and industry-specific training ! Get more information about our educations We tailor training for your organization's needs and level of knowledge. Our services are provided in a pragmatic and accessible way, for large and established companies as well as for smaller, fast-growing companies. Send us an email for more information. Examples of other educations we provide: Labor law training - Basic, half or full day Labor law training - Specialization Construction law education - Full day Business law education - Basic, half or full day Work environment training - Basic, half or full day Work environment training - Specialization