The pay process at the workplace is described in the collective agreement at the workplace. The collective agreement sets out common starting points and principles for setting pay. It may be slightly different depending on the sector and industry you work in, but the process is broadly the same.
If your workplace does not have a collective agreement , your employment contract must state when your salary will be revised, otherwise you are not guaranteed the right to a revised salary.
The pay process at the workplace
The pay process takes place locally at your workplace and should result in a pay review to determine the new salaries for the year.
Your local trade union representatives work with the employer to plan how the pay review will be carried out. For example, they discuss:
- timetables for pay talks and pay review
- pay criteria
- the scope for pay increases
They also look at the pay structure and review whether there is a need for changes. This could include, for example
- addressing unjustified pay gaps
- whether certain groups should be given priority
Salary increases due to promotions or to redeem any other benefit should be negotiated separately.
Your local union does an important job in negotiating the pay process with the employer. If there is no local union in your workplace, it may be a good idea to form one.
Individual pay review
The salary is then set in an annual salary discussion between manager and employee. Everyone should have a salary discussion with the manager who has the mandate to set your salary every year. This applies regardless of the model for the pay process in the workplace.
Your salary should be set individually based on
- your responsibilities
- the skills you have
- how you perform
This may be formulated differently in different workplaces, but the employer should be clear about what affects the salary and how you can influence it. Usually, the employer develops pay criteria together with the local trade unions.
During the pay review, you follow up on your performance over the past year and the goals you set during the annual appraisal or performance review. It is therefore important that there are clear and measurable goals documented from this. The employer should take the initiative for the discussion.
Naturvetarna believes that the best model for salary negotiations is when the salary is set in an annual salary discussion between manager and employee. We do not negotiate salaries for our members, which is common among more traditional trade unions.
Other things that affect your pay
If the business is doing well, this should also be reflected in employees' salary development. In years when economic conditions are good, there should be room for greater salary growth, and in poorer years there will be less room.
The level of pay in the industry also affects your salary. If your employer sets a different wage level, this will affect your ability to recruit and retain staff.
What salary am I entitled to?
You are not entitled to a specific salary level. In the collective agreements
External link. signed by Naturvetarna, salaries are based on your skills, responsibilities and performance, and are set in the annual salary discussion.
Naturvetarna's salary statistics can be used as a guide to what salary range you should be in, but it is not a set of facts. Use it to set targets, but your arguments should be based on your work.
You can get advice and support for the salary discussion by contacting the Naturvetarnas member advice service.
If you receive a very low salary increase or no increase at all, your manager and you should work together to draw up an action plan for you to clarify what you need to improve or change in order to receive a higher salary next time.
If the payroll process does not work
First, talk to your local union about what you feel is not working. They should be able to provide you with information and support in the pay negotiation. As they have planned the process together with the employer, it is important that they know what is not working.
If you do not have local union representatives, you can turn to Naturvetarnas' member advice service for information and support.