Pro`s collective agreement guarantees a level playing field of contractual relationship and fair compensation. As a general rule, the negotiation of the first collective agreement lasts up to six months. Negotiations on renewal agreements will also take a few months, but the old agreement will remain in force during negotiations. Before the union can enter into collective bargaining, it must be certified by the Labour Council. In a short period of time after the certification is received, the union will begin collective bargaining (or negotiations) with the employer. The aim of the negotiations is to reach agreement on the many issues that can be included in the agreement. Once an interim agreement has been reached between the employer and union representatives, each union member has the opportunity to vote in favour of its acceptance or rejection. If at least 50% of union members who vote accept the agreement, it becomes legally binding. If union members do not accept the agreement, the employer and union representatives can continue negotiations. Alternatively, the union may call for a strike vote. In addition, a strike vote must obtain at least 50% of the vote. Very rarely, if a union cannot obtain ratification or strike authorization, it will waive its right to represent workers. The Act is now enshrined in the Trade Union and Labour Relations (Consolidation) Act 1992 p.179, which provides that collective agreements are definitively considered non-binding in the United Kingdom.

This presumption can be rebutted if the agreement is written and includes an express provision that it should be legally enforceable. Workers are not required to join a union in a given workplace. Nevertheless, most industries, with an average union training of 70%, are subject to a collective agreement. An agreement does not prohibit higher wages and better benefits, but sets a legal minimum, much like a minimum wage. In addition, an agreement on national income policy is often, but not always, reached, bringing together all trade unions, employers` organisations and the Finnish government. [1] Collective agreements in Germany are legally binding, which is accepted by the public, and this is of no concern. [2] [Failed verification] While in the United Kingdom there was (and probably still is) an “she and us” attitude in labour relations, the situation is very different in post-war Germany and in some other northern European countries.