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SwedenKollektivavtal

Staffing pay deal adds parental-leave talks, local pay rules

Unionen's staffing-sector salary agreement adds parental-leave competence talks and publishes the local salary agreement plus the 2025/2026 revision negotiation timetable.

By Taxxa AI OyPublished 7 October 2026

Payroll & Labour

The Unionen salary agreement 0267 for the staffing sector (Kompetensföretagen, running 1 May 2025 to 30 April 2027) now extends to the main agreementUnionen a rule previously found only in its alternative-agreement sectionUnionen: development talks with employees on parental leave, or returning from it, must focus specifically on the competence development needed in light of the leave's extent and the business's developmentUnionen. The sentence is added to the existing recommendation that every manager hold development talks as a basis for assessing development measures and salary setting.

The page also gains two full appended documents. The first is the local salary agreement (Lokalt löneavtal), an alternative to the traditional central agreement: it sets no rules on how increases are calculated in kronor, percentages or pot distributionUnionen. Instead the employer and the local union party jointly agree the negotiation procedure, the pay scope and individual distribution. Applying it starts with the employer requesting it from the local salaried-employees' party — the staff club, or where there is none a union representative authorised to negotiate salaries — no later than 12 June 2025 for the first revision and 9 February 2026 for the second.Unionen The parties must jointly inform all salaried employees of the agreement's meaning and purpose, and make a joint assessment of the company's economic conditions before each revision, with the union side receiving all relevant information such as results, outlook, unit finances and sales statistics. The local agreement shares the central agreement's validity period and expires with it regardless of local arrangements.

The local agreement restates core pay-setting principles: individual and differentiated salaries; equal pay for men and women for equal or equivalent work unless differences follow individual pay-setting factors; no disadvantageous pay development for employees who have been or are on parental leave because of the leave; and special talks with employees who do not receive an acceptable increase. It also sets out managers' duties to discuss results and the link to pay, with a special improvement plan including training where an employee lags agreed goals.

The second document is the negotiation order for the salary revision (Förhandlingsordning vid lönerevision) with fixed dates for the revisions of 1 May 2025 and 1 May 2026Unionen. Employees must give the company written notice of the members concerned and their appointed representatives by 12 June 2025 and 9 February 2026 respectivelyUnionen; the company then notifies the new salaries in writing by 14 August 2025 and 1 March 2026Unionen. Local negotiations, if requested with a revision proposal, must be opened promptly and concluded by 15 September 2025 and 28 March 2026Unionen. If the local negotiation under point b fails to produce agreement, the matter may be referred to central negotiation between Kompetensföretagen and Unionen, with the request for central negotiation to be made in writing to Kompetensföretagen and Unionen by 22 September 2025 for the 2025 revision and by 12 April 2026 for the 2026 revisionUnionen. The local parties may agree deviations from the order, and where no local union representation exists the individual employee may request negotiation by 14 August 2025 and 1 March 2026 respectively, with 14-day response deadlinesUnionen.

Legal basis: Löneavtal 0267 between Kompetensföretagen and Unionen for 1 May 2025 to 30 April 2027, with the appended Lokalt löneavtal and Förhandlingsordning vid lönerevision.

Staffing-sector employers and local union representatives preparing the 2026 revision should diarise the 9 February 2026 request deadline and the March-April negotiation steps, and plan competence-focused development talks for employees on or returning from parental leave.

Sources

Löneavtal - Bemanning (2025-05-01 - 2027-04-30)