Collective Bargaining, Information & consultation, Denmark

Many public service unions from across Europe have sent solidarity messages to their colleagues in Denmark for their mass meeting today (22 March). All public service unions have mobilised to bring together an estimated 10000 workplace representatives to discuss their tactics in the current industrial dispute. With negotiations stalled the unions had planned to organise tartgeted strike action in April, should current attempts at mediation fail. In response, the employers have threatened a massive lockout. While the unions had planned to involve around 10% of workers in the action, the

Public sector unions brought together over 10000 shop stewards to debate the way forward in the current conflict over pay and conditions. When the employers failed to come up with an offer on pay, negotiations broke down and a mediator was called in. The unions announced that strike action would take place on 4 April if mediation didn't work. The action would be targeted and involve only 10%-15% of public sector workers. In response, the employers said that they would implement a massive lockout on 14 April covering 90% of state workers and 50% of municipal workers. Mediation is continuing

The mediator in the public sector pay dispute has extended the official period of mediation. Unless she decides to end the mediation early then this means that the unions cannot take any strike action until 6 May and employers cannot impose their threatened lockout until 12 May. In the meantime unions are still mobilising their activists and public services union FOA organised a meeting of 2000 worker representatives which reaffirmed their determination to push for a real wage increase as well as special measures to address low pay and pay in occupations dominated by women.

At an early stage of the negotiations in local government the KL employers' organisation has said it will allocate around 500 million krone (EUR 67 million) to tackle major staffing shortages in health and social care. In December, KL and the FOA public services union issued a joint report which revealed that 73% of municipalities faced shortages of skilled staff, particularly in the field of eldercare. FOA gave a positive reaction to the news but underlined that they and other public sector unions still had key demands for tackling low pay and the gender pay gap.

Public sector employers have reacted to trade union plans for possible strike action by threatening a lockout across 90% of the state sector and around half of the municipal sector. The unions had announced plans for targeted strike action involving around 10%-15% of the public sector workforce following a failure by the employers to make a decent pay offer. The negotiations cover 750000 workers in the state, regional and local government sector and the unions had been pushing for a modest real wage increase over the next three years. However, employers have not only failed to come up with

The HK Kommunal municipal union has received plenty of input from members and activists as it prepares its claim for the upcoming negotiations. Over 7000 contributions with 20000 suggestions have been submitted to the union covering a wide range of pay and conditions. Some of the key issues highlighted by the union include the need to maintain competence funds that provide for education and training and the call for action to tackle stress. Time off to deal with care responsibilities is also a common demand, particularly from workers with caring responsibilities for older people. There are

Following a strategy meeting to discuss its key priorities, the FOA public services union has announced that it will be calling for a flat-rate pay increase in the forthcoming collective bargaining round. The union says this will be important in continuing to tackle low pay and close the gender pay gap. The FOA also wants action to improve training and education for unskilled workers. The union will be coordinating bargaining with 35 other trade unions and the first joint meeting with employers will be on 12 December.

Negotiations covering the public sector are due to begin in early January and unions have included action on equal pay as a priority. They want the employers to agree higher increases for sectors dominated by women. Unions say that comparing similar jobs requiring the same qualifications and training shows that those in sectors dominated by women are paid less than in a sector dominated by men. The FOA public services union argues this is an historic demand that requires coordinated action and it is pleased that has got the support of the many other unions in the public sector bargaining group

(September 2016) Public services trade union FOA has signed an agreement with the PUK private care company. The company recently joined the KA employers' organisation and the FOA is pleased that the agreement now ensure that PUK employees are covered by the pay and conditions negotiated for the sector, helping to prevent competition on wages. Meanwhile, the union is continuing its campaign against the DK Pleje company which has so far refused to negotiate and is undercutting other care providers.

More than 12,000 members of the DSR nursing union took part in a consultation over what should be the main demands in the upcoming collective bargaining negotiations in the public sector. The DSR has selected the main elements focusing on higher pay and better protection of leisure time. The union will aim for as large a percentage wage increase as possible that would recognise the large increase in workload and demands for flexibility during the pandemic and the need to recruit and retain health staff. The DSR recognises, however, the pressure on public finances and the impact of the formula

The Co-Industri group of manufacturing unions has negotiated a new three-year agreement covering 230,000 workers in the private sector and setting the pace for the current bargaining round. The agreement includes a number of significant improvements in areas like work-life balance (paternity and parental leave), sick pay (14 weeks on full pay, up from nine), training and education and pensions, with pension accrual starting from 18. The share of salary that workers can exchange for other benefits (pensions, leave etc.) will increase from 4% to 7%. Over the three-year period the hourly minimum