The labour and employment legislation adopted by the Finnish Parliament lays the foundations for collective agreements. As the minimum wage is not defined in Finnish labour and employment legislation, workers` wages are based on collective agreements negotiated by trade unions. To be legal, trade union actions in principle presuppose that the union involved has a reasonable professional interest in demanding a collective agreement. This means that the work that the union is trying to regulate by entering into an agreement must fall within the scope of the union. Danish trade unions can take trade union measures to support the demand for payment of wages under a collective agreement with a foreign company that sends workers to Denmark. Trade union actions may be directed against the undertaking with which the trade union is trying to conclude a collective agreement or it may be a solidarity action aimed at other undertakings supplying products to the undertaking concerned. Trade union actions are subject to notice. Workers are not required to join a union on a given job. However, most sectors of activity with an average trade union organization of 70% are subject to a collective agreement. An agreement does not prohibit higher wages and better social benefits, but sets a legal minimum, much like a minimum wage.
In addition, a national agreement on income policy is often, but not always, reached, including all trade unions, employers` organisations and the Finnish government. A collective agreement (TES) is a contract between a trade union and an employers` union on the terms and conditions of employment in this area. Find out more about the main Danish labour market organisations, which can provide information on the content of collective agreements, including key issues such as wages. The parties to a collective agreement are, on the one hand, either a trade union or a unit of collective agreements and, on the other hand, an employer, an undertaking or an employers` organisation. .