The universal applicability of a collective agreement is determined both by the number of organized employers (i.e. members of the employers` organisation concerned) and by the number of organized workers (i.e. the members of the union concerned). Horizontal and Vertical Collective Agreements The Collective Relations Act distinguishes horizontal collective agreements, i.e. professional agreements that cover a group of workers identified for a particular occupation or job (. B, for example, an agreement for pilots) and vertical collective agreements, that is, . Sectoral agreements governing workers` industrial and labour relations, set for all employees in a particular sector (. B for example, an agreement for the textile industry or the banking sector). In Article 12, the law gives priority to vertical agreements which stipulate that they enter into force after publication and denounce horizontal agreements, even if the minimum duration of these agreements is not respected.
This priority assumes, of course, that an organization that has signed the horizontal contract that has been terminated is also a party to the new vertical agreement, because only if this is the case will the relevant principles in terms of the right to negotiate and the scope of collective agreements can be respected. This is generally the case, as many vertical agreements are signed by a large number of primary unions, which may include trade unions. To see conflict between collective agreements . In Sweden, about 90% of employees are subject to collective agreements and 83% in the private sector (2017).   Collective agreements generally contain minimum wage provisions. Sweden does not have legislation on minimum wages or legislation extending collective agreements to disorganised employers. Unseated employers can sign replacement agreements directly with unions, but many do not. The Swedish model of self-regulation applies only to jobs and workers covered by collective agreements.  Employers and workers, whether individually or represented by trade unions and employers` organizations, have the right to take legal action before labour tribunals seeking clauses in the terms of the collective labour scheme that they consider invalid (Article 43, The Collective Work Act).
Content In principle, collective agreements can deal with all issues within the scope of the collective autonomy of social partners. However, there are a number of exceptions to this principle. On the one hand, the law gives a positive delineation of the content of the agreements.