In Finland, collective agreements are of general application. This means that a collective agreement in an industry becomes a general legal minimum for an individual`s employment contract, whether or not he or she is unionized. For this condition to apply, half of the workers in this sector must be unionized and therefore support the agreement. Under common law, Ford v. A.U.E.F. [1969], [8], the courts found once that collective agreements were not binding. Second, the Industrial Relations Act, introduced by Robert Carr (Minister of Labour in Edward Heath`s office), provided in 1971 that collective agreements were binding, unless a written contractual clause indicated otherwise. Following the fall of the Heath government, the law was struck down to reflect the tradition of the British labour relations policy of legal abstention from labour disputes. After the deadline expires, the collective agreement remains in effect until the parties enter into a new collective agreement or amend or complete the existing collective agreement. Section 27. Responsibility for non-publication of the information necessary for collective bargaining or the monitoring process.

Individuals who represent the employer convicted of failing to provide the information necessary for collective bargaining or the process of monitoring a collective agreement or agreement should expect disciplinary action or a fine imposed by the courts at three times the minimum wage. Against the manager who is responsible for the violation or non-compliance with the obligations arising from the collective agreement. Other collective agreements contain rules on the relationship between the employer and individual workers. Such agreements can be concluded at the central level, by the parties described above and at the local level, between a specific employer and the local union represented in the company. It is customary for a central agreement on the conditions of employment of each worker to be supplemented by local agreements. This is the standard procedure among companies that are members of the Swedish Association of Industrial Employers. Section 5. Prohibition of acts that impede the conclusion, revision or application of collective conventions or agreements. It is forbidden for the organs of the executive and management of industry, political parties and any employer association to intervene in any way to restrict the legal rights of workers or their representatives or to obstruct the exercise of these rights in the conclusion, revision and application of collective agreements and collective agreements. Section 10. The right of initiative on the need to enter into a collective agreement.

The right of initiative relating to the need to enter into a collective agreement with the employer is conferred on the union through its executive body, the representative body of workers elected by the employer or directly at the general meeting (or conference) of the collective of employees. Collective agreements are signed for certain periods, usually two to four years. A collective agreement is mandatory for both the employers` organization and its members, the union and its members, on the other.