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Salary review

A salary review is a review of salary. When and how salaries are to be reviewed is laid down in the central framework agreement on salaries (RALS). As a manager, you can find more information about the procedures for salary review here.

Contents of the page:

Use the left-hand menu to access information on:

  • The manager's salary review process
  • Changing salary at another time than salary review
  • Glossary for salary review

As an employer bound by a collective agreement, the university is obliged to carry out regular salary reviews. The timing of this review is decided in negotiations between the employer and the employee organisations. The practice is that the review is done annually.

Collective agreements with three employee organisations

At Lund University there are three employee organisations with which the Agency has signed collective agreements: Saco-S, OFR/S and Seko.

Read more about employee organisations on the Staff pages.

Negotiations

The salary review is carried out in negotiations for the entire university, between the university's negotiators in the HR section and representatives of the employee organisations.

The starting point for the negotiations is the central national agreements and overall guidelines from the university management, but also views from the various faculties.

Local agreements on negotiation arrangements

The negotiations result in local agreements on the negotiation procedure where the agreement period, timing of salary increases, special initiatives, etc. are determined.

Faculty negotiations with OFR/S and Seko 

During the salary review, managers are expected to participate in negotiations with OFR/S and Seko on members' individual salaries, together with a designated representative from the organisation's HR function. These negotiations are also called collective negotiations. 

Collective agreement on individual salaries

After negotiations, a collective agreement on individual salaries is reached where the university undertakes to increase the salaries of the employees concerned from the agreed date. At the same time, the University also decides on a salary revision for non-organised employees who are not covered by the collective agreements concluded.

Those covered by the salary review

  • Anyone employed on the day before the salary review date, and the salary review date, is covered by the salary review.
  • Employees who are on parental leave or sick leave at the time of the salary review. 
  • Should there be no assessable performance due to the absence, these employees will be assumed to have performed as in previous years and the new salary will therefore be based on the last known performance and results. 

These are not covered by the salary review

  • Employees who are on full leave. For these employees, a salary review will be carried out in connection with their return to work.
  • Intermittent employees
  • Student employees.

Doctoral students' salaries are handled in a separate track

Doctoral students' salary increase is handled in a separate track during the salary review, according to the principles of local agreements on salary setting for doctoral students. 

For employed doctoral students who started their doctoral studies before 1 August 2023, this agreement applies:

Local agreement on salary setting for doctoral students (Dnr F85 4974/2006).

For employed doctoral students who started their doctoral studies on 1 August 2023 or later, this agreement applies: 

Local collective agreement on salary setting for doctoral students (PDF 291 kB, new tab)

Different procedures depending on which employee organisation the employees are members of

Employees who are members of Saco-S 

For employees who are members of Saco-S, the salary review is carried out through a "salary review meeting" between the manager and the employee.

In the salary review meeting, the manager determines, announces and justifies the new salary.

Employees who are members of OFR/S and Seko

For employees who are members of Seko and OFR/S, salary revision takes place through so-called collective negotiations between the employer and the respective employee organisation, in which each individual member's new salary is negotiated. 

When the negotiations are complete, the manager informs each employee of, and justifies, the employee's new salary in a so-called salary discussion. 

Employees who are not organised 

For those employees who are not members of Saco-S, OFR/S or Seko, the salary revision takes place through the same procedure as for members of Saco-S, i.e. through a salary setting interview.

Compensation for staff on parental leave or sick leave when the salary review is conducted

If you were on leave with parental or sickness benefit during the salary review period, an agreement is in place between Lund University and the employee organisations Saco-S, OFR and SEKO which, under certain circumstances, allows for compensation to cover the difference between the payment you would have received if the Swedish Social Insurance Agency (Försäkringskassan) had based the level of payment on your revised salary, and the actual payment paid out until the new salary is approved.

Read more about compensation for staff on parental leave or sick leave when the salary review is conducted, on the Staff Pages

Training in English: Salary-setting appraisals – an introduction for managers