The parties who sign the collective agreement are also responsible for complying with it. If the employee and employer disagree about the interpretation of an agreement or legislation that regulates working conditions, the parties first undertake to resolve the dispute by negotiating. The Swedish Labor Court is the highest decision-making body regarding such disputes.
If the labour market parties cannot agree on entry into a collective agreement through negotiations, the government can appoint a mediator. Labour measures such as blockades, boycotts, strikes, and lockouts (the employer's equivalent of a strike), may only be used where there is no collective agreement. They are used to put pressure on the other party.
From an international perspective, such actions are relatively uncommon in Sweden. When, for example, there is a strike, the union organizations support their members financially. The government must remain neutral during a strike or other labour market conflicts. Consequently, an employee involved in a strike does not have the right to unemployment compensation.