Here you will find information about the salary setting process at the university, in the form of the salary policy and the salary criteria that exist at the university - local agreement from the latest salary setting, but also a link to "Saco salary search", etc.

Published: Tuesday 22 Feb 2022

Last updated: Tuesday 22 Feb 2022

Salary setting at the university is based on a framework agreement for salary within the state (RALS) which has been signed between Saco-S and the Swedish Employers' Agency, which you can reach via the following link (in Swedish only):

During the previous year, this agreement was evaluated internally within Saco-S and from what we understand, discussions about the agreement during the year will begin with the Swedish Employers' Agency.

The university also has a number of local agreements related to wage setting, as well as salaries and other remuneration. For doctoral students, there is a local agreement on salary, as well as for hourly-employed technical and administrative staff. In addition, there is a local agreement on OB (unsocial hours) compensation for teachers. You can reach these agreements via the link below (in Swedish only):

For some years now, the salary criteria that exist at the university have partly included criteria that apply to all employees, partly more detailed criteria for teachers and researchers, for technical and administrative staff and for managers. You can access the salary policy and current salary criteria via the link below:

As a basis for the salary setting that takes place at the university, there must also be an agreement between the Saco-S association and the employer, which mainly aims to regulate the salary setting process itself. With regard to the upcoming salary revision where the new salary will apply from 2023-10-01, no agreement has yet been drawn up. It should be mentioned, however, that in the previous agreement we agreed with the employer that the salary-setting manager and not only representatives from HR, unlike in previous years, would be involved in the collective bargaining. It has now happened to everyone who disagreed with the employer about a new salary and was thus included in the collective bargaining in 2022. Salary-setting managers have then been asked to develop their justification for setting salaries. Based on that conversation, Saco-S has put forward arguments for a higher salary increase for all, based on, among other things, the employer's vague justifications in relation to salary criteria, discrepancy between performance and the new salary that is proposed.

In connection with the termination of a salary revision - an agreement is written that regulates the salary for the members who declined the employer's proposal for a new salary. This agreement also contains an appendix (Appendix 2) with measures that the parties agree should / need to be developed in the forthcoming salary revision. In recent years, there has also been an additional appendix (Appendix 3) that contains things that the Saco-S association believes need to be improved regarding wage setting - but where the employer does not have the same opinion. You can find these attachments via the link below (in Swedish only):

Excerpt from local agreement RALS 2022 - Bilaga 2 and Bilaga 3

The employer has an obligation to annually carry out a salary survey where salary differences between women and men must be in focus. A guiding thought in this work is that unreasonable pay differences between women and men should be discovered and that future pay revisions should/should remedy it. So far this year, the trade unions have chosen not to sign the said wage survey as they believe that they should have been involved in the process to a greater degree and have access to the same documents as the employer. Below you will find the views that the trade unions have sent to the employer regarding the 2022 Salary chart (in Swedish only):

Views on the 2022 salary charting

The Saco-S association has made an evaluation of the salary setting process during the last six salary audits. The most recent of these evaluations contains, on the one hand, comparisons of results from previous pay audits, and on the other hand a final summation of results from open-ended questions in this year's evaluation. You can reach the evaluation via the link below (in Swedish only):

Results of evaluation RALS 2022 (ver. 230118 rev.)

On a national level, SULF has during the previous year carried out an evaluation regarding the salary setting process at colleges and universities. You can access the report "Salary-setting conversations as a salary-setting model in the higher education sector - evaluation" via the link below (in Swedish only):

To get an idea of ​​the salary situation, Saco union members can use "Saco Salary Search" which you can reach via the link below (in Swedish only):

Since SULF is the Saco-S union at the university that has the most members, it is also our contact union - from which we take support in trade union issues. Below is a link to SULF's website which deals with salary and salary setting:

If you have questions about salary and salary setting, you are welcome to contact someone in the Saco-S Association's negotiating delegation for salaries:

Jan Andersson (

Gunilla Gunnarsson (

Karina Petersson (