Common Goals for Public Sector Collective Agreement Negotiations
The Negotiation Organization for Public Sector Professionals (JUKO) will engage in collective bargaining for all its agreement sectors during the spring of 2025.
The negotiations are taking place in a challenging environment. The difficult state of public finances is reflected in numerous co-determination and restructuring negotiations within the public and publicly funded sectors. At the same time, labor reforms introduced by Prime Minister Petteri Orpo’s government have already weakened the position of both employees and the unemployed. Additionally, the export sector-based wage model law, which came into effect at the beginning of the year, is expected to influence the negotiation and agreement system, although its concrete impacts remain uncertain.
JUKO’s Board has approved the following common goals for all employer sectors (universities, governmental orgnizations and municipalities):
1. Percentage-based salary increases to improve purchasing power
Exceptionally high inflation in recent years has eroded employees’ real wages. JUKO aims for percentage-based salary increases that will enhance the earnings and purchasing power of all public sector employees.
2. Improving the balance between work and family life
Paid parental leave for the birthing parent should be more flexibly arranged, and the division of leave should be equitably scheduled between both parents. Additionally, JUKO seeks the right to paid leave for caregiving responsibilities and end-of-life care.
3. Recognizing and compensating travel time as working time
Multilocation work has become increasingly common, with expanding work areas and tasks often performed during travel. JUKO demands that work carried out during travel be recognized and calculated as working time.
4. Strengthening the position of shop stewards and occupational safety representatives
Shop stewards and occupational safety representatives act as local negotiators and experts on collective agreements at workplaces. To ensure there are sufficient shop stewards in the future, salary and career development during their tenure must be secured, and dismissal protection strengthened. Adequate time for fulfilling these responsibilities must also be guaranteed, and access to information expanded.