Types of Collective agreements

General collective agreements 
Each national federation negotiates at least one general collective agreement with SA which applies to wages and other terms of employment for all their members. This agreement contains all the relevant provisions such as pay, working time, meal and coffee breaks, payments in cases of sickness and work-related accidents, holidays and holiday payments, health and safety at the workplace, payment of union fees, choice and duties of trade union representatives etc.

Special collective agreements
General collective agreements are supplemented with agreements negotiated by trade unions at local-level on various issues such as shift-work arrangements.

Enterprise agreements
Enterprise agreements are negotiated for large industrial companies such as aluminium corporations and hydro electrical power plant projects. Those agreements can be negotiated on behalf of a number of trade unions belonging to different occupational sectors and national federations. Such agreements cover all the relevant issues that a general collective agreement would cover.

Workplace agreements, supplementing collective agreements. 
Incorporated into all collective agreements is a chapter called „Company-related parts of collective agreements” which is defined as an agreement concluded between a particular company and its workers, all of them or a specified group thereof, affiliated to one or more unions, concerning the alignment of a wages and terms agreement to the requirements of the workplace. Union representatives at the workplace act as spokespersons for workers in the course of negotiations with the company. The goal of such agreements is to enhance the cooperation of workers and management at the workplace, with the aim of making adjustments to improve the wage conditions with more productivity. The goal is furthermore to evolve collective agreements so that they benefit both parties. This type of agreement can cover issues such as flexible daytime work, a four-day work week, shift-work, postponement of weekly day off rest so that consecutive days off be taken over a period of 14 days, production related payment system etc. The benefit sought after must be divided between the workers and the employer in accordance with clear pre-conditions. A workplace agreement does not in itself constitute a collective agreement since a trade unions is not a party to it. The unions can nevertheless be called upon to participate as advisors and the agreement must comply on the whole with the applicable collective agreement.