Collective agreements ensure good remuneration and wage developments. It is an agreement on minimum wages and general wage increases, which form the basis of the wage system for office workers. In addition, you can negotiate your personal salary increases. Contrary to these restrictions, the law also defines certain mandatory elements that must be contained in a collective agreement (Article 23,1): the identity of the signatory parties, the scope and scope of the agreement and the date of its signature. In addition, the remuneration scales indicated must indicate the explicit levels of remuneration for all professions and categories (Article 23(2)). A collective agreement (TES) is a contract between a trade union and an employers` union on the terms and conditions of employment in this area. An extremely important aspect is the limitation of the effectiveness of collective agreements in relation to the individual employment contract. Under Article 14(1), employment contracts can always improve the conditions laid down in agreements, which means that they can never be regarded as absolutely peremptory standards for individual contracts. Individual autonomy can always improve for the benefit of the worker compared to the systemic system defined by collective autonomy. The United States recognizes collective agreements    There are provisions that are contained in collective agreements that are not governed by law. These issues are, for example, travel expenses, vacation pay, additional days of leave (called „pekkasvapaat“) or sickness or maternity benefits. Content Collective agreements can in principle deal with all matters relating to the collective autonomy of the social partners.
However, there are a number of exceptions to this principle. On the one hand, the law establishes a positive delimitation of the content of the agreements. Article 5 of the Collective Relations Act stipulates that they may regulate the reciprocal rights and obligations of workers and employers; the relationship between the signatory parties to an agreement; and procedures for the settlement of disputes arising from individual contracts of employment, the introduction of conciliation, mediation and arbitration procedures. This formulation reflects the distinction made by lawyers between the mandatory and normative parts of collective agreements. In addition, the law (in particular in Article 6) contains a negative delimitation of the content of the agreements. First, there are general restrictions that arise from the limits of collective autonomy itself: collective agreements should not regulate economic activities, in particular as regards the opening hours of enterprises, the tax system and price fixing. . .