Specific information for public-sector employees

A new two-year agreement has now been signed with the government. The financial basis is 8.8 % over two years, plus improvements to maternity leave conditions and flexibility.

Salary

Our top priority was salary, and so we are pleased that the agreement guarantees real wage growth. With a financial basis of 8.8 %, this means that you will receive a salary increase of 5.9 % from 1 April 2024.
1.7 % has been set aside for salary increases on 1 April 2025, and a specific extra salary negotiation has been set for 2025, based on the trend in the private sector.

The fact that such a large proportion of the increase is being implemented early in the period was important to us due to inflation. We have been working to ensure that our members quickly receive more money in their pockets.

We have also agreed an improvement to the regulatory system, ensuring that public-sector salaries follow the trend in the private sector. It has been crucial to us that salaries in the public sector keep pace with rises in the private sector. This is the only way to attract a skilled workforce to the public sector.

An additional 1.0 % has been set aside for other purposes, so the basis constitutes a total of 8.8 %.

Pensions

We have also secured an increase of 0.97 in the pension percentage as of 1 April 2025, so this amounts to 18.07 % in total.

The portion of the pension contribution above 15 % can either be paid out as salary or transferred to a savings account, which will be set up in association with the pension fund and will allow greater flexibility for saving over a long working life. We still recommend a high pension contribution, but there will also be other flexible options now.

Special holiday allowance

An increase in the special holiday allowance has been agreed, from 1.5 % to 2.02 %, with effect from 1 April 2024. At the same time separate payment of the supplement for Great Prayer Day (0.45 %) will cease.

Saving leave

It will be possible to save compensatory leave and special holiday days for later use, which enables more flexible use of leave. Leave of up to 15 days in total can be saved, including 8 of compensatory leave, under the scheme. The changes come into force on 1 May 2025.

Maternity leave

The agreement guarantees salary for a further 3 weeks for all co-parents during the ear-marked state maternity leave. This enables families to make better use of the ear-marked maternity leave in the new maternity leave legislation, if they now receive salary for the entire period.

It is very positive that we have now guaranteed more weeks of paid maternity leave for fathers and non-birth mothers. We know that pay is a huge factor in deciding whether partners take maternity leave, and we expect that even more people will use the entire ear-marked maternity leave period now that employees in the public sector are entitled to full pay.

In addition, we have secured an improved right to salary for multiple-birth parents and single parents.

The changes come into force for children born on 1 April 2024 or later.

Skills development

The State Sector Competence Fund is continuing, and the parties will strengthen joint work on strategic skills development during the period.

AI

We have agreed that the central agreements (e.g. cooperation agreements) will be reviewed, to ensure they provide better support for local discussions regarding implementation of artificial intelligence. This must be done to ensure that you are aware of both potential and risks in your workplaces.

Union representatives

We have improved the conditions for union representatives: for instance, a union representative structure must be negotiated at institutions with geographically dispersed locations or employee groups of over 100 employees. Our union representatives will now also have the right to meet with new colleagues during working hours, which is good for organising in workplaces.

Specific information for

Public-sector employees in the sciences