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Salary review 

A salary review is an overhaul of salaries. As an employer bound by collective agreements, Lund University has an obligation to conduct recurrent salary reviews. The date for the reviews is decided in negotiations between the employer and the employee organisations.

Another step forward in the negotiations on the salary revision

As we previously informed, on October 15, the university signed a local agreement with the workers' organization Saco-S on principles for how salary audits for members are to be carried out. As of November 12, the university has now also signed a local agreement for the employee organization OFR.

The parties have reached an agreement on an extended review period in which the negotiation rules apply as of 1 October 2020 and up to and including 30 September 2022. This means that new salaries will be paid out retroactively from 1 October 2020, and apply up to and including 30 September 2022.

The University and OFR now plan to conduct the salary review process and a provisional schedule will be available shortly. The conditions for the actual process will be communicated as it progresses on the University’s salary review blog among other channels.

Visit the salary review blog (every post contains an English translation)

Negotiation status for Seko

Negotiations are now continuing with Seko on an agreement about the principles for carrying out the salary review.
Lund University and Seko have requested support from central parties (the Swedish Agency for Government Employers and Seko’s central organisation) in order to make progress in the local negotiations.

Published 19 November

The salary review begins with a negotiation conducted for the whole University, between the University’s negotiators in the HR division and representatives of the employee organisations.

The starting point in the negotiations is based on overarching decisions, guidelines and policies from the University management but also on views from the various faculties. These are weighed against the views and claims of the employee organisations.

The negotiations result in local agreements, in the form of negotiation plans, that establish the duration of the agreement, the date for the salary review, special initiatives, etc. Reviews are usually conducted annually.

  • For employees who are members of OFR/S and Seko, the salary review is conducted through negotiation between the employer and each employee organisation.
  • For employees who are members of Saco-S, the salary review is done through salary-setting appraisals.
  • For employees who are not members of any agreement-bound employee organisation, the employer decides on the new salary.

This is how it works

Staff appraisal and individual planning

You and your manager are to have an annual staff appraisal. Your manager is to summon you to this meeting in good time. 

During the staff appraisal, which is to address the entire work situation, you and your manager are to set up an individual plan which is documented in writing and signed by both of you. This plan is to state what is expected from each party and what you, as an employee, can do to affect your salary.

Read more about staff appraisals

Follow-up of the staff appraisal

You and your manager are to continuously follow up what was discussed in the staff appraisal. You are to focus on the content of the work, the achievement of goals based on the staff appraisal and the quality of the work. Both parties’ views are to be expressed.

For those of you who are members of OFR/S or Seko, the staff appraisal is followed up with an offer of a salary appraisal.

New salary


For those of you who are members of Saco-S, a dialogue is held about your new salary in the form of a salary-setting appraisal between you and your manager.


If you are a member of OFR/S or Seko, you are offered a justification of your new salary in an appraisal with your manager.

Those who are not union members

If you are not a member of any agreement-bound employee organisation at Lund University, a dialogue is held about your new salary in the form of a salary-setting appraisal between you and your manager.


Your primary contact is your line manager.

University-wide information is also available in English, in the Salary review blog.

If you are member of the union you may also receive regular information from your employee organisation.