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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.

Salary review 1 October 2022

  • If you are a member of Saco-S or not a member of an employee organisation i.e. a non-union employee, you will have a salary-setting appraisal with your manager during the period mid-November and mid-December. In the appraisal, you and your manager will discuss your performance during the assessment period that forms the basis for this year’s salary review (1 October 2021-30 September 2022). Based on this, your manager will justify and communicate your new salary to you. 
  • The salary increase of SEK 800 for doctoral students will start being paid out with the November salary. The new salaries apply from 1 October 2022.
  • Employees who begin their employment on or after 1 October 2022 are to have their salary set at the 2022 pay level.
  • During October at the latest, employees are to have had a combined staff appraisal/follow-up appraisal with their line manager. Employees who are members of OFR and SEKO often refer to the follow-up appraisal as a salary appraisal. The discussion should be focused on the content of the work, the achievement of goals based on the staff appraisal and how well the work is done. Both parties’ views should be aired.
  • The period for which managers are to evaluate their employees’ performance is 1 October 2021–30 September 2022.
  • Those covered by this year’s salary review are the colleagues employed at the University on 30 September 2022 (employees on parental or sick leave included). For employees who have been on a leave of absence for a long period, salaries will be decided prior to their return to work in accordance with the principles set out in the local agreement on salary that is not part of a salary review (Reg. no 252/2009). Doctoral students’ salaries will be handled according to the principles in the local agreement on salary levels for doctoral students (Reg. no F85 4974/2006).

If you have any questions, please contact your line manager.

Content on this page:


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.
  • Doctoral students’ salaries will be handled according to the principles in the local agreement on salary levels for doctoral students (Reg. no F85 4974/2006).

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

Saco-S

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.

OFR/S and SEKO

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.

Questions?

  • Your primary contact is your line manager.
  • If you are member of the union you may also receive regular information from your employee organisation. 

Agreement dates for salary review 1 October 2022

For those who need to report information on changes in income to the Swedish Social Insurance Agency (Försäkringskassan), the agreement dates below apply after the latest salary review (1 October 2022). Försäkringskassan may need this information in order to establish your sickness benefit qualifying income (SGI). 

EMPLOYEES
Members of Saco-S: 
Agreement date: 4 October 2022 

Members of OFR/S:
Agreement date: yet to be decided, awaiting collective agreement negotiations.

Members of Seko:
Agreement date: yet to be decided, awaiting collective agreement negotiations.

Non-union-affiliated employees:
Agreement date: 4 October 2022 

DOCTORAL STUDENTS
Members of Saco-S:
Agreement date: 4 October 2022 

Members of OFR/S: 
Agreement date: 23 September 2022  

Members of Seko: 
Agreement date: 19 September 2022

Non-union-affiliated doctoral students:
Agreement date: 4 October 2022