Although the collective agreement itself is not applicable, many of the negotiated terms relate to wages, conditions, leave, pensions, etc. These conditions are included in a worker`s employment contract (whether the worker is unionized or not); and the employment contract is of course applicable. If the new conditions are not acceptable to individuals, they may be contrary to their employer; but if the majority of workers have agreed, the company will be able to dismiss the complainants, usually unpunished. Agreements and orders that can be challenged are collective agreements, labour regulations (decided by the labour tribunal under the Labour Relations Act) and registered employment contracts. A person affected by such an agreement or order may refer a complaint to the Workplace Safety Board. Under the S.86 of the file, the Commission may refer such a complaint to mediation if the parties are unable to raise objections or investigate and make a decision. The legal remedy is that a provision deemed discriminatory is set aside and therefore no longer has legal effect. The Commission may, if it deems it appropriate, discuss how to organise a non-discriminatory alternative provision. The alternative is a normally binding collective agreement that binds only the contracting parties. In Sweden, about 90% of employees are subject to collective agreements and 83% in the private sector (2017).
  Collective agreements generally contain minimum wage provisions. Sweden does not have legislation on minimum wages or legislation extending collective agreements to disorganised employers. Unseated employers can sign replacement agreements directly with unions, but many do not. The Swedish model of self-regulation applies only to jobs and workers covered by collective agreements.  In addition, there are generally binding collective agreements. These important agreements also bind disorganized employers and workers who work for them. Collective agreements of form, registration and publication must be written; Otherwise, they are annular (Article 4, paragraph 1, Collective Labour Relations Act). They must also be registered and published with the Ministry of Employment and Social Security. Registration is made 15 days after this filing, unless the department has informed the parties of its formal refusal, as is only permitted for the reasons mentioned in the legislation. There is therefore some form of administrative control over certain requirements relating to the creation and content of collective agreements that work by refusing registration.