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Sampo Group supports freedom of association and the right to collective bargaining. The group-level guidance document on freedom of association and collective bargaining is the Sampo Group Code of Conduct.
The Sampo Group companies guarantee the effective exercise of trade union rights in the workplace and the employees are free to join organizations of their choice and which are consistent with local organizing laws. In locations where employees have decided not to appoint representatives, the Group companies promote direct and open communication between employees and management.
|Employees Covered by Collective Bargaining Agreements||31 Dec. 2021||31 Dec. 2020|
|Sampo Group, total||66.5||66.9|
The figures include only employees who are truly covered by collective agreements. There are many employees, especially at If and Mandatum, to whose employment terms the agreement is applied even if they are not covered by the agreement.
*Hastings does not formally recognise a trade union, preferring to communicate and engage with employees directly, either through the HCF, through the YourVoice employee survey, by email and intranet, and/or directly with individual employees, as appropriate. Trade union membership is not, however, prohibited, and the company does not restrict union representation at a grievance or disciplinary meeting, should any employee request it.
If has collective agreements as well as local agreements such as co-cooperation agreements within all countries. Information about trade unions is available on If’s intranet and is also included the introduction for new employees.
If cooperates with the trade unions as stipulated by law and collective bargaining agreements. Based on the Directive on European Works Councils, If has established a Communication Council, where top management and union representatives meet quarterly to address topics concerning more than one country or business area. If has also forums on business area level, where senior management regularly meet with Nordic union representatives to proactively share information and discuss business development. Based on local co-determination requirements, If has also established national cooperation forums to handle local issues.
All employees except top management are covered by collective bargaining agreements. Information about collective agreements is included in employment contracts and employees are informed on the intranet when new collective agreements have been made. New employees are informed about the three trade unions that have local representatives among Topdanmark employees and further information is available on Topdanmark’s intranet.
Topdanmark collaborates with the trade unions through their Cooperation Committee and through frequent meetings between HR and the local union representatives.
Hastings does not formally recognize any trade union for the purposes of collective consultation.
Trade union membership is not, however, prohibited, and the company does not restrict union representation at a grievance or disciplinary meeting, should any colleague request it.
Hastings relies on a transparent and open approach to employee relations. At Hastings, the mechanism for formal collective consultation is the Hastings Colleague Forum (HCF). The HCF is a group of democratically elected colleagues who represent all business areas and sites. The forum facilitates collective bargaining and is committed to genuine consultation in which the employees can influence real change. The HCF meets monthly and more often on an ad-hoc basis where required. The HCF representatives self-manage the forum with a supporting named contact within HR. The role, and activity, of the HCF is actively promoted across all colleague communication channels and via the HCF representative in each business area.
In addition to the HCF, colleagues can meet, discuss their views and voice their concerns through various channels such as the Inclusion Council, annual town hall events between senior leaders and employees, and employee surveys.
At Mandatum, collective bargaining is based on legislation as well as the collective bargaining agreement made with personnel associations. The key objective of co-operation is to improve the employees’ opportunities to influence decisions relating to their work, as well as develop operations and the working environment.
The shop steward represents Mandatum’s employees in different negotiations. The chief shop steward and the deputy shop steward are, together with the employers’ representatives, members of the co-operation committee. The co-operation committee is responsible for communicating the results of negotiations to Mandatum’s employees through the company’s intranet.
Any full-time employee, who is a member of a trade union, can run in the shop steward election. The shop steward’s main responsibility is to support employees at the workplace and act as a link between the employer and the employees. Employees at Mandatum can turn to their shop steward when they need assistance or guidance in grievance matters. The employee can also request that the shop steward is present during discussions between the employer and the employee.
All employees can join the personnel association and thus a trade union. Information is available on the company’s intranet and new employees are informed of the personnel association’s activities.