Menu close

Here is your new group collective agreement

Employees of the Danske Bank group are covered by a group collective agreement between Finansforbundet i Danske Bank and the group.

Contents:

Introduction

Danske Bank and Finansforbundet i Danske Bank have reached agreement on a new group collective agreement (GCA) valid from 1 April 2020 to 31 March 2023. Members of Finansforbundet i Danske Bank will be required to vote on the result reached by the parties between 17 June and 1 July. See how to vote here.

Our GCA is based on the standard collective agreement between Finansforbundet (Financial Services Union Denmark) and the Finanssektorens Arbejdsgiverforening (FA), and applies to the entire finance sector. The standard agreement provides the general framework for the GCA.

The negotiations in brief

The collective agreement negotiations in 2020 were held in the shadow of the corona crisis to a high degree. Meetings had to be cancelled or held online, delaying the result by several months. But that did not stop us from entering into the negotiations with clear objectives:

  • General wage rises for everyone
  • An increase in employer's pension contributions
  • More focus on the welfare and skills of our members
  • Better opportunities for flexible working, e.g. via a timebank

Our objectives were defined with input from our member surveys and the OK workshops, held by our skilled union representatives with members in the spring of 2019. Several of them where wholly or partially fulfilled when we negotiated the standard collective agreement during the winter. Others were the subject of negotiation based on local input from our members in Danske Bank and the standard collective agreement. .

Danske Bank also set out a series of objectives we had to take into account. It’s no secret that we were less than delighted with all of them, and had to work long and hard on several points to reach a result we could accept. 

The negotiations are now over, and we can finally present you with a result we believe creates the foundations on which members in Danske Bank will thrive and succeed at work. 

The board of Finansforbundet i Danske Bank recommends voting in favour of the new collective agreement.

To follow are more details on what we specifically achieved in the way of new initiatives.

Here's your new group collective agreement

Finansforbundet i Danske Bank reached agreement with HR on the following changes to the group collective agreement (GCA):

General wage increase

All employees get a 6% increase in wages over three years. The wage increase breaks down as follows:

1. July 2020 1. July 2021 1. July 2022 Total
2 % 2 % 2 % 6 %
Increase in pension contribution

The employers’ pension contribution will increase by 0.65%. The increase breaks down as follows:

1. July 2020 1. July0221 1. July 2022 Total
0,25 % 0,25 % 0,15 % 0,65 %
Introduction of job pay per 1 July 2021

Employees earning over DKK 53,000 a month (excluding pension) and deemed to be able to arrange their own working hours will be transferred to job pay on 1 July 2021. Job pay means that the employee has a fixed wage, with no supplement for overtime/extra work. On the other hand, the employee can arrange his/her own working hours through the week or year in line with the annual norm. We have reached agreement with the group on how this will be introduced and applied in practice, fully taking into account the way we work in Danske Bank. You will be hearing a lot more once the scheme comes nearer.

Common focus on job satisfaction

We reached agreement with the group on the importance of job satisfaction, and that it should be a top priority for both sides.

Simpler rules for internal job rotation

We will simplify the rules for pay transfer when changing job within the bank. Our objective is to improve the chances of relocating employees made redundant, or if they want to apply for a new job elsewhere within the bank.

The opportunity to choose overtime rather than extra work is to be discontinued

Up to now, employees have been able to choose whether they want to take 5 weeks holiday and overtime, or have 6 weeks holiday and extra work. In future, the option of 5 weeks holiday and overtime will be discontinued, so that all employees covered by a collective agreement not on job pay have 6 weeks holiday, and payment for extra work.

Tougher rules on shift change

When employees switch shifts internally, we have agreed that they will receive pay and supplement based on the shift worked – and not the shift exchanged.

6th holiday week goes into the time bank

The sixth holiday week becomes part of the time bank. Care days continue unchanged.

More focus on skills development

We reached common understanding with the group on the importance of skills development, and that it should be prioritised. There is now agreement on everyone having free access to education via the Finance Competence Fund, and we hope that this will lead to even more members making the most of the opportunity to better themselves.

Pay in arrears

New employees starting after 1.10.2020 will have their pay paid in arrears instead of in advance as at present. Existing employees can opt to switch to pay in arrears if they wish.

Union representatives can take part in drawing up development plans

We ensured our members the chance to have their union representative involved when their contract of employment is extended beyond 12 months on pay level 1, and are to have a new development plan.

Simplification of rules on on-call time and call-ins

The collective agreement rules on on-call time and call-ins were not clear enough, and that paragraph has now been reformulated to make it easier to interpret. The rules have not changed, they are simply better formulated and easier to understand. Employees on job pay will still be paid according to the rules on on-call time and call-ins.

Pay during rest periods

Employees will be paid when on rest periods.

Working part-time as a parent with full pension contribution requires at least one year’s seniority

Employees cannot receive full pension contribution when working part-time as a parent before having at least 12 months seniority.

Clearer agreement on the collaboration committee

Clarification has been given that the HR Director is the chairperson of the Collaboration Committee, and that members of ELT can be invited as and when required.

Renegotiation of local agreements

42 local agreements in the existing GCA have been renegotiated.

Here's how to vote

Voting on the new company collective agreement runs from 17 June to 12 noon on 1 July 2020. The result will be published immediately after the voting closes.

Active members of Finansforbundet i Danske Bank able to vote will receive a unique voting link via mail or e-boks. Mails will be sent to the mail address you have stipulated as your preferred in Finansforbundet’s member system. We will of course ensure anonymity during voting. If we do not have a registered mail address for you, you will receive a letter in your e-boks instead.

When you open the link, you will be asked to vote on the collective agreement result that Finansforbundet i Danske Bank has negotiated on your behalf. You can vote Yes, No, or blank.

If you encounter technical problems, or have any questions concerning the voting process, contact Finansforbundet i Danske Bank on finansforbundet@danskebank.dk or call +45 45 14 01 11.

Feel free to contact us at any time if you ever have any questions about the result.

Learn more about the collective agreement

Her kan du via forskellige faktaark lære mere om overenskomsten.

Fact sheet: What is a collective agreement? (pdf)

Fact sheet: The composition of your working conditions (pdf)

Do you have questions about the collective agreement?

45 14 01 11

Our legal counsellors are always happy to help answer your questions about the collective agreement or you working conditions in general.