A CTC (collective employment contract) is a set of agreements between one or more employers (employers` organizations) and one or more workers` organizations (unions). A collective agreement completes the individual employment contract between the employer and the employee. A CTC establishes agreements and agreements on wages and other conditions of employment that apply to the company or industry. Collective agreements (CLA) impose minimum working conditions and mandatory wages for entire sectors or individual enterprises. The Act is now enshrined in the Trade Union and Labour Relations (Consolidation) Act 1992 p.179, which provides that collective agreements are definitively considered non-binding in the United Kingdom. This presumption can be rebutted if the agreement is written and includes an express provision that it should be legally enforceable. Unia has 265 collective agreements with employers that protect about 1.3 million workers. Because CLAs set a minimum wage, they protect low and middle wages in particular. This will allow us to protect ourselves from unfair wage cuts and avoid wage discrimination for women. A CTC may apply to the employment relationship without the employer and the worker being aware of it. When an employer is bound by a CTC, it is required to apply the conditions of employment set out in the CTC.
It is therefore very important to determine whether a CTC is applicable to the employment contract. The applicability of a CTC largely restricts the contractual freedom of the parties. A CTC often contains conditions of employment that must be applied in individual employment contracts. There are STAs where exceptions are allowed in favour of the worker. 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. 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.
 The filing of the CLA registration is done by appendices of the CLA script in three (3) counterparties signed by contractors and workers` unions/unions.