Salary systems in Finansforbundet’s collective agreements
Here You Will Find an Overview of the Different Salary Systems Agreed in Finansforbundet’s Standard Collective Agreement, Company Collective Agreements, Special Collective Agreements, and FinTech Collective Agreements.
Disclaimer – English translation
This English version is provided as a service to our English-speaking members.
In the event of any discrepancies or doubt between the English translation and the original Danish text, the Danish version shall prevail
The Salary System of the Standard Collective Agreement (STOK)
Companies that are members of Finance Denmark Employers (FIDA/A) are typically covered by the Standard Collective Agreement (STOK), with the exception of a few companies that have instead entered into a Company Collective Agreement (VOK).
In STOK’s salary system, salary is agreed individually between the company and the employee. It must reflect the employee’s performance, qualifications, education, and skills, as well as the content and responsibilities of the position.
All employees are entitled to an annual salary dialogue.
Pay components
Minimum Salary
The monthly minimum salary excluding the employer’s pension contribution is:
-
DKK 27,650 from 1 July 2024
-
DKK 28,300 from 1 July 2025
-
DKK 29,000 from 1 July 2026
-
DKK 29,750 from 1 July 2027
Employees who independently organize their work may be employed on a job salary scheme if their monthly salary excluding the employer’s pension contribution is at least:
-
DKK 56,050 from 1 July 2024
-
DKK 57,400 from 1 July 2025
-
DKK 58,850 from 1 July 2026
-
DKK 60,300 from 1 July 2027
Local Salary Pools in STOK Companies
Under STOK, part of the agreed salary increase is allocated to local and individual salary increases, unless management chooses not to apply local salary. If management decides not to apply local salary, the contribution from the local salary pool of 0.60% is converted into general salary increases. The salary pool makes it possible for you to have a genuine dialogue about salary with your manager. The collective agreement has ensured that there are financial resources available locally for individual salary increases.
The company’s contribution and the contribution from the local salary pool together constitute the total local salary pool.
The total local salary pool amounts to at least the following:
|
Year |
Contribution from Local Salary Pool (% of payroll costs) |
Company's Contribution (% of payroll costs) |
Total Local Salary Pool
|
|
2025 |
0,60 |
0,40 |
1,00 |
|
2026 |
0,60 |
0,40 |
1,00 |
|
2027 |
0,60 |
0,40 |
1,00 |
The salary pool is distributed based on a local agreement between the Employee Representative and the company regarding the criteria for individual distribution. If agreement on a local agreement cannot be reached, the criteria set out in Section 23(3) of the Standard Collective Agreement (STOK) shall apply.
In connection with the annual salary dialogue, you may be informed of the basis for the overall salary assessment.
The local salary pool is allocated based on the company's payroll costs on 1 July each year, excluding employees on individual contracts.
Questions about the salary pool?
The possibility of local salary pools is part of the overall collective agreement result, and therefore it is not a question of some employees financing the salary increases of others. The salary pools are part of the overall result and have influenced the financial framework for salaries. If local salary pools had not been agreed, the overall salary increases might have looked different.
Local salary pools mean that individual employees have the opportunity to negotiate salary with their manager. Local salary pools and salary principles ensure that the salary dialogue has real substance and that managers cannot simply reject any possibility of an individual salary adjustment at the local level. At the same time, salary principles can help make the distribution of pool funds more transparent.
The salary pool may only be used for local salary increases for employees covered by the collective agreement. It cannot be used for one-off payments, pension contributions, additional days off, or similar benefits.
The collective agreement entitles you to an annual salary dialogue, during which you can discuss your salary with your manager. Therefore, remember to schedule a salary dialogue in your calendar.
If the use of a local salary pool has been agreed in your company, criteria for its application will also have been agreed. The possibility of a salary increase will therefore depend on what has been agreed in your specific company. Contact the Employee Representative in your company so that you know what has been agreed prior to your annual salary dialogue.
General salary increases STOKen 2025-2027
Finansforbundet has agreed on the following general salary increases for the duration of the collective agreement:
- 1,80 % in 2025
- 1,90 % in 2026
- 1,90 % in 2027
Local salary pools STOKen 2025-27
The following local salary pools have been agreed in STOKen. The salary pools are:
- 1,00 % in 2025
- 1.00 % in 2026
- 1,00 % in 2027
In STOKen, a portion of the agreed salary increase is allocated to local and individual pay, unless management decides not to implement local salary pools. If management decides not to apply local salary pools, the contribution from the local pay pool of 0.60% is converted into general salary increases.
The local salary pool enables you to engage in a genuine dialogue about salary with your manager. The collective agreement ensures that there are actual financial resources available for individual pay. The company’s contribution and the contribution from the local salary pool together constitute the total localsalary pool. The total local salary pool amounts to at least the following:
|
Year |
Contribution local salary pool |
Company contribution |
Total local salary pool |
|
2025 |
0.60 |
0.40 |
1.00 |
|
2026 |
0.60 |
0.40 |
1.00 |
|
2027 |
0.60 |
0.40 |
1.00 |
The local salary pool is distributed based on a local agreement between the local union representative and the company regarding criteria for individual allocation. If no agreement can be reached, the criteria outlined in § 24(3) of STOKen. This means that, the adjustment is based on an overall assessment of how the employee meets the expectations of the function and the employee's existing pay level. The assessment must consider the development of the employee's performance, qualifications, flexibility, the content of the position and responsibilities.
During the annual salary dialogue, you may request information about the basis for the overall salary assessment.
With the exception of contractual employees, the local salary pool will be implemented on the basis of the company’s payroll with effect from 1 July each year.
Are you a trainee?
Trainees are at least entitled to STOKens minimum wage according to § 23 and § 32.
Please contact your local union representative or Finansforbundet if you have questions about students salary - or other employment conditions.
As a trainee, your salary and employment conditions vary depending on the collective agreement you are covered by.
The majority of trainess in the financial sector are covered by the Standard Collective Agreement [STOK'en] or by one of the Company Collective Agreements [CCA]. However, you may also be covered by one of Finansforbundets Special Agreements or FinTech Agreements.
If you are unsure which agreement applies to you, or if you have questions about your salary and employment conditions, please contact your local union representative or Finansforbundet at +45 32 96 46 00 or post@finansforbundet.dk.
Below is a general description of the key salary and employment conditions for trainees covered by STOK'en, which covers more than 100 companies in the financial sector. If you instead are employed in one of the companies covered by one of Finansforbundets Company Collective Agreements [CCAs], your salary and employment conditions will typically be very similar to those described below in STOK'en.
Trainees’ Salary and employment conditions according to STOK'en
If you are employed in a company covered by STOK'en, Finansforbundet have secured you quite good salary and employment conditions.
For example, you are entitled to annual salary increases, and you’re guaranteed a high minimum wage.
For the period 2025–2027, Finansforbundet has negotiated the following minimum wages and salary inceases:
Salary increases – Trainees
|
Year |
Salary increase (%) |
|
2025 |
1.80 or 2.40 if no local salary pools have been implemented |
|
2026 |
1.90 or 2.50 if no local salary pools have been implemented |
|
2027 |
1.90 or 2.50 if no local salary pools have been implemented |
Minimum wage – Trainees
|
Year |
Monthly salary (DKK) |
Hourly wage (DKK) |
|
2025 |
28,300 |
177 |
|
2026 |
29,000 |
181 |
|
2027 |
29,750 |
186 |
In addition to the minimum salary, trainees will generally receive payment for care days, the sixth week of vacation, and the employer’s pension contribution as a supplement to their salary.
The value of the care days and the sixth vacation week amounts to twice 1.92% of the annual salary, while the value of the employer’s pension contribution is 11.65 % — resulting in a total salary supplement of 15.49 %.
Working Hours and Insurance – Trainees
Furthermore, Finansforbundet has ensured that, as a trainee, you are entitled to both Dental and Health insurance, and that your working hours must be arranged to accommodate your studies.
If you are required to work outside regular working hours, such as weekends or evenings, you’re entitled to an hourly supplement of 25–75 % of your hourly wage.
REMEMBER!
If you are unsure about your salary or employment conditions as a trainee, or if you have any questions about the terms, it’s always a good idea to contact your local union representative or Finansforbundet.
Compagny Collective Agreement (CCA) salary systems
Finansforbundet have negotiated Compagny Collective Agreements (CCA) with individual companies that are members og FIDA/A. CCAs typically include their own tailored compagny salary systems. You can see which companies this refers to below.
Finansforbundet Company Collective Agreements (CCA):
Danske Bank (in Danish)
Finanssektorens Uddannelsescenter (in Danish)
Nordea
Velliv kun foreningen af overordnede (FOV) (in Danish)
Ringkjøbing Landbobank (in Danish)
General salary increases and salary pools for CCAs 2025-27
Finansforbundet has agreed that the combined general salary increases and salary pools for the period of 2025- 2027 should at least be the following.
General salary increases CCAs:
- 1,80 % in 2025
- 1,90 % in 2026
- 1,90 % in 2027
Local salary pools CCAs:
The local salery pools must be at least:
- 1.00 % in 2025
- 1,00 % in 2026
- 1,00 % in 2027
If no agreement is reached on local salary pools, 0.60 % of the local salary pools will be allocated as general salary increases to alle employees.
Please contact your local union representative or Finansforbundet if you would like further information about the local salary system in your CCA.
Special Collective Agreements
If you are employed in one of the companies listed below, you are covered by one of Finansforbundet’s Special Collective Agreements. Special Collective Agreements are negotiated with companies who are not members of FIDA/A (The employers association).
Please contact your local union representative or Finansforbundet if you would like further information about the salary system in your special collective agreement.
Finansforbundet have negotiated Special Collective Agreements with the following companies:
FinTech Collective Agreements
Companies who are members of the employers association for FinTech companies (Arbejdsgiverforening for FinTech - (AF) ) are covered by the framework agreement for FinTech companies negotiated between AF and Finansforbundet. In addition to the Framework agreement, Finansforbundet also negotiate a local collective agreement with each company that are a member of AF.
The FinTech company’s salary system or principles for grading salaries is described in the local FinTech collective agreement.
You can see which FinTech companies Finansforbundet has negotiated local collective agreements with below. If you have any questions about the salary system in your local collective agreement, then please contact Finansforbundet or your local union representative.
Finansforbundet has negotiated local FinTech collective agreements with following companies:
FinTech-rammeoverenskomsten 2025-2028
FinTech-rammeoverenskomsten (UK) 2025-2028
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You can also write an email to jura@finansforbundet.dk