At Mercell, it was actually HR that took the initiative to start a local union club. By encouraging employees to organize, the company gained a new dialogue partner, someone who can address employees’ concerns before they escalate.
“Oh, how nice! Couldn’t you come here and tell us how to start a union club as well?”
That was Sandra Malgerud’s reaction, HR Manager for Mercell in Sweden, Finland and the Baltic countries, when Unionen called to ask if they could arrange an informal “Meet the Union” session at the company.
– I previously worked at a large travel company where there was an established union club, so I’ve seen how well it works when the club and the company collaborate. Here, we’ve talked quite a bit about how challenging communication can be, it’s easy for people to feel overlooked or misinformed.
Since taking on her role in August last year, she says she has often wished there had been a union club to bounce ideas off.
– How can this change be communicated in a way employees can relate to? It’s also easier to negotiate with a local club that understands the everyday reality here, rather than with regional union representatives.
The idea paid off. At the end of 2025, a union club was formed at Mercell, and Hege Gardi, who works as a Customer Success Manager, was elected Chair.
– As a mother of young children, it wasn’t exactly a carefully calculated decision to raise my hand and volunteer, haha. But I felt this was an opportunity to help shape our own workplace, says Hege.
Since she has not previously been active in union work, she admits the responsibility feels a little intimidating:
– I like being good at things, but I don’t have all the knowledge yet. That’s why the rest of the board and I have enrolled in training programmes offered by Unionen, including a course in negotiation techniques. Previously, most of my negotiating has been with my teenager about bedtime.
The board members have also agreed to take turns leading negotiations.
– That way it won’t depend too much on one person, in case someone needs to stay home with a sick child or is on vacation, Hege explains.
What issues will be important for you?
– For example, many employees are keen to retain the possibility of working remotely, says Hege.
Both Sandra and Hege point out that employees sometimes want to raise concerns with someone other than their manager or HR.
– I’ve worked in private-sector companies where there was neither a collective agreement nor a union club. Several times it was clear that HR doesn’t necessarily work for you as an employee, but for the company. That’s one reason I chose to get involved. If you can raise issues anonymously through the club, which then brings them forward, you don’t feel as vulnerable, says Hege, adding:
– At the same time, it feels reassuring to work at a company that is pro-union, so you’re not frowned upon for getting involved. Last week our HR Director was here, and she was also looking forward to exchanging experiences.
We meet at Mercell’s office in central Stockholm. It’s Friday afternoon and the mood is upbeat. Mercell is a tech company that develops a digital platform for procurement and tendering and operates in several European countries.
– Between 2019 and 2021, the company acquired more than ten businesses, which of course presents challenges. It involves everything from integrating platforms to creating a shared corporate culture, says Sandra.
– Things move fast here, you learn something new every week, which I love. But that also makes a good work-life balance important. Sometimes it’s important to remind the company of that, so people stay, says Hege.
Sandra sees another advantage of having a local union club in place.
– Through the club, I gain insight into what matters most to the people who work here, so we know what to prioritize in order to remain an attractive employer.
She hopes the club will dare to be clear about emerging problems, but also highlight what works well.
– That’s important in an industry where recruitment can be challenging. If what we communicate externally reflects what it’s actually like to work here, it strengthens our employer brand, says Sandra.
Hege says that at the end of the day, they want the same thing.
– We want Mercell to succeed and for this to be a great place to work. Sometimes we may have different views on how to get there, but by discussing things together, I believe we can find even better solutions, says Hege.
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Why are unions so persistent about collective agreements? How would it improve things for me? If I already work for a generous company, why should I want a collective agreement?
– Because working conditions that aren’t protected by a collective agreement are just a snapshot in time. Right now, you might be getting great benefits, but there’s no guarantee you’ll have them next week. Without a collective agreement, employers can withdraw benefits with a simple email, without any obligation to negotiate with employees first. Employees at companies without collective agreements are much more exposed to their employer’s current mood and the day-to-day situation, says Martin Wästfelt, Head of Negotiations at Unionen.
Wästfelt emphasizes that we are all different, and that should be respected.
– The less you value stability and security, the less you might care about having a collective agreement. The more these things matter to you, the more important the agreement becomes.
Right now, you may have great benefits, but there’s no guarantee they’ll still be there next week.
He notes that when you scratch the surface at some of the more high-profile tech companies, you’ll find that not all employees actually have such advantageous contracts.
– We want everyone, even those who aren’t skilled negotiators, to have fair working conditions. With a collective agreement, employees also get greater influence. Without it, employers can implement major changes without informing the staff in advance.
But what if I’m a brilliant negotiator and believe I can secure even better terms than you, for example – then maybe I don’t want a collective agreement…
– A collective agreement doesn’t limit you. It sets a minimum level, not a maximum one. You’re always free to negotiate better terms for yourself.
But why should all companies have a collective agreement? Isn’t it good to have diversity and different models in Sweden?
– Innovative companies exploring new ideas, business models and technologies are great and something we strongly encourage. Collective agreements actually support flexibility and adaptability. If fewer employers had collective agreements, more things would need to be regulated by law – and that would reduce flexibility. So in reality, more companies should see the advantages of joining our model.
