Cochlear refused any attempt to reach a collective agreement with its workers. British law reflects the historical contradictory nature of British industrial relations. In addition, workers are concerned that if their union is prosecuted for violating a collective agreement, the union could go bankrupt, allowing workers to remain in collective bargaining without representation. This unfortunate situation could change slowly, partly under the influence of the EU. Japanese and Chinese companies that have British factories (especially in the automotive industry) are trying to pass on the company`s ethics to their workers. [Clarification needed] This approach has been adopted by local UK companies such as Tesco. From 1959 to 1970, no collective agreement was signed without the assistance of the federal government`s conciliation services. In Sweden, around 90% of employees are covered by collective agreements and 83% in the private sector (2017).   Collective agreements generally contain minimum wage provisions. Sweden has no legislation on minimum wages or laws to extend collective agreements to disorganized employers.
Unorganized employers can sign replacement agreements directly with unions, but many are not. The Swedish model of self-regulation applies only to companies and workers covered by collective agreements.  Although the collective agreement itself is not applicable, many of the negotiated conditions relate to wages, conditions, leave, pensions, etc. These conditions are included in an employee`s employment contract (whether or not the worker is a member of the union); and the employment contract is of course applicable. If the new conditions are not acceptable to individuals, they may contradict their employer; but if the majority of workers have agreed, the company will be able to dismiss the plaintiffs, normally with impunity. Collective agreements in Germany are legally binding, which is accepted by the population and does not worry them.  [Failed verification] While in Britain there was (and still is) an attitude of “she and us” in labour relations, the situation is very different in post-war Germany and other northern European countries. Germany has a much broader spirit of cooperation between the social partners. For more than 50 years, German workers have been legally represented on company boards.  Together, management and workers are considered “social partners”. For this condition to apply, half of the workers in this sector must be unionized and therefore support the agreement.