The reason for the agreement between the University and the employee organisations is that the Swedish Social Insurance Agency does not make retroactive payments from the salary review date (1 October 2023) but from the date that the employer (the university) and the employee organisations have agreed on the new salaries – that is, the date on which the so-called agreement dates were issued.
On the Staff Pages, there is a page with information about:
- Who is covered by the compensation. This depends, among other things, on the employee's salary, the Swedish Social Insurance Agency's income ceiling and when and for how long the employee has been on sick leave or parental leave during the salary review period. On the website there is more detailed information and the opportunity to calculate whether you are entitled to compensation (via a form that can be accessed via a QR code in the right column).
- The periods of time covered by the compensation; This depends on the date on which LU and the respective employee organisation signed an agreement on this year's salary review.
- When the employee should apply for compensation at the latest. This depends, among other things, on the type of employment and which employee organization the employee is a member of. Documentation and notification must be received by the National Government Service Centre (SSC) no later than the last Friday of the month after the new salary has been paid. For doctoral students who received their new salaries in November, the application and documentation must be submitted to the National Government Service Centre (SSC) no later than 29 December 2023. The last date for other employees will be during the spring of 2024.
- How to apply for compensation. The compensation is handled by the National Government Service Centre (SSC), on behalf of Lund University.
For more detailed information and support, go to the page on the Staff Pages:
Compensation for staff on parental leave or sick leave when the salary review is conducted | Staff Pages (lu.se)