[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gb\u002Fwork-in-uk\u002Fcollective-bargaining-agreement\u002Frecognition-and-procedural-agreement-ikea-uk-limited-and-the-union-of-shop-distributive-and-allied-workers-usdaw---2008":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":76,"content_type_view":77,"extra_breadcrumbs":78,"body":80,"body_blocks":91,"related_pages":95},1014,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","\u002Fen-gb\u002Fwork-in-uk\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_GB","2025-07-28T15:01:08.112418+00:00","2026-04-02T12:40:05.864715+00:00","\u002Fcms\u002Fpages\u002F1014\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"United Kingdom","en-gb",{"title":20,"slug":21},"Work in UK","work-in-uk",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-gb\u002Fwork-in-uk\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2025-07-28T17:01:08.112418+02:00","2026-04-02T14:40:06.046145+02:00",{"cba":32,"clauses":43,"details":74,"translations":75},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"recognition-and-procedural-agreement-ikea-uk-limited-and-the-union-of-shop-distributive-and-allied-workers-usdaw---2008","2ad5e8e4-0017-11e7-9475-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Funited-kingdom\u002Frecognition-and-procedural-agreement-ikea-uk-limited-and-the-union-of-shop-distributive-and-allied-workers-usdaw---2008\u002Frecognition-and-procedural-agreement-ikea-uk-limited-and-the-union-of-shop-distributive-and-allied-workers-usdaw---2008\u002F","Recognition and Procedural Agreement Ikea (UK) Limited and The Union of Shop, Distributive and Allied Workers (USDAW) - 2008","GBR Ikea (UK) Limited - 2008","United Kingdom - GBR Ikea (UK) Limited - 2008","GBR Ikea (UK) Limited - 2008 - Retail trade",{"name":41,"data":42},"Ikea Agreement.html","\n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New7\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>RECOGNITION AND PROCEDURAL AGREEMENT IKEA (UK) LIMITED AND THE UNION OF\nSHOP, DISTRIBUTIVE AND ALLIED WORKERS (USDAW) - 2008\u003C\u002Fh1>\n\n\u003Ch2>1. Recognition\u003C\u002Fh2>\n\n\u003Cp>a) This agreement is a sole recognition and procedural agreement between\nIkea (UK) Limited ('the company’) and the Union of Shop, Distributive and\nAllied Workers (Usdaw) which excludes collective bargaining on salary and\nbenefits arrangements.\u003C\u002Fp>\n\n\u003Cp>b) Both parties have the shared objective of ensuring that the company\nremains at the forefront of retailing and that the highest standards of\nemployee relations are maintained.\u003C\u002Fp>\n\n\u003Cp>c) The company believes it is in the best interests of employees to be aware\nthat they may become a member of the Union and agrees to provide a Union\napplication form to all new employees on appointment.\u003C\u002Fp>\n\n\u003Cp>d) The company will deduct Union subscriptions from salaries for co-workers\nwho wish to pay their subscriptions this way, subject to completion of the\nappropriate form, and will encourage use of this facility. Individuals may\nwithdraw their authorisation at any time by completing the appropriate form\navailable from Human Resources.\u003C\u002Fp>\n\n\u003Ch2>2. Partnership Principles\u003C\u002Fh2>\n\n\u003Cp>Ikea and Usdaw recognise that:\u003C\u002Fp>\n\n\u003Cp>a) The key to the company's continued success is its people.\u003C\u002Fp>\n\n\u003Cp>b) Having a tolerant, diverse workforce is critical to effective working\nrelationships.\u003C\u002Fp>\n\n\u003Cp>c) Involving employees will result in better decision-making.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>d) Training and development are integral to the strategic objectives of the\ncompany.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e) Through Partnership we aim to improve the quality and efficiency of the\nworking environment.\u003C\u002Fp>\n\n\u003Cp>f) Each partner has legitimate and separate functions. The company has the\nresponsibility to manage its operations and the Union has the right to\nrepresent the views and interests of its members.\u003C\u002Fp>\n\n\u003Cp>g) Security of employment and opportunities for advancement are\nessential.\u003C\u002Fp>\n\n\u003Cp>h) Change will be necessary to ensure continued success of the business and\neffective communication will help ensure that change is managed in a\nresponsible and constructive manner.\u003C\u002Fp>\n\n\u003Cp>i) Good relations between the Union and the company are essential to\nbusiness success and that this will be achieved through mutual respect,\nopenness and trust.\u003C\u002Fp>\n\n\u003Cp>Both Ikea and Usdaw understand that partnership for the future means an\neffective mechanism for communicating and sharing ideas and on which all staff\nare fully represented. In Ikea it is recognised that this is the local Business\nUnit Committees.\u003C\u002Fp>\n\n\u003Ch2>1. Union Representatives\u003C\u002Fh2>\n\n\u003Cp>a) Employees of the company who are members of Usdaw may be elected as\nworkplace representatives to represent Union members in accordance with the\nterms of this agreement.\u003C\u002Fp>\n\n\u003Cp>b) The company and the Union will agree the number of representatives\nrequired at each store.\u003C\u002Fp>\n\n\u003Cp>c) Management will provide facilities where requested to enable Usdaw\nRepresentatives to be elected by the members. The Union will provide the\ncompany with details of representatives at the earliest opportunity after their\nelection.\u003C\u002Fp>\n\n\u003Cp>d) Elected Usdaw Representatives will take part in the local Business Unit\nCommittees, to which the relevant Usdaw Area Organiser may be invited to\nattend. At this meeting they may be shown information of a confidential nature,\nthey are subject to a confidentiality clause, as are all members of the\ncommittee, and may not disclose this to third parties without the express\npermission of the store\u002Funit manager.\u003C\u002Fp>\n\n\u003Cp>e) The company and the Union recognise that it is in the best interests of\ntheir partnership for Union Representatives to receive relevant training to\nachieve the skills required to carry out their responsibilities effectively.\nThe company agrees to provide Union Representatives with reasonable time off\nwork without loss of earnings to attend approved Usdaw training. The Union will\ngive the company reasonable notice of all requests for training leave, this\nbeing at least four weeks and will not be sought at peak trading times.\u003C\u002Fp>\n\n\u003Cp>f) The Union may also appoint one Health and Safety Representative within\neach store. The procedure for appointment and time off for duties is detailed\nin Appendix 4.\u003C\u002Fp>\n\n\u003Cp>g) The company reserves the right to raise an objection with the appropriate\nArea Organiser if the behaviour or conduct of an elected representative is felt\nto be not complying with the spirit and intent of this agreement and the Area\nOrganiser is committed to arranging a meeting to discuss company concerns\nwithin five working days. This period may be extended by mutual agreement\nbetween the Store Manager and the Area Organisers.\u003C\u002Fp>\n\n\u003Ch2>2. Union Facilities\u003C\u002Fh2>\n\n\u003Cp>a) Union Representatives will be permitted to take reasonable time off from\ntheir designated store without loss of earnings to carry out their duties and\nresponsibilities under this agreement. Representatives seeking such time off\nwill inform management as far as possible in advance of the reasons and likely\nlength of absence, this being at least four weeks and will not be sought at\npeak trading times.\u003C\u002Fp>\n\n\u003Cp>b) Should the company request that such time off be postponed for\noperational reasons the partners will endeavour to agree a suitable\nalternative. Neither party will act unreasonably on the question of\npostponement.\u003C\u002Fp>\n\n\u003Cp>c) The company will give Union Representatives the facilities necessary for\nthem to carry out their role effectively and communicate with both members and\nother employees. Facilities will include:\u003C\u002Fp>\n\n\u003Cp>• A list of new starters\u002Fleavers and facilities for meeting them at\ninduction.\u003C\u002Fp>\n\n\u003Cp>• Noticeboards (the HR Manager at each store will be informed of the\ncontent of the material before it is to be displayed and may withhold any\nmaterial deemed inappropriate).\u003C\u002Fp>\n\n\u003Cp>• Facilities for distributing Union communications and publications.\u003C\u002Fp>\n\n\u003Cp>• Use of internal and external telephones for Union business.\u003C\u002Fp>\n\n\u003Cp>• A room for meetings of Union members. The dates and times of such\nmeeting will be agreed between the parties, this being at least four weeks and\nwill not be sought at peak trading times.\u003C\u002Fp>\n\n\u003Ch2>3. Recruitment Facilities\u003C\u002Fh2>\n\n\u003Cp>a) The company agrees that the Union will be granted facilities in order to\nrecruit employees into membership of the Union.\u003C\u002Fp>\n\n\u003Cp>b) These facilities will include:\u003C\u002Fp>\n\n\u003Cp>i) Allowing access to all available members of staff in categories for whom\nthe Union is recognised and at reasonable times.\u003C\u002Fp>\n\n\u003Cp>ii) Granting reasonable space to allow the Union to display any materials\nassociated with the recruitment of employees.\u003C\u002Fp>\n\n\u003Cp>iii) Providing a location which maximises the Union's opportunity to address\nmembers of staff (normally the staff room).\u003C\u002Fp>\n\n\u003Cp>c) Union Representatives will be entitled to organise recruitment campaigns\nat each store and this may involve recruitment visits by Usdaw Area Organisers.\nThe HR Manager for the store, or the HR Manager for the area, should be\ninformed of any proposed activity. Four weeks' notice will be given by Usdaw\nregarding any such recruitment activity.\u003C\u002Fp>\n\n\u003Cp>d) The agreement with Usdaw will be included as part of the store induction\nprogramme for new joiners. As part of this, the company will notify the\nrelevant Usdaw Area Organiser of forthcoming inductions and invite them to\nattend to explain the benefits of union membership and to undertake recruitment\nactivity.\u003C\u002Fp>\n\n\u003Cp>e) Recruitment of new members should, wherever possible, be carried out by\nan elected Union Representative (Shop Steward). Recruitment may also be\nundertaken by Area Organisers. The Union for its part agrees that all\nrecruitment undertaken during working hours will only take place by prior\narrangement between the parties, eg the elected Representative\u002FArea Organiser\nand Store Manager.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>f) The company agrees that from time to time, the Union may decide to use\n'Stand Down Reps' to assist with recruitment into membership of the Union. In\nsuch circumstances, an elected representative would be seconded to the Union\nfor a defined period of time to focus on Union recruitment and project work.\nThe parties agree that the individual will continue to be paid by the company\nand the Union will reimburse the company for all costs (including National\nInsurance and Pensions contributions) associated with the secondment. The\nparties will agree on the period of notice to be given prior to the individual\ncommencing the secondment and also the duration of the secondment. Four weeks'\nnotice will be given regarding any request for the commencement of stand down\nrecruitment leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>4. Consultation\u003C\u002Fh2>\n\n\u003Cp>a) Both the company and the Union recognise that regular communication\nbetween the company and its employees is vital. The company and the Union are\ncommitted to effective, ongoing communication and dialogue and to fully\ninvolving employees in the decision making process.\u003C\u002Fp>\n\n\u003Cp>b) In the event of a situation arising whereby any change would be deemed\nsignificant, the UK HR Manager and the Usdaw National Officer will discuss and\nagree the process that is to be adopted to ensure effective ongoing\ncommunication and dialogue.\u003C\u002Fp>\n\n\u003Ch2>5. Policies and Procedures\u003C\u002Fh2>\n\n\u003Cp>An important part of the role of all Union representatives will be to\nprovide support to team members at discipline, capability and grievance\nhearings. The company and the Union therefore agree that it is important for\nUnion representatives to be provided with adequate training on preparation,\nrepresentational skills, employment law and company policies and procedures.\nBoth parties will work together to ensure that representatives training needs\nare fully met.\u003C\u002Fp>\n\n\u003Cp>All employees have the right to be represented by their Union representative\nor a work colleague of their choice at all stages of the company's grievance\ndisciplinary and capability procedures. Full details of these are detailed in\nAppendix 1,2,3 and 4.\u003C\u002Fp>\n\n\u003Cp>In the event that an Area Organiser is the representative they will make\nthemselves available (or a nominated Union official) within five working days\nas per the company procedure. This period may be extended by mutual agreement\nbetween the Store Manager and the Area Organiser.\u003C\u002Fp>\n\n\u003Ch2>6. Equal Opportunity\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpromotion\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-equalityotherclause\">\u003Cp>Both the company and the Union are committed to the development of positive\npolicies to promote equal opportunities in employment, regardless of employees\nsex, marital status, race, ethnic origin, religion, creed, sexual orientation,\nage or disability. \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>7. Bullying and Harassment\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>The company and the Union recognise that all employees have the right to a\nworking environment free from bullying and harassment and as such there is a\nspecific procedure for dealing with complaints.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>8. Health and Safety\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>Both the company and the Union recognise the necessity of having an\neffective and comprehensive Health and Safety Policy and will follow the\nprocedures laid down in the Health and Safety at Work Act.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>9. Termination\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Cp>This Agreement which will be reviewed on an annual basis, shall become\neffective from the date of signature and will continue until further notice. If\neither partner wishes to terminate the Agreement, they must give three months'\nnotice in writing, to the Head Office of the company or Union as\nappropriate.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>This agreement supersedes all previous Agreements.\u003C\u002Fp>\n\n\u003Cp>- Signed on behalf of Ikea (UK) Limited\u003C\u002Fp>\n\n\u003Cp>RUTH GEORGE\u003C\u002Fp>\n\n\u003Cp>UK HR Manager\u003C\u002Fp>\n\n\u003Cp>- Signed on behalf of the Union of Shop, Distributive and Allied Workers\u003C\u002Fp>\n\n\u003Cp>JOHN GORLE\u003C\u002Fp>\n\n\u003Cp>National Officer\u003C\u002Fp>\n\n\u003Cp>Dated: 1 January 2008\u003C\u002Fp>\n\n\n\n            ",{"sexualhar":44,"healthandsafetypolicy":48,"pensionfund":52,"violence":56,"code_application":58,"eqpromotion":60,"trainingprogrammes":64,"cbadate_end":68,"equalityotherclause":72},{"bindId":45,"name":46,"text":47},"sexualhar","The company and the Union recognise that","The company and the Union recognise that all employees have the right to a\nworking environment free from bullying and harassment and as such there is a\nspecific procedure for dealing with complaints.",{"bindId":49,"name":50,"text":51},"healthandsafetypolicy","Both the company and the Union recognise","Both the company and the Union recognise the necessity of having an\neffective and comprehensive Health and Safety Policy and will follow the\nprocedures laid down in the Health and Safety at Work Act.",{"bindId":53,"name":54,"text":55},"pensionfund","f) The company agrees that from time to ","f) The company agrees that from time to time, the Union may decide to use\n'Stand Down Reps' to assist with recruitment into membership of the Union. In\nsuch circumstances, an elected representative would be seconded to the Union\nfor a defined period of time to focus on Union recruitment and project work.\nThe parties agree that the individual will continue to be paid by the company\nand the Union will reimburse the company for all costs (including National\nInsurance and Pensions contributions) associated with the secondment. The\nparties will agree on the period of notice to be given prior to the individual\ncommencing the secondment and also the duration of the secondment. Four weeks'\nnotice will be given regarding any request for the commencement of stand down\nrecruitment leave.",{"bindId":57,"name":46,"text":47},"violence",{"bindId":59,"name":50,"text":51},"code_application",{"bindId":61,"name":62,"text":63},"eqpromotion","Both the company and the Union are commi","Both the company and the Union are committed to the development of positive\npolicies to promote equal opportunities in employment, regardless of employees\nsex, marital status, race, ethnic origin, religion, creed, sexual orientation,\nage or disability. ",{"bindId":65,"name":66,"text":67},"trainingprogrammes","d) Training and development are integral","d) Training and development are integral to the strategic objectives of the\ncompany.",{"bindId":69,"name":70,"text":71},"cbadate_end","This Agreement which will be reviewed on","This Agreement which will be reviewed on an annual basis, shall become\neffective from the date of signature and will continue until further notice. If\neither partner wishes to terminate the Agreement, they must give three months'\nnotice in writing, to the Head Office of the company or Union as\nappropriate.",{"bindId":73,"name":62,"text":63},"equalityotherclause","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GBR Ikea (UK) Limited - 2008\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2008-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">End date: → Not specified\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2008-01-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Retail trade\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Retail sale of furniture, lighting equipment and other household articles in specialised stores\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Ikea (UK) Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        USDAW - Union of Shop, Distributive and Allied Workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n\n        \n\n        \n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Yes\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → No\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \n        \n\n        \n\n        \n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[79],{"title":37,"slug":33},[81],{"type":82,"data":83},"call_to_action_body_block",{"title":84,"description":85,"variant":86,"link":87},"Compare Collective Agreements","Compare the articles of the Collective Agreements from the UK across sectors, topics and countries","dark",{"title":84,"url":88,"description":84,"rel":89,"type":90},"\u002Fen-gb\u002Fwork-in-uk\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[92],{"type":82,"data":93},{"title":84,"description":85,"variant":86,"link":94},{"title":84,"url":88,"description":84,"rel":89,"type":90},[]]