An industrial conflict – or industrial action – will arise when wage/salary earners and employers fail to reach an understanding about a collective agreement. Such conflicts either entail workers going on strike or being subject to lockout – or both. Strike is the wage earners' conflict tool, whereas lockout is that of the employers.

When we go on strike, this means that selected employees will not show up for work. In case of lockout, the employer will refuse to allow workers into their place of work. Either way, the employer will cease to pay out wages to the employees affected.

If 3F's negotiators cannot arrive at an understanding with the employers, or if a majority among the employees throw out – i.e. vote NO to – the result of the negotiations, Denmark may come to experience a labour-market conflict.

In case of an industrial conflict in Denmark, 3F shall issue a strike conflict notice within the scope of Danish industries and trades covered by collective agreements with 3F; and – if you work for one of those businesses – you will not be working for the duration of the conflict.

If you are selected for industrial action, you will be directly notified thereof via e-mail and text message.

If you are in doubt or have any questions, please contact your local 3F branch.

You appear at you local 3F branch one of the first days of the conflict for the purpose of being registered in the conflict system. You will receive an e-mail and a text message about the time and place for the appointment.

If 3F has no electronic address for you, you will receive this message by ordinary post.

No. Your employer will not pay your wages during the industrial action period. If you are a member of 3F, you will be eligible for industrial-action benefits equal to the maximum unemployment benefit rate in the amount of DKK 911 per day you have been selected for industrial action. In order to receive industrial-action benefits, you must check in at your local 3F branch, which well be prepared to help you.

For a strike to be as effective as possible, there may be activities in which you are recommended to participate. This may for instance be the distribution of material or the establishment of picket lines outside businesses. Check with your local 3F branch.

The unemployment fund is not allowed to pay benefits to members who are involved in industrial action. You will not become eligible for benefits by changing to another (yellow) unemployment fund.

For the duration of your workplace being involved in industrial action, you – and other 3F members – cannot take compensatory time off. If you are taking compensatory time off at the commencement of industrial action, you must thus interrupt your time off and put the remainder time-off on hold till the conflict is over.

If, during your trial period, you are selected for industrial action, you must participate in the conflict on equal terms with other 3F members. When you resume work, your trial period must be extended by a number of days equal to the duration of the industrial action period.

Courses for union representatives: Union-related courses will be suspended for the duration of the conflict.

Courses during workhours: If you commenced a course prior to the conflict, you shall be under an obligation to interrupt the course. Upon agreement with the trade organisations, however, you may be allowed to continue the course. You must not commence a course during an industrial action period.

If your holiday began before your workplace became involved in industrial action, you can continue your holiday as planned. If, after your holiday, the industrial conflict has yet to be solved, you must participate in industrial action from the point in time when you should otherwise have appeared for work.

If your holiday is planned to begin during the industrial action period, you must postpone your holiday till after the conflict at your workplace has ended. You must then give holiday notification anew.

If you are taken ill during the industrial action period, you will neither be eligible for sick pay nor sickness benefits. Instead, you will be eligible for conflict relief.

If you were taken ill prior to the notice of industrial action, your employer must pay sickness benefits up until the point in time at which the conflict begins.

If you are reported fit for duty during the industrial action period, you will receive conflict benefits from the day on which you were reported fit for duty. Please remember to register with your local 3F branch on the day on which you are reported fit for duty.

No. Industrial action does not encompass vocational educations, and thus trainees are not required to participate in industrial action even though they work under a collective agreement that has been selected for industrial action. If you are sent home, for instance because you would be the only person at the workplace, you will thus be eligible for your ordinary wages.

If you receive complementary benefits and get involved in industrial action, you will be eligible for conflict benefits on the same terms as other conflict-affected members.

If you are on maternity or parental leave at the point in time when the conflict begins, you will not be eligible for pay from your employer. Instead, you will get maternity benefits from Udbetaling Danmark which will be the authority to contact in this case.

If you commence your maternity or parental leave during the industrial action period, you will not be eligible for pay from your employer. Instead, you will get maternity benefits from your municipality.

When the conflict is over, the ordinary collective agreement and statutory provisions shall apply again.

If your workplace has been selected for industrial action and you have a reduced-hours job, a light-duty job or a wage-subsidy job, you must participate in industrial action just as your other colleagues and fellow members of 3F.

If renewed negotiations during a conflict result in a negotiated outcome or a proposed settlement of which both 3F members and employers approve, then work shall be recommenced on the first workday after the result of the ballot has been made public.

If the Danish Parliament intervenes in industrial action and statutorily stays the conflict, the provision of such a statutory block will set out the date on which the members shall go back to work.

A member who is involved in industrial action and goes to work at a workplace affected by the conflict is called a strike-breaker. Such strike-breakers may be expelled from the union. In addition, the member shall return such benefits as he or she may have received from the union.

Then contact your local branch. Here, the staff will always be prepared to help you.