{"product_id":"mbl-19-och-19-a-facklig-informationsskyldighet-word-pdf-excel","title":"MBL §§ 19 and 19 a – Trade Union Duty to Inform | Word\/PDF\/Excel","description":"\u003csection class=\"mb-product-copy\" lang=\"sv\" style=\"line-height:1.67;color:#183b55\"\u003e\n\u003cp\u003e\u003cstrong\u003eMBL 19 and 19 a §§ – employers' duty to provide information to trade unions.\u003c\/strong\u003e This professional template package in Word, PDF and Excel helps employers and HR to structure and document ongoing information about the company's production-related developments, finances and personnel policy guidelines for the relevant trade union organisations in accordance with the Co-Determination Act (1976:580).\u003c\/p\u003e\n\n\u003cp\u003eThis is a \u003cstrong\u003eseparate information package\u003c\/strong\u003e, not a request for primary negotiations under Section 11 of the Co-Determination Act or for negotiations on contracts for work under Section 38. The duty to provide information is ongoing, and the actual obligation must be assessed against the correct employer, collective agreement and recipients.\u003c\/p\u003e\n\n\u003cdiv style=\"border:2px solid #236A91;background:#ECF5FA;border-radius:10px;padding:18px;margin:19px 0\"\u003e\n\n\u003ch2 style=\"margin-top:0\"\u003e01. Package contents\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003e15 customer files:\u003c\/strong\u003e 7 editable Word documents (DOCX), 7 corresponding searchable PDF files and an Excel tool (XLSX) with nine tabs. Five Swedish working documents, a Swedish user guide and a separate English User Guide. All Word\/PDF files have two framed information boxes and a consistent blue document design.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\n\u003cdiv style=\"border:2px solid #236A91;background:#FFFFFF;border-radius:10px;padding:18px;margin:19px 0\"\u003e\n\n\u003ch2 style=\"margin-top:0\"\u003e02. What the files contain\u003c\/h2\u003e\n\n\u003cp\u003eApplicability assessment for Section 19 or 19 a, information report, meeting notice, information meeting minutes, question and supplementary information list, review of documents and confidentiality, and registers for distribution, recipients, questions, actions and confidentiality. Excel is used for administration and \u003cstrong\u003edoes not determine legal compliance\u003c\/strong\u003e.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\n\u003ch2\u003eWhat is included in the ZIP package?\u003c\/h2\u003e\n\n\u003cdiv style=\"overflow-x:auto\"\u003e\u003ctable style=\"border-collapse:collapse;width:100%\"\u003e\n\n\u003cthead style=\"background:#E6F1F7\"\u003e\u003ctr\u003e\n\n\u003cth style=\"padding:9px;text-align:left\"\u003eDocument\u003c\/th\u003e\n\n\u003cth style=\"padding:9px;text-align:left\"\u003eUse\u003c\/th\u003e\n\n\u003cth style=\"padding:9px;text-align:left\"\u003eFormat\u003c\/th\u003e\n\n\n\u003c\/tr\u003e\u003c\/thead\u003e\n\n\u003ctbody\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d7e5ef;padding:9px\"\u003e\u003cstrong\u003e01 Applicability check and information plan\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d7e5ef;padding:9px\"\u003eAssess collective agreements, legal provisions, recipients and the ongoing information plan.\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d7e5ef;padding:9px\"\u003eDOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d7e5ef;padding:9px\"\u003e\u003cstrong\u003e02 Ongoing information report\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d7e5ef;padding:9px\"\u003eReport on production-related and financial developments as well as personnel policy guidelines.\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d7e5ef;padding:9px\"\u003eDOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d7e5ef;padding:9px\"\u003e\u003cstrong\u003e03 Notice and agenda\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d7e5ef;padding:9px\"\u003ePrepare the information meeting, recipients, source material and distribution.\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d7e5ef;padding:9px\"\u003eDOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d7e5ef;padding:9px\"\u003e\u003cstrong\u003e04 Information meeting minutes and question log\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d7e5ef;padding:9px\"\u003eDocument the actual provision of information, supplementary information and outstanding questions.\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d7e5ef;padding:9px\"\u003eDOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d7e5ef;padding:9px\"\u003e\u003cstrong\u003e05 Request for documents and confidentiality check\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d7e5ef;padding:9px\"\u003eAssess the special inspection and document review rules in Section 19 as well as Sections 21–22.\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d7e5ef;padding:9px\"\u003eDOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d7e5ef;padding:9px\"\u003e\u003cstrong\u003e06 Swedish User Guide\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d7e5ef;padding:9px\"\u003eLegal sources, clear differences between Sections 19 and 19 a, confidentiality and practical workflow.\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d7e5ef;padding:9px\"\u003eDOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d7e5ef;padding:9px\"\u003e\u003cstrong\u003e07 English User Guide\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d7e5ef;padding:9px\"\u003eEnglish-language working guide for Swedish templates under Swedish law.\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d7e5ef;padding:9px\"\u003eDOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d7e5ef;padding:9px\"\u003e\u003cstrong\u003e08 Information register Excel\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d7e5ef;padding:9px\"\u003eNine tabs and up to 100 ID rows per register; administrative follow-up.\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d7e5ef;padding:9px\"\u003eXLSX\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\n\u003c\/tbody\u003e\n\n\n\u003c\/table\u003e\u003c\/div\u003e\n\n\u003ch2\u003eThe difference between Sections 19 and 19 a of the Co-Determination Act\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eSection 19\u003c\/strong\u003e covers the employer's duty to keep the trade union organisation with which the employer is bound by a collective agreement informed on an ongoing basis about how the business is developing in production and financial terms, as well as about personnel policy guidelines. The provision also contains express rules on the possibility of inspecting books, accounts and other documents, as well as, upon request, providing copies and investigation assistance within certain limits.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eSection 19 a\u003c\/strong\u003e covers employers who \u003cstrong\u003eare not bound by any collective agreement at all\u003c\/strong\u003e. They must keep trade union organisations with employees who are members informed on an ongoing basis about the same general areas of information. The provision does not contain the same express inspection\/copying rule as Section 19. Other legal and contractual obligations must also be considered when interpreting it. Section 19 b regulates leave for those appointed to receive information under Section 19 a.\u003c\/p\u003e\n\n\u003ch2\u003eWho should receive the information? Section 20 of the Co-Determination Act\u003c\/h2\u003e\n\n\u003cp\u003eIf there is a local trade union organisation, information under Section 19 should normally be provided to it. During negotiations under Section 14, second paragraph, the central trade union organisation may also have a right to relevant information. Information under Section 19 a is also provided to the local trade union organisation if one exists. Therefore, check the collective agreement relationship, membership affiliation, authorised recipients and actual communication channels before distribution.\u003c\/p\u003e\n\n\u003ch2\u003eHow often must the employer provide information?\u003c\/h2\u003e\n\n\u003cp\u003eThe law requires that information be provided \u003cstrong\u003eon an ongoing basis\u003c\/strong\u003e, but does not prescribe a generally applicable monthly or quarterly deadline. Plan an effective working method for regular reporting and for providing information when circumstances change. A calendar-based report does not replace the actual requirement to provide timely information. Agreements and developments in the business may affect how the information should be provided.\u003c\/p\u003e\n\n\u003ch2\u003eDocuments, confidentiality and security\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eSection 21 of the Co-Determination Act\u003c\/strong\u003e gives the person who is to provide the information the opportunity to negotiate confidentiality. Under certain conditions, an interim confidentiality requirement applies; after negotiations have concluded, special short time limits for legal action may become relevant. \u003cstrong\u003eSection 22\u003c\/strong\u003e regulates how a recipient who is bound by confidentiality can pass information on to a member of the trade union organisation's board under continued confidentiality. Confidentiality, GDPR and trade secrets must be checked separately before documents are distributed.\u003c\/p\u003e\n\n\u003ch2\u003eExcel tool with nine tabs\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eOverview, Business, Information Distribution, Recipients, Documents, Questions, Confidentiality, Actions and Read Me.\u003c\/strong\u003e Seven administrative registers have 100 empty rows each and status options where relevant. The overview counts completed ID entries to provide an easy check of the information process. Excel cannot assess whether the recipient group, the scope of the information, the requested documents or the confidentiality requirement meet the conditions of the law.\u003c\/p\u003e\n\n\u003ch2\u003eHow the employer uses the document package\u003c\/h2\u003e\n\n\u003col\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eCheck legal provisions and recipients:\u003c\/strong\u003e fill in document 01 and ensure the correct collective agreement relationship and local trade union organisation.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eCompile the actual information:\u003c\/strong\u003e use report template 02 with reported sources, periods, forecasts and overall personnel policy guidelines.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDocument the meeting:\u003c\/strong\u003e use document 03 for the agenda and distribution, then document 04 for the information actually provided and questions.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAssess documents and confidentiality separately:\u003c\/strong\u003e use document 05 and check especially the differences between Sections 19 and 19 a as well as Sections 21–22.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eFollow up:\u003c\/strong\u003e register source material, distribution, responses and actions in Excel. Make a separate assessment of primary negotiations under Sections 11–14 when necessary.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch2\u003eFrequently Asked Questions\u003c\/h2\u003e\n\n\u003ch3\u003eDoes a company without a collective agreement have to inform the trade union?\u003c\/h3\u003e\n\n\u003cp\u003eIf the employer is not bound by any collective agreement at all, Section 19 a of the Co-Determination Act may entail a duty to provide information to trade union organisations that have employees who are members of the employer. The correct recipient and other conditions must be checked.\u003c\/p\u003e\n\n\u003ch3\u003eDoes the trade union have a right to the company's accounting records?\u003c\/h3\u003e\n\n\u003cp\u003eSection 19 contains special rules on the inspection of books, accounts and documents when they are needed to protect the members' common interests. The scope must be assessed in each individual case. The same express inspection rule is not in Section 19 a.\u003c\/p\u003e\n\n\u003ch3\u003eIs it enough to provide information once a quarter?\u003c\/h3\u003e\n\n\u003cp\u003eNot necessarily. The law requires ongoing information without a general quarterly deadline. A planned reporting interval may be part of the working method, but does not replace information that needs to be provided at other times.\u003c\/p\u003e\n\n\u003ch3\u003eIs an MBL 19 meeting the same as an MBL 11 negotiation?\u003c\/h3\u003e\n\n\u003cp\u003eNo. Ongoing information under Section 19 or 19 a and primary negotiations before certain decisions under Sections 11–14 are different obligations.\u003c\/p\u003e\n\n\u003ch3\u003eCan we automatically mark all information as confidential?\u003c\/h3\u003e\n\n\u003cp\u003eNo. Section 21 gives the right to negotiate confidentiality under certain conditions. A general confidentiality statement does not replace the provisions of the law.\u003c\/p\u003e\n\n\u003ch3\u003eWhat does the Excel workbook do?\u003c\/h3\u003e\n\n\u003cp\u003eExcel helps to log reports, recipients, materials, questions, confidentiality assessments and actions. It cannot assess legal compliance or make decisions on behalf of the employer.\u003c\/p\u003e\n\n\u003ch3\u003eHas the content been reviewed by a lawyer?\u003c\/h3\u003e\n\n\u003cp\u003eThe documented legal source check is AI-assisted as of November 2, 2026. No independent external legal review is documented.\u003c\/p\u003e\n\n\u003ch2\u003eLegal sources, version information and delivery\u003c\/h2\u003e\n\n\u003cp\u003eVersion 1.0 · 2026-11-02 · Applies to Swedish law. \u003ca href=\"https:\/\/www.riksdagen.se\/sv\/dokument-och-lagar\/dokument\/svensk-forfattningssamling\/lag-1976580-om-medbestammande-i-arbetslivet_sfs-1976-580\/\"\u003eCo-Determination Act (1976:580), especially Sections 19–22\u003c\/a\u003e, consolidated up to SFS 2026:886 at the time of the check. See also the Labour Court's assessment in \u003ca href=\"https:\/\/arbetsdomstolen.se\/media\/4mef4ir1\/ad-2026-nr-38.pdf\"\u003eAD 2026 No. 38\u003c\/a\u003e on the scope of the duty to provide information. \u003cstrong\u003eDelivery:\u003c\/strong\u003e digital download in ZIP format after the store owner has manually linked the file to Shopify Digital Products, checked the download and published the DRAFT product.\u003c\/p\u003e\u003c\/section\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":56442099302742,"sku":"MBL19-INFO-2027-V1","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/mbl-19-19a-informationsskyldighet-huvudbild-1600.png?v=1793620856","url":"https:\/\/mallbutiken.se\/en\/products\/mbl-19-och-19-a-facklig-informationsskyldighet-word-pdf-excel","provider":"Mallbutiken","version":"1.0","type":"link"}