New agreement SEE WHAT YOU WILL BE VOTING ON HK HANDEL and Drivkraft Danmark have agreed on a new collective agreement that will influence the next 2 years of your working life as a retail employee. This agreement contains significant improvements in important areas such as, among other things, your salary, your Special Savings Salary (Særlig Opsparing Lønkonto), education and training, maternity/paternity leave, pension and much more. In this folder, you can see the biggest changes in your area. As an HK HANDEL member, you’ll need to vote on the new agreement. Use your right to vote and be a part of establishing the new framework for your working life. 2 Salary All young people under the age of 18 are paid as follows 1st of March 2023 DKK per month 1st of March 2024 DKK per month Minimum wage 11,246.00 11,663.00 For young people without an educational agreement that carry out skilled tasks in the company 1st of March 2023 DKK per month 1st of March 2024 DKK per month Minimum wage 12,896.00 13,313.00 Higher special savings 1st of March 2022 1st of March 2023 1st of March 2024 7% 7% 9% The contribution to special savings will increase from 7% to 9% in 2024. More pension Employer contribution Employee contribution Total contribution 1st of June 2022 8% 4% 12% 1st of June 2023 10% 2% 12% From 1 June 2023, employers will need to pay 2% more and employees will pay 2% less in to their pension savings. Each employee will have the same amount set aside as savings – but will receive 2% more in salary income. More parental leave The period of leave during which the employer pays the employee’s full salary is extended by 4 weeks. This means that an employee who has had 10 weeks of maternity leave has 9 weeks of leave on full pay and an employee who has not had maternity leave has 10 weeks of leave on full pay. In addition, there are 5 weeks which can be shared between the parents. In total, leave with pay after the birth of a child is increased to 36 weeks instead of the 32 weeks it is set at currently. 3

Trade union representatives More rights for union representatives, including during salary negotiations Trade union representatives will have stronger tools than currently, so that they have better opportunities to bring home good results in local wage negotiations. Insight will be provided into the business’s finances, as well as better opportunities for collective real wage negotiations. The new agreement also provides better access to choosing a trade union repre - sentative. In future, the requirement for the minimum number of organised emplo - yees needed before a trade union representative can be elected will be reduced from 6 to 5. The agreement also gives trade union representatives better opportunities and more rights to organise – thereby strengthening the Danish model. Specifically, it provides trade union representatives the opportunity to meet with newly-hired col - leagues during working hours. + Functional pay Entitlement to a 3-month review when employed with a functional pay agreement Employees who are newly employed by companies and who agree upon a functional salary are entitled to a review after 3 months about the content of the role and the scope of the work. New rules for night work The Parties agree that from now on employees may only have 3 night shifts in a row, only work 9 hours at a time and there must be at least 11 hours between 2 shifts. There are also special recommendations for pregnant women. From now on, it will be discussed with the local partners locally at the company whether the recommendations are lived up to. If, based on such discussions, it is assessed that the recommendations are not complied with, a number of special activities will be initiated. Education and training Access to professional study programmes Employees who wish to pursue a professional study programme within one of the areas covered by the collective agreement are entitled to 5 weeks of liberty per year for a period of up to 3 years. This requires that the employee is at least 25 years old and has 4 years of seniority in an area covered by the collective agreement, of which 2 must be at the current company. 100% salary cover for self-chosen education and training The right to full pay during an education programme of choice is made perma - nent. Opportunity to appoint an education and training representative at the workplace If the company and union representative agree, there can be appointed a common education and training representative at the company who can assist employees with education and training based on the provisions of the collective agreement and be part of creating an overview of where in the company trainees can be taught. The education and training representative is entitled to 1 day of training to manage this role. 4 5

    ...