Companies that employ workers with a union generally work on one model among others: the law gives you the right to join a union wherever you work. This right applies regardless of whether a union has been recognized or not. You are protected from disadvantage because you are unionized. In particular, union membership is an illegitimate reason: a union can acquire the status of „legal person“ (an artificial legal entity), with the task of negotiating with employers for the workers it represents. In such cases, unions have certain legal rights, including the right to negotiate collective agreements with the employer (or employer) on wages, working time and other conditions of employment. The inability of the parties to reach an agreement can lead to trade union actions that culminate either with strikes or management blockages or through binding arbitration. In extreme cases, violent or illegal activities may develop around these events. Agreements are usually specific to the field. They include the conditions of employment of working office workers, for example. B, in the finance, IT services, construction, metallurgical and data communication sectors. In the Baltic countries, trade unions were part of the trade union system of the Soviet Union and were closely linked to the party in the state. Trade union actions were not part of their activities. After 1990, trade unions in the Baltic countries experienced a rapid loss of membership and economy capacity, while employers` organizations increased both power and membership.
The low financial and organizational capacity due to the decrease in membership exacerbates the problem of defining, aggregating and protecting interests in negotiations with employers and government organizations. Even the difference lies in the way the union is organized and the density. From 2008 on, the density of trade unions decreased slightly in Latvia and Lithuania. In the case of Estonia, this indicator is lower than that of Latvia and Lithuania, but remains stable on average 7% in relation to total employment.  Historical legitimacy is one of the negative factors that determine a low power of association.  The labour and employment legislation adopted by the Finnish parliament is the basis of collective agreements. As minimum wages are not set by Finnish labour and employment legislation, workers` wages are based on collective agreements negotiated by trade unions.