Tallinn University of Technology (hereinafter referred to as “the university”), represented by Rector Tiit Land, and the Professionals Union of Tallinn University of Technology (hereinafter referred to as “PU”), represented by the Chairman of the Management Board, Vladimir Viies, hereinafter collectively referred to as “the parties” or individually as “a party,” have concluded the Collective Agreement of Tallinn University of Technology (hereinafter referred to as the “Collective Agreement”) on the following terms and conditions:
1. GENERAL PART
1.1 Definitions used in the Collective Agreement
1.1.1 “employer” means the university, represented by the Rector or a university employee authorised by the Rector;
1.1.2 “employee” means a person working at the university under an employment contract who is a member of the PU, except in clauses 8.1–8.5, where “employees” means all university staff;
1.1.3 ”academic staff member” means an employee as defined in clause 1.1.2 of the Collective Agreement whose responsibilities correspond to subsection 5(1) of the Regulation on Academic Career Management;
1.1.4 “authorised representative of the PU” means the management board of the PU or a person authorised by the management board to act on its behalf;
1.1.5 “trustee of the PU” means a person elected by the members of the PU based on the Trade Unions Act and the Statutes of the PU who represents the employees in the employment relationship with the employer;
1.1.6 “immediate superior” means a person who assigns tasks to an employee directly subordinate to them, monitors the performance of those tasks, and to whom the employee reports;
1.1.7 “obligation to refrain from calling a strike” means the duty of the parties to comply with the terms and conditions of the Collective Agreement during its term and to refrain from calling a strike or lock-out for the purpose of amending those terms and conditions;
1.1.8 ”basic remuneration” (basic salary) means the remuneration calculated according to the hourly, daily, weekly or monthly salary rate laid down in the employment contract or by law;
1.1.9 “additional remuneration” means the sum paid by the employer to an employee in addition to basic remuneration for performing additional duties, outstanding work performance, or in other cases provided for by law, the Collective Agreement, or the employment contract, including bonuses granted at the employer’s unilateral discretion;
1.1.10 ”salary grade” means an indicator reflecting the value of a position, with a corresponding fixed minimum salary rate;
1.1.11 ”minimum salary rate” means the fixed amount of remuneration corresponding to a salary grade and a unit of time, below which it is prohibited to agree in full-time employment;
1.1.12 “terms and conditions for remuneration” means the salary rates, additional remuneration paid to the employee, the method of calculation, and the procedure for payment of remuneration.
1.2 Purpose of the Collective Agreement
1.2.1 The purpose of the Collective Agreement is to regulate employment relationships between the employer and the employees, hereby enhancing the development of the university.
1.2.2 The parties hold negotiations to reach an agreement on the following employment-related matters: entry into and termination of employment contracts; working and rest time; annual leave; continuous education and retraining; remuneration; guarantees and indemnities; and occupational health and safety. The parties will continue collaborating to develop and implement a health and sports benefits system at the university. If the parties reach an agreement on the implementation of health and sports benefits, it shall be formalized as an annex to the Collective Agreement.
1.2.3 In the event of a conflict between different provisions applicable to employment relationships, the provision most favourable to the employees shall apply.
2. OBLIGATIONS OF THE EMPLOYER AND THE MANAGEMENT BOARD OF THE PU
2.1 The employer shall:
2.1.1 ensure that employees are provided with a teaching, research, and development environment equipped with modern technical resources, including access to artificial intelligence when necessary, also accessible during remote work, in accordance with the procedure established by the university;
2.1.2 at the request of the authorised representative of the PU, initiate bargaining for the entry into, amendment or termination of a collective agreement or any other contract relating to employment or social affairs;
2.1.3 provide the management board of the PU with a workspace equipped with a computer for use free of charge;
2.1.4 allow the authorised representative of the PU to examine, without hindrance, the work organisation and the working conditions of employees;
2.1.5 involve the authorised representative(s) of the PU in the working groups and committees established to prepare the work procedure rules of the university in the areas listed in clause 1.2.2;
2.1.6 invite the authorised representative(s) of the PU to and grant them the right to speak at the meeting of the university Senate where the areas listed in clause 1.2.2 of the Collective Agreement are discussed;
2.1.7 make sure that the membership fee of the PU is withheld from the employee’s salary based on the employee’s written application and that the membership fees are transferred to the PU’s bank account. The employer shall cease withholding the membership fee upon receipt of a written application from the employee or upon termination of the employment contract.
2.1.8 allow conferences and general meetings of the PU to be held on university premises free of charge, at least twice a year;
2.1.9 allow the PU to organise cultural and sports events on university premises, free of charge;
2.1.10 perform other obligations in relation to the PU laid down in legislation and the Collective Agreement.
2.1.11 recognise efforts of the PU to improve social guarantees through collaboration with the European Commission’s social partner ETUCE.
2.2 The management board of the PU shall:
2.2.1 notify the employer in writing, within 5 working days, of any changes in the members of the management board of the PU and their term of office, or in the trustees of the PU and their term of office;
2.2.2 inform the employer, with two weeks’ notice, of participation of its members in a planned continuing education course organised based on clause 5.2;
2.2.3 not disclose the university’s trade secrets or confidential information received through communication or exchange of information or otherwise made available to the board;
2.2.4 ensure observance of the obligation to refrain from striking in accordance with the procedure and during the period laid down by legislation and the Collective Agreement;
2.2.5 cooperate with the working environment representatives and the working environment council in organising activities to ensure occupational health and safety;
2.2.6 perform other obligations in relation to the employer laid down in legislation and the Collective Agreement;
2.2.7. continue constructive collaboration with the European Commission’s social partner ETUCE to improve social guarantees for academic staff and communicate the results through a seminar held each semester.
2.3 The employer and the management board of the PU shall:
2.3.1 meet at least twice a year, outside the collective bargaining process, to exchange information on matters related to the development of the university.
3. TRUSTEE OF the PU
3.1 Procedure for the election of a trustee of the PU
3.1.1 The trustees of the PU shall be elected from among its members, based on the number of members of the PU in each structural unit.
3.1.2 The number of trustees of the PU shall be limited to 15.
3.1.3 The elected trustee of the PU shall remain in an employment relationship with the employer.
3.2 Rights and obligations of a trustee of the PU
3.2.1 A trustee of the PU shall represent employees, on behalf of those they represent, in employment relationships with the employer, in accordance with the procedure laid down in the Trade Unions Act. A trustee of the PU has the right to receive, on behalf of those they represent, from the employer the information necessary to perform their duties and represent employees’ interests, in compliance with the Trade Unions Act and the Collective Agreement.
3.3 Guarantees for trustees and board members of the PU
3.3.1 At the request of a trustee or a board member of the PU, the employer shall allocate a minimum of four hours per week or up to two days per month during working time to enable them to fulfil their duties. The average salary and the benefits laid down in the Collective Agreement shall be retained for a trustee for the time of performance of their duties.
3.3.2 The employer may cancel an employment contract entered into with a trustee or a board member of the PU during the term of office of the trustee or board member and within one year after the expiry of the term of office, provided that the employer has received a written opinion from the management board of the PU and a written statement on the cancellation of the employment contract from the PU.
3.3.3 In the event of the cancellation of an employment contract due to lay-off, a trustee or a board member of the PU shall have a preferential right to retain their job.
4. EMPLOYMENT CONTRACT
4.1 The employer’s representative enters into an employment contract with an employee on behalf of the employer in compliance with the Employment Contracts Act, the university’s Work Procedure Rules, and other applicable legislation.
4.2 An employment contract may be amended only by a written agreement between the parties or in cases provided by law.
4.3 The employer shall notify the employee and the management board of the PU (by e-mail: JuhatusAAL@taltech.ee) in writing of any significant and permanent reorganization of work if a disagreement arises between the employer and the employee regarding changes to the terms and conditions of employment, and if the reorganization may result in a reduction of the employee’s remuneration or a deterioration of working and rest time conditions. The notice shall also include the reasons for the reorganization and any deterioration of conditions. If the parties mutually agree to amend the employment contract, the employer shall not notify the PU of the change in working conditions.
4.4 An employment contract is terminated in accordance with the procedure prescribed by law, taking into account the specificities laid down in the Collective Agreement.
4.5 If an employment contract entered into with a member of the PU is cancelled by the employer for economic reasons (lay-off), the employer shall notify the employee and the management board of PU thereof in writing in accordance with the procedure prescribed by law, indicating the reason of lay-off. The period of advance notice laid down in the Employment Contracts Act begins on the date the employee receives the notice of termination.
4.6 An employee and the trustee of the PU representing the employee have the right to request, and the employer is obliged to provide, additional information on the reasons for the cancellation of the employment contract.
4.7 Upon cancellation of an employment contract due to lay-off, the specificities laid down in the Employment Contracts Act shall apply to employees.
5. CONTINUING EDUCATION TRAINING AND RETRAINING
5.1 An employee is entitled to receive continuing education and retraining in order to acquire and supplement the professional, occupational and vocational knowledge required for their position and to improve their qualifications. The tuition fees shall be covered in compliance with the Adult Education Act or relevant training agreements.
5.2 An employee is entitled to participate in a continuing education course organised and financed by the PU for up to three working days per working year, with continued payment of basic remuneration.
5.3 Upon cancellation of an employment contract due to lay-off, the employer shall, where possible, offer the employee other work and, if necessary, organise the employee’s retraining (for at least 14 calendar days, with continued payment of basic remuneration) or modify the employee’s working conditions, provided that such changes do not result in disproportionately high costs for the employer.
6. WORKING AND REST TIME
6.1 Working time
6.1.1 An employee’s working time shall be determined in accordance with the employer’s Work Procedure Rules, the Collective Agreement, the employment contract, the job description, and other applicable legislation.
6.1.2 The estimated working time and classroom contact hours of academic staff are set out in an agreement between the parties, attached as Annex 1 to the Collective Agreement, which forms an integral part of the Collective Agreement. If no agreement has been signed, there is no obligation to refrain from calling a strike.
6.2 Exceptions to working time
6.2. The following shall, with the approval of the head of the structural unit, be deemed the employee’s rest time with continued payment of average wages:
6.2.1.1. during the employee’s illness, for up to three working days in a calendar year (health days);
6.2.1.2 in the event of the marriage of the employee or the employee’s child, for up to three working days;
6.2.1.3 in case of the death of the employee’s family member, for up to three working days.
6.2.2 The period from 24 December to 31 December shall also be deemed the employee’s rest time with continued payment of wages.
6.2.3 A working day immediately preceding a national holiday shall end at 12:00.
6.2.4 The employer shall continue to pay remuneration to an employee who participates in reservist training in accordance with subsection 75(1) of the Military Service Act unless the head of the structural unit decides otherwise.
6.3 Rest time
6.3.1 An employee’s rest time shall be determined in accordance with the university’s Work Procedure Rules, the Collective Agreement, and other applicable legislation.
6.3.2 Annual leave is granted for the period worked, in accordance with the applicable legislation.
6.3.3 Duration of annual leave:
6.3.3.1 vice-rectors, the director for administration – 56 calendar days;
6.3.3.2 other area directors – 49 calendar days;
6.3.3.3 professors, associate professors, lecturers, assistants, teachers – 56 calendar days;
6.3.3.4 other academic staff – 42 calendar days;
6.3.3.5 heads of structural units – 42 calendar days;
6.3.3.6 chief officers, officers, office assistants, skilled workers and labourers – 35 calendar days.
7. REMUNERATION
7.1 General principles of remuneration
7.1.1 The parties agree that all necessary measures shall be taken to ensure that the remuneration of teaching and research staff remains competitive in the Estonian labour market.
7.1.2 An employee shall be remunerated in accordance with legislation, the university’s Rules for Remuneration (Wage Rules), the Collective Agreement, and the employment contract concluded with the employee.
7.1.3 The employer and the PU shall renegotiate the minimum salary rates for each salary grade annually.
7.2 Basis for concluding a remuneration agreement
7.2.1 The terms and procedure for payment of remuneration are governed by the remuneration agreement set out in Annex 2 to the Collective Agreement, which forms an integral part of the Collective Agreement; in the absence of such an agreement, there is no obligation to refrain from calling a strike.
7.2.2 The specific numerical values of the minimum salary rates for employees’ salary grades shall be set out in the remuneration agreement.
7.2.3 The remuneration agreement for the following financial year shall be signed after the state budget has been passed by the Riigikogu, but no later than 1 December of the current year.
7.2.4 During the term of the Collective Agreement, renegotiations of the remuneration agreement shall be initiated, and the minimum salary rate for a salary grade shall be adjusted in the following cases:
7.2.4.1 if the Government of the Republic makes changes to the basis of remuneration (funding of studies and research);
7.2.4.2 upon implementation of the university’s Rules for Remuneration or amendment of the Rules for Remuneration in force.
7.3 Remuneration
7.3.1 The amount of an employee’s remuneration shall be agreed upon in the employment contract based on the standard working time, the type of the employee’s position, the relevant salary grade, and the minimum wage for that grade.
7.3.2 Supervisors of students who have successfully defended their graduation theses shall receive additional remuneration in accordance with the procedure established by the university.
7.3.3 The employee shall receive additional remuneration for performing duties not included in the employment contract at the request of the employer. The amount of additional remuneration shall be determined by agreement between the employer and the employee.
7.3.4 The employee’s overtime work, as well as work on a public holiday or a day off, shall be compensated in accordance with legislation.
7.3.5 Remuneration for substituting an employee for more than one month shall be specified in the employment contract or in an annex thereto.
7.4 Procedure for the payment of remuneration7.4.1 Remuneration shall be paid to an employee once a month, by the last day of the accounting period (pay day), to the bank account provided in writing by the employee. The costs incurred for the transfer of remuneration (transfer fee) shall be borne by the employer.
7.4.2 If the last day of the month (pay day) falls on a rest day, the transfer shall be made on the preceding working day.
7.4.3 In the event of a delay in transferring remuneration to the employee’s bank account, the employee shall be paid penalty interest for each day of delay at the rate prescribed by legislation.
7.4.4 The employer undertakes to provide the employee with monthly salary slips indicating the date of the transfer.
8. WORKING ENVIRONMENT COUNCIL, WORKING ENVIRONMENT REPRESENTATIVE, OCCUPATIONAL HEALTH SERVICE
8.1 Working environment council
8.1.1 A working environment council shall be established for occupational health and safety matters on the initiative of the employer and shall comprise an equal number of representatives designated by the employer and representatives elected by the employees. The council shall comprise four members, and their mandate shall be valid for four years from the date of approval of the membership. The Rector shall approve the members of the working environment council.
8.1.2 The employees’ representatives shall be elected to the working environment council by open vote at the employees’ general meeting. Employees may participate in the general meeting in person or through a person authorised by a letter of authorisation, in particular through working environment representatives elected in the structural unit. An election shall be deemed valid if at least 50 per cent of all employees participate in the elections.
8.1.3 Two employer’s representatives in the working environment council shall be appointed by the Rector.
8.1.4 The working environment council shall elect a chairman and a deputy chairman from among its members. The working environment council shall make decisions by consensus.
8.2 Working environment representative
8.2.1 A working environment representative is a representative elected by the employees who represents employees’ interests in matters of occupational health and safety, and whose mandate shall be valid for four years.
8.2.2 The obligations of a working environment representative are laid down in the Occupational Health and Safety Act and the university’s Occupational Health and Safety Management Regulations.
8.3 Procedure for the election of a working environment representative
8.3.1 One working environment representative shall be elected from each structural unit of the university. The mandate of a working environment representative shall be valid for four years.
8.3.2 A working environment representative shall be elected by open vote at the general meeting of the structural unit. The general meeting of the structural unit shall be convened by the head of the structural unit.
8.4 Guarantees for a working environment representative
8.4.1 A working environment representative shall have the guarantees provided by the Employment Contracts Act, the Collective Agreement and the employment contract.
8.4.2 An employer must not terminate an employment contract entered into with a working environment representative on the grounds specified in clause 92(1)4) of the Employment Contracts Act (the employee represents other employees on the basis provided by law). If an employer terminates an employment contract with a working environment representative during their term of office or within one year after the expiry of their term, it shall be deemed that the contract was terminated on the grounds specified in clause 92(1)4) of the Employment Contracts Act, unless the employer proves that the termination was based on a ground permitted by the Employment Contracts Act.
8.4.3 The employer shall allocate at least two hours of working time per week for the working environment representative to perform their duties. During this period, the employee shall continue to receive their remuneration.
8.4.4 The employer shall arrange, at its expense, the training and refresher courses necessary for a working environment representative to perform their duties.
8.5 Occupational health
8.5.1 The employer shall refer employees to a medical examination by an occupational health doctor, taking into account that each employee must undergo an occupational health check at least once every three years.
8.5.2 The employer shall pay an employee, for the second through the eighth calendar day of sickness or injury, a benefit equal to 70 per cent of the employee’s average salary, in accordance with the terms laid down in §122 of the Occupational Health and Safety Act.
9. ENTRY INTO, AMENDMENT AND SUPPLEMENTATION OF THE COLLECTIVE AGREEMENT
9.1 The party initiating bargaining shall prepare a draft collective agreement and present it in writing to the other party, together with a notice of its intention to commence bargaining.
9.2 The parties shall appoint their representatives (up to five representatives by each party) to conduct bargaining for a collective agreement.
9.3 Each bargaining party undertakes to provide the other party with all information necessary for the bargaining process. The bargaining party referring to a document shall make the document available to the other party.
9.4 The representatives, professionals, and experts of the parties participating in bargaining, as well as other parties involved in the preparation of a draft collective agreement, shall keep secret all the university’s confidential information they have received.
9.5 Minutes shall be taken of the bargaining and signed by both parties.
9.6 Bargaining shall be deemed concluded when a collective agreement is entered into, or when one party notifies the other party in writing of its decision to break off bargaining. A collective agreement shall be deemed concluded once it has been signed by the parties.
9.7 To amend or supplement the collective agreement, the parties shall submit written proposals to each other at least two weeks before the start of bargaining.
10. TERM OF VALIDITY AND PUBLICATION OF THE COLLECTIVE AGREEMENT
10.1 The Collective Agreement shall be in force from 1 January 2026 to 31 December 2027.
10.2 The Collective Agreement shall be binding on the employer, the PU, and the employees. The parties shall refrain from calling a strike during the term of the Collective Agreement.
10.3 The Collective Agreement shall remain in force in the event of a change in the name, subordination, structure, or composition of the parties, as well as in the event of termination of the employment contract concluded between the employer’s representative and an authorised representative of the PU.
10.4 Upon termination of the Collective Agreement, the parties shall comply with its terms and conditions, except for the obligation to refrain from calling a strike, until a new collective agreement is signed.
10.5 The Collective Agreement shall be made available to all employees on the employer’s website and through the trustees and the authorised representative of the PU.
10.6 The employer is required to introduce the Collective Agreement to all new employees upon commencement of employment, and to all current employees upon amendment, supplementation, or entry into a new collective agreement, and to direct employees to seminars organized by the PU.
10.7 the PU shall register the Collective Agreement in accordance with the procedure provided by law.
11. SETTLEMENT OF DISPUTES
11.1 Settlement of disputes by agreement of the parties
11.1.1 Disputes arising in the university’s structural units during the implementation of the Collective Agreement shall be resolved through negotiations between the head of the structural unit and the trustee of the PU representing that unit. Minutes of the negotiations shall be taken and signed by the representatives of both parties.
11.1.2 If the trustee of the PU and the head of the structural unit fail to reach an agreement through negotiations, further negotiations shall be held between the management board of the PU and the employer’s representatives.
11.1.3 If the representatives of the management board of the PU and the employer fail to reach an agreement on the implementation or interpretation of the Collective Agreement at the university, they have the right, depending on the nature of the dispute, to settle it according to the procedure for resolving collective labour disputes or to bring it before a court.
11.2 Resolution of collective labour disputes
11.2.1 A collective labour dispute is a disagreement between the university and the PU that arises upon the entry into or performance of a collective agreement, or upon the establishment of new working conditions.
11.2.2 Disputes arising upon the entry into a collective agreement shall be resolved in accordance with the procedure laid down in the Collective Labour Dispute Resolution Act.
12. MONITORING THE IMPLEMENTATION OF THE COLLECTIVE AGREEMENT
12.1 The authorised representatives responsible for monitoring the implementation of the Collective Agreement are: the chairman of the PU and two representatives appointed by the chairman on behalf of the PU; and the Rector and representatives appointed by the Rector on behalf of the university.
12.2 The parties shall provide each other with unhindered access to all information necessary for the performance of the Collective Agreement.
12.3 The trustee of the PU has the right to monitor the implementation of the Collective Agreement in a university’s structural unit based on the mandate granted by the employees of that unit.
The Collective Agreement and its annexes have been drawn up in three identical copies having equal legal effect: one copy is retained by the university, the second by the PU, and the third is submitted to the Ministry of Social Affairs for registration.
Tiit Land Vladimir Viies
Rector of the university Chairman of the PU
18 December 2025 18 December 2025
Annex 1
Estimated workload and classroom contact hours of academic staff
Tallinn University of Technology (hereinafter referred to as “the university”), represented by Rector Tiit Land, and the Professionals Union of Tallinn University of Technology (hereinafter referred to as “PU”), represented by the Chairman of the Management Board, Vladimir Viies, agree on the basis for the calculation of the teaching workload of the university’s academic staff as follows:
1. The main responsibilities of academic staff, including the types of classroom teaching and supervision, are laid down in the Regulation on Academic Career Management. Pursuant to the Regulation, the head of the structural unit and the immediate supervisor of an academic staff member shall, by agreement with the staff member, determine the staff member’s duties and the allocation of workload among different types of academic activity in the job description, taking into account the employee’s workload, the nature of the academic position, and the structural unit. A greater workload and performance in one type of academic activity may compensate for a smaller workload and performance in other types. In the event of changes to the principles related to this Annex to the Academic Career Management Regulation, either party may initiate negotiations to amend the Annex.
2. This Annex sets out the estimated standard working time of full-time academic staff and the corresponding teaching and supervision workload for a calendar year, by academic post. The standard classroom teaching and supervision workloads provide a framework within which the employer is entitled to expect the employee to engage in teaching. The standard workload may be exceeded by agreement with the employee.
3. The teaching workload of an academic staff member shall be calculated based on the classroom teaching hours recorded in the study information system.
4. The hourly workload for supervision of graduation theses at different levels is as follows:
4.1 at bachelor’s level 30 astronomical hours;
4.2 at master’s level 50 astronomical hours;
4.3 at doctoral level 100 astronomical hours.
5.1 The annual workload for supervision is calculated based on the recommended number of students supervised by a supervisor at different levels of study. A lecturer’s annual workload is calculated based on the total hours, not on the number of graduation theses supervised at different levels of study.
5.1 At the bachelor’s and master’s levels, the workload for supervision shall be counted as part of the lecturer’s workload if the student successfully completes their degree. At the doctoral level, the workload for supervision shall be counted if the PhD student successfully passes their annual attestation.
5.2 At the bachelor’s level, one supervisor is counted per graduation thesis. At the master’s and doctoral levels, each thesis has a principal supervisor, who may share the supervision workload with a co-supervisor, provided that at least 50% of the supervision load is counted as the workload of the principal supervisor.
6. The estimated annual standard workload of academic staff and the classroom teaching and supervision workload by type of post are set out in Table 1. The standard workloads set out in Table 1 apply to posts listed in the previous Regulation on Academic Career Management that correspond substantially to posts in the current Regulation.
7. If an academic employee’s classroom teaching load in an academic year is at least 25% below the standard load, the employee’s immediate supervisor may propose changes to the employee’s duties or workload.
8. The estimated annual working time of a post shall be calculated on the basis of the national annual working time standard, adjusted for the length of annual leave and the reduction of standard working time during the period from 24 December to 31 December, as set out in clause 6.4 of the Work Procedure Rules.
Table 1. Minimum annual classroom contact hours and supervision load of academic staff
| Post or a rank of the post | Minimum classroom contact hours in academic hours/astronomical hours | Minimum supervision workload in astronomical hours |
| Professor | 256 / 192 | 400 |
| Leading Researcher | – | 400 |
| Senior Lecturer (incl. Associate Professor) | 448 / 336 | 260 |
| Lecturer | 512 / 384 | 260 |
| Senior Researcher | 128 / 96 | 270 |
| Researcher | 128 / 96 | 90 |
| Early stage researcher | 128 / 96 | 90 |
9. Annex 1 to the Collective Agreement shall enter into force on 1 January 2026.
Tiit Land Vladimir Viies
Rector of the university Chairman of the PU
18 December 2025 18 December 2025
Annex 2
Remuneration Agreement
Tallinn University of Technology (hereinafter referred to as “the university”), represented by Rector Tiit Land, and the Professionals Union of Tallinn University of Technology (hereinafter referred to as “PU”), represented by Chairman of the Management Board, Vladimir Viies, hereinafter collectively referred to as “parties”, have entered into the following remuneration agreement.
1.1 The minimum salary rates at the university are as follows:
| Salary grade | Official title | Minimum salary rate from 01.01.2026 |
| 3 | Office assistant, skilled worker and auxiliary worker | 983 |
| 4 | Officer, office assistant, skilled worker and auxiliary worker | 1, 092 |
| 5 | Officer, office assistant | 1, 263 |
| 6 | Early stage researcher, chief officer, officer | 1, 608 |
| 7 | Lecturer, chief officer | 2, 256 |
| 8 | Researcher, lecturer (PhD), chief officer | 2, 764 |
| 9 | Professor, senior researcher, senior lecturer, head of the administrative and support structure | 2, 958 |
| 10 | Professor, head of department | 3, 150 |
| 11 | Professor, leading researcher, dean | 3, 406 |
1.2 The principles for remuneration and the effect of the minimum salary rate on remuneration are set out in the Rules for Remuneration.
1.3 Annex 2 to the Collective Agreement shall enter into force on 1 January 2026.
Tiit Land Vladimir Viies
Rector of the university Chairman of the PU
18 December 2025 18 December 2025