This presentation, based on an ongoing research project on robotisation and AI at work, examines how Swedish unions engage with the introduction of robotization and AI in workplaces, highlighting the implications for labor relations and the Nordic model. The increasing use of automation raises critical questions about sustainable work life—not just in terms of physical demands but also psychosocial well-being (Alasoini, 2022; Persson et al., 2022). While technological advancements promise increased efficiency and improved ergonomics, they also reconfigure workplace power dynamics, affecting worker autonomy and union influence (Brougham & Haar, 2018; Frey & Osborne, 2017). In labor markets characterized by strong collective agreements, such as Sweden, robotization presents both opportunities and challenges for union strategies.

The presentation draws on qualitative interviews with union representatives from different labor market segments and organizational levels, from national leadership to workplace representatives. A key theme emerging from the study is concern over the lack of union involvement in decision-making processes surrounding new technology. Many interviewees express frustration that AI and robotic systems are implemented without sufficient foresight, as companies often acquire new technologies without fully considering their long-term consequences for work organization.

Additionally, robotization is not always driven in a top-down managerial fashion but often introduced by IT departments, internal project organizations, or external technology providers. This decentralized implementation process means that technological change often bypasses traditional negotiation structures, creating barriers for union influence. Common challenges include lack of dialogue time, resource constraints, and a lack of shared understanding between local union representatives and management about which technological changes require negotiation.

At the same time, the study highlights potential opportunities. Some unions are working to integrate robotization into ongoing workplace dialogues on work environment and organizational change, ensuring that automation aligns with worker interests rather than merely serving efficiency goals. Since new technologies can both improve and challenge working conditions, unions are exploring how to secure proactive involvement in shaping these transitions.

The findings also raise broader concerns about the future of the Nordic labor market model. Traditionally, union-employer cooperation has shaped technological change through social dialogue and collective bargaining, but as decision-making becomes increasingly fragmented and influenced by external actors, traditional governance structures face new pressures.  By examining union strategies, workplace decision-making, and the evolving nature of technological change, this presentation contributes to research on labor relations, digital transformation, and the role of collective bargaining in shaping the future of work.