Disclosure focus
This disclosure asks an organisation to explain how much of its workforce is covered by collective bargaining agreements. In practice, the point is to show the extent of negotiated terms and conditions across the organisation, rather than simply stating that some agreements exist. The report should make clear whether coverage is broad or limited, and whether it applies to employees in many parts of the business or only in particular locations, functions, or business units.
The practical focus is on coverage, not just the presence of a union relationship or a single agreement. An organisation should be able to describe the scope of coverage in a way that helps readers understand how representative it is of the workforce as a whole. If coverage differs across operations, countries, or sites, that variation should be clear so the reader can see where bargaining arrangements are widespread and where they are more limited.
This LRA educational guidance supports disclosure preparation. For the exact requirements, always refer to the official GRI source.
Before you start
A quick mental checklist before you prepare this disclosure — tick each as you settle it.
Preparation
Key datapoints to prepare
＋ Show GRI 2-30 sub-elements (LRA working checklist)
For staff outside any union deal, state whether their pay and working terms are set by using agreements that apply to other staff or by using agreements from other organisations.
Show what share of the workforce is covered by union-negotiated agreements.
How to prepare it
1Set the reporting boundary first: decide which employees are in scope for this disclosure and keep that scope consistent across both parts of the answer.
2Define the coverage measure you will use: count the workforce included in the total employee base, then identify the share whose pay and conditions are covered by a collective agreement.
3Gather the supporting records: use HR, payroll, labour-relations, or legal documents that show who is covered and how the coverage percentage was calculated.
4Prepare the two required outputs: give the percentage figure for covered employees, and for everyone outside that coverage state whether their employment terms are set by agreements used for your other staff or by agreements from other organisations.
5Record any exclusions, assumptions, or changes in method: explain if any employee groups were left out of the count, or if the calculation basis changed from the prior period.
6Check the final disclosure against the source material: confirm the percentage is shown with the correct unit, the narrative answer is complete, and the wording matches the underlying records without adding unsupported detail.
Request the data
Request the employee coverage and pay-setting basis data
Translate the disclosure into an internal business question — then adapt it to your organisation's own language.
What share of our workforce is covered by a union or other pay-and-conditions agreement, and how do we set terms for everyone else?
Use your organisation’s own terms first, then map them to the reporting question. For example, you may talk about union recognition, staff agreements, site-level deals, or local labour arrangements rather than using framework language. Keep the wording aligned to how HR, payroll, employee relations, or local sites actually record this information, and check the official source before sign-off.
Weak request
Can you provide the collective bargaining agreement disclosure data?
Why it fails: This uses framework language only, so the owner may not know which internal records to pull, which employee groups to include, or how to describe the basis used. It also does not separate the coverage figure from the explanation for employees outside the arrangement.
Better request
Please send the employee agreement coverage figures for [reporting period] from HRIS or your local employee relations records: total employees in scope, number and percentage covered by a union deal, staff agreement, or similar arrangement, plus a short note on how terms are set for employees outside those arrangements. Include the source, boundary, counting basis, and any exceptions, using your internal labels first and a mapping note where needed.
Industry examples
Draft your disclosure
Notes that turn data into a disclosure
LRA training templates — adapt them to your organisation, and check the official source before sign-off.
Method note
State how the workforce total was defined, how bargaining coverage was identified, and how employees outside coverage were assessed for the basis used to set their terms and conditions.
Context note
Explain what the coverage percentage says about the reach of employee bargaining arrangements and how the approach for uncovered staff affects consistency in employment terms.
Fluctuation statement
If the coverage rate moved materially, note whether this was driven by hiring, restructuring, changes in bargaining scope, or a different mix of employees outside coverage.
Content index entry
GRI 2-30 Collective bargaining agreements — [location / page] / [notes]
Download Centre
Preparation tools & forms
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Assurance readiness
For each claim, check the evidence
Evidence pack to prepare
Common reporting gaps
A percentage is stated without the underlying counts (numerator and denominator).The denominator — what the figure is a share of — is not explained.Partial scope is reported as if it were complete coverage.One-off activities are counted as if they were ongoing programmes.Boundary or period changes that move the figure are not flagged.Exclusions from the reported scope are not listed or explained.
Common gaps
Mistakes to avoid when collecting the data
Wrong owner for the headcount
The team asks payroll, HR or legal for the figure without first naming who holds the employee coverage list and the agreement records.
Using framework language instead of site terms
People ask for the data in reporting jargon, so the business cannot tell which employee groups, contracts or locations are meant.
No clear boundary for who is in scope
The count is pulled from a mixed population because no one has fixed which workers, entities or countries belong in the calculation.
Timing basis is not aligned
The percentage is built from figures taken at different dates, so the covered headcount and the total employee base do not match the same period.
Different counting bases get mixed
One source uses full-time equivalents while another uses individual employees, which makes the coverage percentage unreliable.
Original source labels are lost
The team copies numbers into a spreadsheet but drops the contract names, site codes or employee group tags that show where each figure came from.
Separate populations are merged
Employees covered directly and employees whose terms follow another agreement are blended together, so the two data points can no longer be prepared separately.
Evidence details are not captured
The file keeps the final number but not the supporting extracts, date stamps or version notes needed to show how it was built.
No sign-off trail is kept
The draft is circulated informally and no one records who checked the source data, challenged the assumptions or approved the final input.
Where judgement is often needed
Define the employee base before calculating coverage
Set out which workers sit in the headcount for the percentage, and explain any exclusions or inclusions so readers can see how the denominator was built.
Decide how to treat people moving in or out of the group
If a business bought, sold, or restructured parts of the workforce during the period, explain whether the coverage figure reflects the opening position, closing position, or a period average, and why.
Handle country-by-country labour rules consistently
Where local labour arrangements use different labels or legal forms, explain the rule used to decide what counts as a bargaining arrangement for reporting purposes.
Separate direct coverage from inherited terms for others
For staff outside any agreement, state clearly whether their pay and conditions follow the same deal as covered colleagues or are taken from another employer’s arrangement.
Choose one cut-off point for the reporting date
If coverage changes near period end, explain the date used to lock the population and the agreement status, so the percentage is not based on mixed timing.
Use estimates only where the source data is incomplete
If the workforce count or coverage status cannot be measured exactly, disclose that an estimate was used, the basis for it, and whether it was applied across all sites or only some.
Round in a way that does not distort the picture
State the rounding approach for the percentage and make sure any rounded figure still matches the underlying headcount logic.
Aggregate enough to protect personal data
When a small team or site could make individuals identifiable, combine the figures at a higher level and explain the aggregation rule used.
Examples
Illustrative examples
Synthetic, written by LRA — not from a company report, not text from any standard.
Illustrative (synthetic) example — Manufacturing
*Illustrative only.* We reviewed our workforce arrangements for the year and found that 72% of our employees were in roles where pay and core terms were set through a union-negotiated agreement. For the remaining 28%, we used the same employment terms as those agreed for our union-covered staff, rather than terms taken from another employer’s agreement. This means our non-covered employees were aligned to our own negotiated framework.
Synthetic example for practitioner training only; figures are internally consistent and the wording is intentionally generic.
Illustrative (synthetic) example — Retail
*Illustrative only.* In our group, 45% of employees were covered by collective bargaining arrangements during the reporting period. For the 55% outside those arrangements, we set their working conditions by reference to the agreements that apply to other employees in our business, not by using agreements from outside organisations. In practice, this meant the same internal framework was used across the wider workforce.
Synthetic example for practitioner training only; figures are internally consistent and the wording is intentionally generic.
Company reports
How companies report GRI 2-30
Real reports where this topic is disclosed. These are report practice, not exact disclosure templates to copy.
Aleatica
Ground Transportation — Highways and Railtracks · Mexico / Spain · 2024
Aleatica’s Sustainability Annual Report 2024 provides a clear percentage value for employees covered by collective bargaining agreements, broken down by country, as shown on page 207. The report also references collective bargaining in relation to occupational health and safety and worker involvement on page 208. However, there is no quotable narrative explanation or detailed discussion of the collective bargaining process or its impacts found in the report.
SQM / Sociedad Química y Minera de Chile
Mining — Rare Minerals / Precious Metals / Gems · Chile · 2024
SQM's Sustainability Report 2024 provides a clear figure for the number of employees covered by collective bargaining agreements, reporting a total of 3,316 on page 100. Additionally, the report notes that 77.6% of employees in Chile are unionized and covered by such agreements, as indicated on page 13. However, the report lacks a detailed narrative explanation about the collective bargaining process or its broader implications, with no quotable evidence found elsewhere in the document.
Indra Sistemas, S.A.
Software and Services · Spain · 2025
Indra Sistemas, S.A.'s Sustainability Report 2025 provides clear evidence that 100% of employees in Germany are covered by collective bargaining agreements, as shown on page 266. The report also includes a narrative commitment to fostering work environments that support collective bargaining and dialogue (p.215). However, the report does not provide comprehensive data on collective bargaining coverage for countries other than Germany, leaving the overall global coverage unclear.
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Check your understanding
Scenarios to work through
A group has 240 employees in total. Of these, 180 are covered by a union-negotiated pay and conditions arrangement, while 60 are not. The reporting team is preparing the workforce section and has the headcount data ready.
QWhat figure should be disclosed for the share of employees covered, and what should the team do with the 60 employees who are outside that arrangement?
Reveal model answer →Hide answer ↑The disclosed figure should be 75% because 180 out of 240 employees are covered. For the 60 employees who are not covered, the team should also explain whether their pay and working terms are set by using the arrangements that apply to other employees in the organisation, or by using arrangements from another organisation.
Why this matters · Give the coverage percentage, then explain the basis used for the remaining employees’ working terms.
A business has staff in three countries. In one country, all employees are covered by a bargaining arrangement; in the other two, none are. The preparer is unsure whether to report only the covered group or to address the uncovered staff as well.
QHow should the disclosure be framed so it covers both parts of the workforce?
Reveal model answer →Hide answer ↑The disclosure should include the overall percentage of employees covered across the whole workforce, not just the covered country. It should also state how the terms for employees outside any bargaining arrangement are set: either by reference to arrangements used for other employees in the organisation, or by reference to arrangements from another organisation.
Why this matters · Report the workforce-wide coverage rate and separately explain the rule used for people who are outside coverage.
A company has 100 employees. Forty are covered by a bargaining agreement. For the other 60, HR says their pay is set by a market benchmark, not by any bargaining arrangement used elsewhere in the group or by another employer’s arrangement.
QCan the preparer describe the basis for the uncovered employees using that market-benchmark approach in this disclosure?
Reveal model answer →Hide answer ↑No. The disclosure needs to state whether the organisation uses bargaining arrangements that cover its other employees, or bargaining arrangements from other organisations, as the basis for the uncovered employees’ working conditions and terms. A market-benchmark approach does not answer that specific point, so it should not be presented as the response to this item.
Why this matters · The second part is about whether bargaining arrangements are used as the reference point, not about general pay-setting methods.
A preparer has confirmed that 90% of employees are covered by bargaining arrangements. However, the narrative draft only says that the organisation has a strong employee relations framework and does not mention how the remaining 10% are treated.
QWhat extra information is needed before the disclosure is ready for sign-off?
Reveal model answer →Hide answer ↑The draft still needs a clear statement on the employees who are not covered. It should say whether their working conditions and employment terms are determined by bargaining arrangements that apply to other employees in the organisation, or by bargaining arrangements from another organisation.
Why this matters · A coverage percentage alone is not enough; the treatment of uncovered employees must also be explained.
Framework references
Related framework references
How this disclosure maps across the major reporting frameworks.
Primary
Related & explore
Organizational details → Guide ✓Nomination and selection of the highest governance body → Guide ✓Chair of the highest governance body → Guide ✓Role of the highest governance body in overseeing the management of impacts → Guide ✓Delegation of responsibility for managing impacts → Guide ✓Role of the highest governance body in sustainability reporting → Guide ✓Show all 29 related disclosures →
FAQ
Questions this page answers
For GRI 2-30, what exactly should I prepare before drafting the disclosure?+−
Use the page’s plain-language explainer and step-by-step preparation section to identify the two datapoints to gather: union coverage rate and the basis for any non-covered terms. The page is designed to help you turn those inputs into a draft, not to replace your own reporting judgement.
How do I calculate the union coverage rate for GRI 2-30 using this page?+−
The page tells you to prepare a union coverage rate, but it does not set out a calculation formula. Use the workbook and the preparation steps to define your own method consistently, then document it in the evidence pack.
What does the page mean by the basis for non-covered terms in GRI 2-30?+−
The page flags this as a datapoint to prepare, so you should explain the basis you used for terms that are not covered in the union coverage rate. Keep the explanation clear, consistent, and supported by evidence in case it is reviewed.
Who should own the GRI 2-30 data collection and sign-off process?+−
The page is set up for sustainability, HR, and data owners to work together, so ownership should sit with the person who can evidence the figures and methodology. The workbook can help you assign tasks and track sign-off before the draft is finalised.
What evidence should I keep to make a GRI 2-30 disclosure assurance-ready?+−
The page includes an evidence pack with five items and four assurance claims to verify, each framed around claim, risk, and evidence. Use those materials to build a file that shows where the numbers came from and how the disclosure was checked.
What are the common mistakes to avoid when preparing GRI 2-30?+−
The page lists common reporting gaps and mistakes, so it is meant to help you spot issues before submission. A practical approach is to check the draft against the preparation steps, the assurance claims, and the evidence pack.
How do I use the Prep & Assurance workbook for GRI 2-30?+−
The Download Centre includes a Prep & Assurance workbook in .xlsx format, which is intended to support preparation and assurance readiness. Use it to organise the datapoints, evidence, and review steps before turning the information into a draft.
What can I use the printable Library Card for when drafting GRI 2-30?+−
The Download Centre also provides a printable Library Card in .pdf format. It is there as a practical reference alongside the workbook, the explainer, and the draft-output section when you are preparing the disclosure.
Does the page give an example of what a GRI 2-30 disclosure could look like?+−
Yes. It includes synthetic illustrative example disclosures, including a quantitative table, so you can see how the information might be presented in practice without treating the example as a real company disclosure.
How do I turn the GRI 2-30 data into a draft disclosure?+−
The page has a draft-output section with visualisation ideas, narrative starters, and a GRI content-index line. Use those prompts to shape the wording and presentation once your data, methodology, and evidence are in place.
More questions this page can help with
What should I check before I finalise a GRI 2-30 draft from the workbook?How do I build an evidence pack for GRI 2-30 assurance review?What are the four assurance claims to verify for GRI 2-30?How should HR and sustainability teams split responsibilities for GRI 2-30?What are the most common reporting gaps in GRI 2-30 disclosures?How do I use the synthetic example table on the GRI 2-30 page?What should go into the GRI 2-30 content-index line in the draft output?Where can I find real published reports that disclose GRI 2-30?What does the plain-language explainer on GRI 2-30 help me do?How do I document the basis for non-covered terms in GRI 2-30?What should I include in the GRI 2-30 assurance-ready file?How can the GRI 2-30 page help me avoid incomplete reporting?
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