Recently, we have seen intensive legislative work in the Sejm (lower house of parliament) on bills aimed at improving the situation of workers. One such bill is the proposal concerning collective bargaining agreements.
General assumptions of the draft law
On 26 September 2025, the first reading of the bill prepared by the Ministry of Family, Labour and Social Policy, which will facilitate the conclusion and registration of collective agreements in Poland, took place in the Sejm.
As the Ministry indicated, the new regulations comprehensively regulate the conclusion, registration, and keeping records of collective agreements and arrangements. One of the main goals was to stimulate social dialogue and increase the number of collective agreements.
What are the benefits for employees and employers?
Collective agreements, by their very nature, provide for significantly better regulation of employees' legal status than the provisions of the Labor Code. They can provide, for example, for additional vacation days or bonuses. As the Ministry points out, such solutions can also contribute to facilitating work-life balance and supporting employee mental health protection.
For employers, collective bargaining agreements can make it easier to manage the workplace or maintain stable employment.
What are the most important solutions included in the project?
According to the Ministry’s position, the most important provisions of the draft act include, among others: the possibility of concluding company and multi-company collective agreements in matters not regulated by labor law, the introduction of a simplified and accelerated registration process – agreements and understandings are to be reported exclusively electronically to the National Register of Collective Labor Agreements, as well as the possibility of using the assistance of a mediator already at the negotiation stage.
The bill is currently in its first reading in the Sejm, so its final shape is not yet known and may be subject to changes in the course of further legislative work.
This article is for informational purposes only and does not constitute legal advice.
The law is current as of October 9, 2025.
Author / Editor of the series:
