A collective dispute always concerns the interests of a larger group of employees – it does not serve to resolve an individual employee’s problem. Employees cannot independently conduct a collective dispute in the same way as a trade union organization, which is necessary when attempts to reach an agreement with the employer do not yield results.

Under the terms set out in the Act on the Resolution of Collective Disputes, unions can conduct a dispute concerning, among other things:

• working conditions,
• remuneration,
• social benefits,
• union rights and freedoms.

A collective dispute has specific stages:

1. Negotiations

The first step consists of discussions with the employer aimed at resolving the problem and reaching an agreement.

2. Mediation

If negotiations do not lead to a resolution, mediation involving a mediator can be conducted.

3. Arbitration

In specific situations, arbitration can be used.

4. Strike

A strike can be a last resort in a collective dispute if the required legal conditions have been met.

Only a trade union can represent employee interests in a collective dispute and during a strike.