Collective agreements are legally binding. The party empowered to conclude a collective agreement may not refuse to conclude collective bargaining if it seeks to conclude a new collective agreement or if the amendment of an existing collective agreement is necessary because of a substantial change in the economic situation of an employer or the deterioration of the situation of workers. Please contact your bargaining team if you have any questions or would like more information about the collective agreement. Labour relations in Poland can be described as a mixture of pluralism, neoconpoatism and statism, which is reflected in the diversity of the names used, including “illusory corporatism” (Est, 2000), “pluralism” (Meardi, 2002) or “false corporatism” (King, 2007). For Bechter, Brandl and Meardi (2012), Poland (like other Central and Eastern European countries, EEC) is a “mixed” or “empty” case. Recent analyses indicate that symptoms of neo-statism (with a growing voluntarism of the state) are appearing (Czarzasty, Mrozowicki 2018). Polish labour relations combine a high degree of decentralisation of collective bargaining with the relatively weak institutions of social dialogue at national level (Social Dialogue Council, RDS and former Tripartite Commission for Social and Economic Affairs, TK) and underdeveloped collective bargaining at sectoral level. Most collective bargaining will take place at company level.