Rules for reporting collective agreements with trade unions to the register

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As of 13 December 2025, new regulations have significantly changed employers’ obligations regarding collective agreements concluded with trade unions. Under the Act on Collective Labour Agreements and Collective Arrangements, employers are required to report specific agreements to the National Register of Collective Labour Agreements (KEUZP).

Importantly, registration is a prerequisite for legal effectiveness. Failure to report an agreement means it does not produce legal effects, even if it has been duly signed by the parties.

Which agreements must be reported?

The reporting obligation covers a broad range of collective agreements concluded between employers and trade unions. This includes agreements based on:

• the Labour Code

• the Teachers’ Charter

• the Act of 23 May 1991 on Trade Unions

• the Act of 23 May 1991 on the Resolution of Collective Disputes

• the Act of 13 March 2003 on special rules for terminating employment relationships for reasons not attributable to employees

• the Act of 16 April 2004 on drivers’ working time

The obligation also applies to non-statutory collective agreements, provided that they:

• regulate pay or working conditions (e.g. wage agreements),

• are concluded with a trade union,

• involve an employer, several employers, or an employers’ organisation.

  
  

Examples of reportable agreements

Agreements subject to reporting include, in particular:

• agreements on remote work rules (Article 67²⁰ of the Labour Code),

• agreements related to the transfer of an undertaking to a new employer (Article 26¹(3) of the Trade Unions Act),

• agreements defining work performed at night (Article 151⁷(4) of the Labour Code).

Important: only agreements concluded with a trade union are subject to registration. Agreements concluded with employee representatives are excluded.

What information must be included in the report?

The notification of a collective agreement or an amending protocol must include up-to-date information as of the date of conclusion, such as:

• the title of the agreement,

• the date of conclusion and entry into force,

• the duration of the agreement,

• the parties to the agreement, including registered offices and email addresses,

• the subject matter of the agreement,

• the number of persons covered (broken down by gender, age, disability, company size and sector, where available),

• the number of employers covered,

• the names of employers together with REGON numbers,

• PKD codes indicating the predominant business activity of each employer.

Information regarding the number of covered persons and employers must be updated annually by 15 February, based on the status as at 31 December of the previous year, unless no changes have occurred.

Who is responsible for reporting?

• For agreements covering a single employer – the employer submits the report.

• For agreements covering two or more employers – one of the employers or an employers’ organisation submits the report.

The agreement should clearly identify the entity responsible for reporting.

How to submit reports before KEUZP is launched?

KEUZP is scheduled to be established within two years from 13 December 2025. Until then, transitional provisions apply.

Reports must be submitted electronically to the minister responsible for labour matters, using:

• a qualified electronic signature or

• a trusted signature.

A digital copy of the agreement or amending protocols must be attached.

The minister confirms correct submission and assigns a registration number.

Reports may be submitted via:

• e-Delivery – https://www.gov.pl/web/rodzina/e-doreczenia

• Electronic Submission Box – https://www.gov.pl/web/rodzina/kontakt-elektroniczna-skrzynka-podawcza

• email: ewidencja.uzp@mrpips.gov.pl and sekretariat.DDP@mrpips.gov.pl

Important: failure to comply with the reporting obligation may result in a fine or restriction of liberty.

Legal basis

Articles 30, 31, 38 and 52 of the Act of 5 November 2025 on Collective Labour Agreements and Collective Arrangements (Journal of Laws of 2025, item 1661)