The structure of collective bargaining following the Labor reform of 2021

Abstract

The disappearance of the applicative priority of the enterprise collective agreement regarding pay does not itself guarantee the existence of a minimum wage within the sector or the development of a correct relationship between the sectoral and enterprise levels. Achieving these aims involves updating the articulated collective bargaining projects contained in the framework agreements, as well as a rethinking of the rules of concurrence, especially in the case of the prior in tempore, given the uncertainties raised by the complex game of changes in bargaining unit, which lack any appropriate legal regulations, as well as its constantly changing jurisprudential interpretation.