Social dialogue is a forum for presenting positions and exchanging information between central and local government administration, employers’ organizations and employees. The parties discuss professional relations, working conditions, wages and social benefits, as well as other economic policy issues or directions of development that are of interest and competence to all parties.

Social dialogue can take many forms:

• negotiations

They are usually attended by the social partners, but at the national level a third party – the government – also participates. The goal of negotiations is usually to reach a compromise that will guarantee social peace. Negotiations may also concern substantive matters and mutual relations between the parties. Their result should be an agreement binding all parties to the negotiations.

• consultation

They involve the same participants as negotiations, but do not necessarily lead to an agreement, although the parties usually honor their outcome.

• opinions

Representatives of the state administration take the initiative to get to know the opinions of trade unions and employers’ organizations on the government’s policy. The positions of the social partners are not absolutely binding on the government. However, the principles of giving opinions are most often regulated by law, which also defines the matters on which the government is obliged to consult.

• informing

Representatives of the state administration provide information to the social partners, either on their own initiative or at the request of interested parties. The presentation of information does not involve the obligation to listen to the position of the party, but it is common practice to ask additional questions and conduct a short discussion.

Conditions for the success of social dialogue:

Firstly, workers’ and employers’ organizations participating in the dialogue should be fully independent. They should also have appropriate structures at the national level, representative and capable of transferring the concluded arrangements to a lower level of the organization. Finally, the social groups on behalf of workers’ and employers’ organizations should empower them to do so.

Secondly, the relationship between the partners should be characterized by a relative balance – there can be no situation where one of the parties dominates the other. Therefore, the participants in the dialogue should be equal before the law. In addition, the parties should be guided by the principles of mutual trust, respect and dialogue in good faith. They should also be oriented towards reaching a compromise – with a large divergence of positions – at least on fundamental issues. Finally, they must be ready to respect the agreements they have made.

Thirdly, the dialogue should concern issues open to discussion – the issues raised cannot be regulated unilaterally by the state. The rules by which it is conducted should be clearly defined and accepted by the parties. They must not conflict with applicable regulations. It is also important to build appropriate structures and institutions for dialogue and to ensure its substantive and logistic service at an appropriate level.

Source:https://odpowiedzialnybiznes.pl/hasla-encyklopedii/dialog-spoleczny/

Supported by Norway through Norway Grants 2014-2021, in the frame of the Programme “Social Dialogue – Decent Work”.