The provisions of the Act on Collective Disputes Settlement are not uniform as regards their binding force towards their addressees. They contain imperative norms as well as many semiimperative ones. Despite that differentiation it is legitimate to say that absolutely binding norms have been  used by the legislator only in those cases, where it deemed that the process of resolving of collective dispute was to be strictly formalised. In many provisions however there have been included relatively binding norms since the legislator found that in order to mitigate a social conflict at an employer  the parties to the dispute, especially the employer, should have the possibility of a flexible conduct  and cannot be too much constrained by obligatory legal regulations.

The provisions of the Act on Collective Disputes Settlement are not uniform as regards their binding force towards their addressees. They contain imperative norms as well as many semiimperative ones. Despite that differentiation it is legitimate to say that absolutely binding norms have been  used by the legislator only in those cases, where it deemed that the process of resolving of collective dispute was to be strictly formalised. In many provisions however there have been included relatively binding norms since the legislator found that in order to mitigate a social conflict at an employer  the parties to the dispute, especially the employer, should have the possibility of a flexible conduct  and cannot be too much constrained by obligatory legal regulations.