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However, the right to strike is not absolute. Legislation can set the conditions for the exercise of this right, for example. B under the terms of a strike vote, strike notice, pre-conciliation procedure or mediation. In addition, restrictions on the right to strike may apply to the following categories of workers and in the following situations: Response: The ILO`s tripartite declaration on multinational enterprises and social policy („MNE declaration“) states that companies should „contribute to the implementation of the ILO`s Declaration of Fundamental Principles and Rights (FPRW) and its follow-up adopted in 1998.“ [1] The FPRW examines the importance of respect for freedom of association and the right to collective bargaining as well as other „fundamental labour standards“ with regard to child labour, forced labour and non-discrimination. Companies should „also respect the commitments they have made freely in accordance with national law and international commitments.“ [2] Promoting the recognition of the right to collective bargaining in the supply chain can be an effective way to contribute to the implementation of the 1998 declaration. Workers have the right to choose their representative for collective bargaining. [7] In order to facilitate real participation in the negotiations, workers` representatives should be allowed to prepare for the negotiations. [8] Collective bargaining includes all but the following points. Question: What information should be shared with workers` representatives for collective bargaining and bargaining? In the chapter on industrial relations, the ILO-MNE statement clarifies the importance of negotiations between representatives of the company`s management and workers` representatives on the regulation of wages and conditions of employment through collective agreements: „Workers employed in multinational enterprises should have the right to have organizations representative of their choice recognized for collective bargaining purposes, in accordance with national laws and debates.“ [3] This link provides a comparative table of the legal obligation to consult workers` representatives on collective redundancies: /public/english/dialogue/ifpdial/info/termination/downloads/table4.pdf Question: at what level should collective bargaining take place? Question: Do companies have a responsibility to promote or respect collective bargaining with respect to the principle of „promoting collective bargaining“? To what extent should a company be proactive in promoting the principle? Is it sufficient to negotiate collective agreements when workers demand it? or should a company also encourage collective bargaining between its employees and in its supply chain? In addition, voluntary bargaining of collective agreements is a fundamental aspect of freedom of association, which involves the obligation to negotiate in good faith the maintenance of harmonious labour relations. Employers and unions should negotiate in good faith and do everything in their power to reach an agreement; Genuine and constructive negotiations are a necessary element in establishing and maintaining a relationship of trust between the parties. Collective agreements should include a dispute resolution mechanism regarding their interpretation or application and the guarantee of reciprocal rights and responsibilities.

[11] In most countries, there is legislation or regulations regarding the continued recognition of the union and whether existing collective agreements remain in force in the event of closure or transfer of ownership.