Frequently asked questions

Fill in the membership declaration on this website. Once the Board approves it, you will receive an email with your membership ID and access to the members’ area.

Membership gives you a real voice in employee matters. The union can hold discussions with the employer on pay, working conditions, employment standards, benefits, and other topics that are important to employees. Members can also receive support in individual work-related situations and take part in consultations, surveys, and working groups.

The basic element of membership is paying the membership fee regularly. Apart from that, you can get involved as much as you want and are able to. From time to time, we may ask members to take part in surveys, consultations, or share their opinions on important employee matters.

No. Membership does not require constant time commitment. However, you are welcome to support the organisation if you want to share an idea, information about changes in labour law, an opinion about working conditions, or a topic that should be discussed with the employer.

Yes. Membership does not depend on nationality. A person who is eligible under applicable law and the organisation’s statute may join the union.

No. Membership in a trade union is an employee right and is protected by law. The employer may not treat an employee less favourably because of trade union membership.

Yes. Members’ opinions are very important to us. We regularly communicate with members, ask for their views, and use their experience when reviewing changes, regulations, and topics that require consultation with the employer. Union Ambassadors are also available in business areas for ongoing contact.

A stronger union means a stronger employee voice in discussions with the employer. Even if the results of negotiations, such as benefits or changes in working conditions, eventually apply to a wider group of employees, achieving them depends on how strong and representative the organisation is. The more people actively support the union, the greater our ability to act.

Yes. Hybrid and remote work rules directly affect work organisation, workload, access to tools, ergonomics, and work-life balance. These topics may therefore be subject to consultation and discussion led by the union.

Yes. If digital tools, automation, or AI systems affect work organisation, performance assessment, task allocation, working conditions, or employment decisions, the union may ask about how they work and expect transparency. Employees should know how technology affects their work and rights.

If you would first like to discuss a topic without making a formal report, contact us and describe the situation to the extent you feel comfortable with. We will explain what information is needed for further action and whether the matter can be handled without disclosing your data. In individual cases, full anonymity may limit the possibility of effective intervention.

Information provided to the union is handled with due care. Access is limited to the people involved in reviewing the matter or providing support. Before taking any action towards the employer, we agree with you what information may be used in the discussion.

Cooperation takes place based on applicable law and arrangements agreed with the employer. We have a defined space for communicating with employees, organising meetings, and conducting consultations. This allows us to act in an organised, transparent, and compliant way.

Since the beginning of our activity, we have been addressing topics that are important to employees and sharing the results of our work in communications to members and, where possible, to all employees. We describe our achievements in newsletters and on the website. Follow our updates regularly: they show which topics have been raised, clarified, or resolved through joint engagement.

Yes. Whenever possible, we meet employees outside Warsaw as well, including during business department meetings and visits to other locations. If you would like to invite us to a meeting or discuss organising one, please contact us.

You can choose any contact channel. Ambassadors and the Board stay in touch with each other, so your matter will reach the right person. If we do not know the answer immediately, we consult the topic internally or use expert support, including OPZZ lawyers.

Yes. We support members in individual matters related to working conditions, pay, termination of cooperation, organisational changes, and other situations that require discussion with the employer. Each case is reviewed individually, and we look for the best possible solution.

Full individual support is available to Bayer Employees Union members. However, if the matter concerns a wider group of employees or an important collective topic, we may review it and decide whether further action is needed. We encourage you to contact us so we can understand the situation and indicate possible next steps.

Yes, we can support members in discussions related to pay. However, we cannot guarantee a specific outcome, as each situation depends on many factors. We review each case individually, discuss the arguments together, and agree on a possible way forward.

You can contact us about any work-related matter if you need consultation, discussion, support in communication with the employer, or clarification of your rights. This includes working conditions, pay, organisational changes, conflicts, termination of cooperation, regulations, and matters that may affect a wider group of employees.