In accordance with national laws and dissent, measures should be taken to allow voluntary negotiations between company representatives and workers` representatives on the regulation of wages and conditions of employment through collective agreements. [6] When considering the issue of balancing derogatory agreements in the court of human rights, it should also be stressed that night work, which goes beyond eight hours and up to 24 hours, can be agreed, in accordance with Article 50, paragraph 4, of the Court, or in an individual employment contract. , either as part of a collective agreement. Article 51, paragraph 6, of the Court also authorizes the application of collective agreements and collective agreements for the distribution of daily rest in a non-law (minimum six-hour prohibitions). Unlike many other EU Member States, Estonia has remained faithful to the traditional role of collective agreements that applied until the early 1990s. This applies both to the content of the agreements and to the role of the agreement by derogation from the court`s mandatory provisions (including to the detriment of the worker). Answer: The ILO`s Tripartite Statement of Principles on Multinational Enterprises and Social Policy (“MNE Declaration”) states that companies should “contribute to the implementation of the ILO Declaration on Fundamental Principles and Workplace Rights (FPRW) adopted in 1998 and its follow-up.” [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. In many European countries, regardless of the legislative initiative, the practice of moving from centralized collective agreements (at state and branch level) to enterprise-level agreements is not so common.