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Collective Agreements Law, 5717-1957

חוק הסכמים קיבוציים, תשי"ז-1957

Published: 1957-02-28Consolidated Hebrew text as of 2026-08-11 · Last amended 2026-03-24✓ Amendment status checked against the Knesset legislation record on 2026-09-28
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Unofficial English translation — for reference only. It may contain errors or omissions and cannot be relied on as a legal text. Only the Hebrew text published in Reshumot is legally binding.More

This English text was translated from the official Hebrew using a range of translation tools, and it undergoes ongoing checks and updates. It is not a certified translation.

Despite these checks, it may contain errors, omissions, or imprecise renderings of legal terminology and cross-references, and it may not yet reflect the latest amendments. It cannot be relied upon as a legal text.

The Hebrew text as published in Reshumot (ספר החוקים) and on the Knesset website is the sole authoritative and legally binding version. In any discrepancy, the Hebrew text prevails.

This translation is provided for informational purposes only and does not constitute legal advice. For use in legal proceedings, request a certified Expert Legal Opinion.

Definition of collective agreement§

1.

A collective agreement is an agreement between an employer or an employers' organisation and a workers' organisation, made and submitted for registration under this Law, concerning the engagement of a person for work or the termination of his employment, conditions of employment, labour relations, the rights and obligations of the organisations that are parties to the agreement, or some of these matters.

Types of collective agreements§

2.

There are two types of collective agreements:

(1)a special collective agreement – for a particular enterprise or a particular employer – between an employer or an employers' organisation representing the employer and the representative workers' organisation of the workers to whom the agreement shall apply;
(2)a general collective agreement – for the whole territory of the State or part thereof, for particular branches of work or for all branches of work, where the agreement is between the representative workers' organisation in the branch of work or in the territory concerned and the employers' organisation therein, all as the case may be.

Representative organisation for a special collective agreement§

3.

A representative workers' organisation for the purposes of a special collective agreement is the workers' organisation among whose members is counted the greatest number of organised workers to whom the agreement shall apply, or which represents them for the purposes of that agreement, provided that that number is not less than one-third of all the workers to whom the agreement shall apply.

Representative organisation for a general collective agreement§

4.

A representative workers' organisation for the purposes of a general collective agreement is a workers' organisation among whose members is counted the greatest number of organised workers to whom the agreement shall apply.

Change in representativeness does not affect agreement§

5.

Where a collective agreement has been made, it shall be deemed valid even if, during the period of its validity, a workers' organisation loses the characteristics making it a representative organisation under sections 3 or 4.

Plea of incapacity barred after signing§

6.

A plea that a workers' organisation that is a party to a collective agreement was not, at the time of the making of the agreement, a representative workers' organisation for the purposes of that agreement shall not be heard except from another workers' organisation.

Collective agreement must be in writing§

7.

A collective agreement shall be in writing, and the same applies to any amendment thereof or extension thereof.

Collective agreement by way of accession§

8.

It is permissible to make a special collective agreement also by the following means:

(1)signing an instrument of accession to agreed rules concluded between a workers' organisation and an employers' organisation on matters capable of being the subject of a collective agreement;
(2)signing an instrument of accession to an existing special collective agreement.

Exemption from stamp duty§

9.

A collective agreement, as well as an agreement amending or extending a collective agreement, shall be exempt from stamp duty.

Registration§

10.
(a)Within two months of the date of signing, a copy of every collective agreement, of agreed rules and an instrument of accession as referred to in section 8, shall be submitted, in the manner prescribed by Regulations, to the Minister of Labour, or to a person appointed by the Minister for that purpose, for registration; the same applies to an instrument of amendment, cancellation or extension of the said documents.
(b)The obligation to submit a registrable document as referred to in subsection (a) shall apply to each of the parties thereto; if one of them has submitted it, the others are exempt.
(c)The Chief Supervisor of Labour Relations under the Settlement of Labour Disputes Law, 5717-1957, may extend the period referred to in subsection (a) or in section 10b(a) if the Chief Supervisor finds that it is justified in the circumstances of the matter.
(d)The Minister of Labour shall publish, in the manner to be prescribed by Regulations, a notice of the submission of a registrable document as aforesaid for registration.

Inspection§

10a.

Any person may inspect a collective agreement registered under section 10 or an arrangement of which notice was given as referred to in section 10b.

Duty of notification§

10b.
(a)An employer in public service who employs one hundred workers or more is required to notify the Minister of Labour, or a person appointed by the Minister for that purpose, of every written arrangement that is not a registrable document under section 10, concerning the wages or social conditions of all his workers or a category of them, within two months of the date of signing of the arrangement.
(b)The Minister of Labour may, by Order, with the approval of the Labour Committee of the Knesset, exempt, with or without conditions, an employer or a category of employers from the application of the provisions of subsection (a), whether generally or in respect of a particular arrangement or category of arrangements.
(c)"Public service", for the purposes of this section –
(1)an audited body within the meaning thereof in paragraphs (1) to (5) of section 9 of the State Comptroller Law, 5718-1958 [Consolidated Version];
(2)a corporation established or recognised by a law dedicated to it;
(3)a corporation whose management of business is subject to supervision or audit under a law dedicated to businesses of the type it manages.
(d)The Minister of Labour shall prescribe by Regulations, for the purposes of the notification referred to in subsection (a), the manner of its delivery, the particulars to be included therein and the documents to be attached thereto.
(e)A person who contravenes a provision of this section or an Order made thereunder shall be liable to a fine of 10,000 pounds.
(f)For an offence under subsection (e), a person who, by virtue of his position as a manager or senior employee, was responsible for compliance with the provisions of this section or an Order made thereunder shall also be liable, and where there is no such manager or senior employee – the person who signed the arrangement on behalf of the public service, all subject to proof that he took reasonable measures to prevent the offence or that the offence was committed owing to a factor beyond his control.

Commencement of an agreement§

11.

The commencement of a collective agreement is from the day fixed for that purpose in the agreement, and if no date is fixed, from the day of its signing.

Agreement for a fixed period and agreement for an indefinite period§

12.

A collective agreement may be for a fixed period specified therein or for an indefinite period, or part of it may be for one and part for the other.

Period of validity of a collective agreement for a fixed period§

13.

A collective agreement for a fixed period whose period of validity has expired, where one of the parties to the agreement did not give written notice to the other party at the proper time of the expiry of its validity, shall continue to be valid as a collective agreement for an indefinite period; the time for notice of expiry is as specified in the agreement, and if the agreement contains no such specification – at least two months before the expiry of the validity of the agreement.

Period of validity of a collective agreement for an indefinite period§

14.

A collective agreement for an indefinite period may be cancelled by either party by giving the other party prior notice at the time specified for that purpose in the agreement, and if the agreement contains no such specification, at least two months before the day of cancellation; however, the validity of a collective agreement made ab initio for an indefinite period is at least one year.

Scope of a special collective agreement§

15.

A special collective agreement applies to –

(1)the parties to the agreement;
(2)employers represented, for the purposes of that agreement, by an employers' organisation that is a party to the agreement;
(3)all workers of the categories included in the agreement, employed by an employer who is a party to the agreement or who is represented as referred to in paragraph (2), in the occupations or positions included in the agreement.

Validity of a general collective agreement§

16.

A general collective agreement applies to –

(1)the parties to the agreement;
(2)employers, in the branches or territory included in the agreement, who were, at the time of the signing of the agreement, members of the employers' organisation that is a party to the agreement, or who became members during the period of validity of the agreement, except members expressly excluded from the agreement;
(3)all workers of the categories included in the agreement, employed by an employer as referred to in paragraph (2), in the occupations or positions included in the agreement.

Proof of membership in an organisation§

17.

For the purposes of section 16, a written confirmation by a workers' or employers' organisation that a particular person is a member thereof, or was a member thereof at a particular time, shall be sufficient proof of his membership.

Change of employers§

18.

Where an enterprise changes hands or is divided or merged, the new employer shall be regarded as an employer to whom the collective agreement applies.

Rights and obligations of an employee and an employer§

19.

Provisions of a collective agreement concerning conditions of employment, termination of employment, and personal obligations imposed under those provisions on an employee and an employer and rights conferred upon them (hereinafter – personal provisions), shall be deemed a contract of employment between every employer and every employee to whom the agreement applies, and their force shall continue even after the expiry of the collective agreement, so long as they have not been lawfully altered or cancelled; participation in a strike shall not be deemed a breach of a personal obligation.

Prohibition of waiver of rights§

20.

Rights conferred upon an employee by personal provisions of a collective agreement are not capable of being waived.

Preservation of rights§

21.

A collective agreement may add to the rights of an employee established by law but may not derogate from them.

Contract of employment and collective agreement§

22.

A provision in a contract of employment that differs from a personal provision in a collective agreement applicable to the parties to the contract – the provision in the collective agreement prevails; where the alteration is to the benefit of the employee, the provision in the contract of employment prevails, provided there is nothing in the collective agreement that expressly precludes that alteration.

Conflict between agreements§

23.

Where more than one collective agreement applies to an employee, the provision that is to the benefit of the employee is followed.

Damages§

24.

Notwithstanding any law, a workers' organisation or an employers' organisation shall not be liable in damages for breach of its obligations under a collective agreement, except to the extent that it has expressly undertaken liability therefor in a general collective agreement.

Authority to extend a collective agreement§

25.

The Minister of Labour may, on his own initiative or at the request of a party to a general collective agreement, extend, by Order, the scope of application of any provision of a general collective agreement (hereinafter – extension order), if in his opinion it is appropriate to do so having regard to the number of employees and employers to whom the collective agreement in question applies and to the weight of the agreement in regulating labour relations and in determining conditions in the labour market; the Minister may do so whether the agreement is in force or whether its force is conditional upon the issue of an extension order.

Procedure for issuing an Order§

26.

The Minister of Labour shall not issue an extension order unless he has published, one month beforehand, in Reshumot (Official Gazette) and in any additional manner that appears to him appropriate, a written notice of his intention to do so, and once published – any interested person may appeal against the issue of the Order to the Minister in the manner to be prescribed by Regulations; the Minister of Labour shall not publish such a notice until he has consulted the workers' organisation representing the largest number of employees in the State and the representative national employers' organisations that in the Minister's opinion are concerned in the matter.

Special provisions regarding the extension of a general collective agreement made by reason of the special situation in the home front§

26a.
(a)In this Section –

"the declaration of a special situation in the home front" – the declaration of a special situation in the home front pursuant to section 9c of the Civil Defence Law, of the eleventh of Adar 5786 (28 February 2026);

"a general collective agreement made by reason of the special situation in the home front" – a general collective agreement whose subject-matter, as referred to in Section 1, derives principally from the special situation in the home front declared in the declaration of a special situation in the home front, including from directives issued pursuant to section 9d(a) of the Civil Defence Law or from reserve service during the period of the declaration of a special situation in the home front;

"Civil Defence Law" – the Civil Defence Law, 5711-1951.

(b)Notwithstanding the provisions of sections 26 and 34, where the Minister of Labour is satisfied that a general collective agreement is a general collective agreement made by reason of the special situation in the home front and that there is urgency in issuing an extension order in respect thereof, the following provisions shall apply:
(1)the notice of the Minister of Labour of his intention to issue an extension order in respect of the agreement (in this Section – the notice) shall be published in Reshumot (Official Gazette); the notice shall state that the agreement is a general collective agreement made by reason of the special situation in the home front, and that the Minister of Labour is satisfied that there is urgency in extending the scope of its application, and shall also state the final date for submitting an appeal against the issue of the extension order as referred to in paragraph (2);
(2)an appeal within the meaning of section 26 against the issue of the extension order shall be submitted to the Minister of Labour, online, not later than four days from the date of publication of the notice of the Minister of Labour pursuant to paragraph (1) in Reshumot (Official Gazette), or at a later date specified by the Minister of Labour in the notice;
(3)the Minister of Labour may issue the extension order even before one month has elapsed from the date of publication of the notice in Reshumot (Official Gazette), provided that at least seven days have elapsed from that date.
(c)Notwithstanding the provisions of sections 10 and 34 regarding the submission of a collective agreement for registration, where a notice of the Minister of Labour of his intention to issue an extension order pursuant to subsection (b)(1) has been published, the following provisions shall apply:
(1)a claim of eligibility of a workers' organisation pursuant to section 6, relating to the general collective agreement made by reason of the special situation in the home front, shall be submitted not later than the date for submitting an appeal pursuant to subsection (b)(2) and shall be determined before the issue of an extension order as aforesaid;
(2)registration of the general collective agreement made by reason of the special situation in the home front shall be effected not later than the date on which an extension order is issued in respect thereof, if issued.

Conditions for the issue of an extension order§

27.

The Minister of Labour shall not issue an extension order unless the following conditions are fulfilled:

(1)the provisions of the collective agreement in question that are the subject of the extension order do not prejudice a person's right to work by reason of his membership or non-membership in a workers' organisation;
(2)the provisions of the collective agreement that are the subject of the extension order are not in contradiction to an international labour convention ratified by Israel;
(3)the Labour Relations Council operating under the Labour Disputes Resolution Law, 5717-1957 (hereinafter – the Council), has deliberated on the matter and its opinion has been brought before the Minister of Labour; the Council may delegate its authority under this paragraph to a committee of its members comprising equal numbers of employee representatives and employer representatives;
(4)the Minister of Labour has decided on the appeal submitted pursuant to section 26.

Extension order§

28.
(a)An extension order shall be published in Reshumot (Official Gazette) and shall specify the provisions that have been extended and the categories of employees and employers to whom the Order applies.
(b)An extension order may provide that its commencement – in respect of provisions as detailed below – shall precede the date of its publication, back to the date of commencement of the provisions of the agreement extended therein:
(1)a provision of a general collective agreement concerning one of the following:
(a)a cost-of-living increment;
(b)compensation for price increases;
(c)a minimum wage;
(2)a provision of a general collective agreement applying to several branches, which in the opinion of the Minister of Labour and Welfare is justified to provide shall have retrospective commencement, having regard to the number of parties to the agreement and the nature of the provision.
(c)Where an extension order has been published with retrospective commencement as referred to in subsection (b), the employer may pay the differentials arising from the retrospective commencement of the Order in equal and consecutive monthly instalments, the number of which equals the number of months that have elapsed from the date of commencement of the Order until the date of its publication, and for this purpose a part of a month shall be deemed a full month; the first monthly instalment shall be paid on the date on which the wages for the month in which the said Order was published are due, or ten days after the date of its publication, whichever is the later; each subsequent monthly instalment shall be paid on the date on which the wages for that month are due; any such instalment and any shekel interest as referred to in subsection (d) that have not been paid by the ninth day following the date on which they are due as aforesaid shall be deemed withheld wages within the meaning of the Wage Protection Law, 5718-1958.
(d)To the differentials arising from the retrospective commencement of a provision as referred to in subsection (b) there shall be added shekel interest as defined in the Interest and Linkage Law, 5721-1961, in respect of the period from the date of commencement of the extension order until the date on which the differentials were paid or the date on which they are due pursuant to subsection (c), whichever is the earlier, and the provisions of that Law shall apply in respect of such interest, with the necessary modifications; this subsection shall not apply in respect of differentials which, under the extended provisions of the collective agreement, are to be paid retrospectively without linkage differentials or interest, as the case may be.

Presumption of validity§

29.

Once an extension order has been published as aforesaid, its validity is not open to challenge.

Effect of an extension order§

30.
(a)Once an extension order has been issued, the provisions of the collective agreement extended by the Order shall apply to all employees and all employers to whom the Order applies, and they shall be deemed part of the contract of employment between those employees and those employers.
(b)The provisions of subsection (a) do not derogate from the right of an employee under a provision in a contract of employment or a collective agreement that grants more favourable conditions.

Lapse of an extension order§

31.

When the force of a collective agreement in respect of whose provisions an extension order was issued expires, the extension order lapses and a notice thereof shall be published in Reshumot (Official Gazette).

Cancellation of an extension order§

32.

Where the Minister of Labour considers that the circumstances referred to in section 25 no longer exist, he may, after consulting the Council and also the workers' organisation representing the largest number of employees in the State and the representative national employers' organisations that in the Minister's opinion are concerned in the matter, cancel the extension order, and a notice of the cancellation and its date shall be published in Reshumot (Official Gazette), provided that the date of cancellation shall not precede the date of publication.

Continued force of personal provisions§

33.

Where an extension order lapses under section 31 or is cancelled under section 32, the personal provisions of the collective agreement extended by the Order continue in force as part of the contracts of employment that were in existence while the Order was in force, so long as they have not been altered or cancelled by new contracts of employment.

Supervisory committee§

33a.

In respect of any general collective agreement for which an extension order has been issued, the Minister of Labour may appoint a supervisory committee of three:

(1)a representative of the Minister of Labour, who shall be the chairperson;
(2)a member recommended by the workers' organisation that is a signatory to the extended collective agreement;
(3)a member recommended by the employers' organisation that is a signatory to the said agreement.

Registration and publication§

33b.

A supervisory committee shall maintain a register of the enterprises to which the extension order applies and shall publish the list of enterprises in the manner directed by the Minister of Labour.

Application of an extension order to an enterprise and supervision of its implementation§

33c.
(a)A person authorised by the Minister of Labour to be an inspector may require from any enterprise information in order to ascertain whether an extension order applies to the enterprise and whether the provisions of the Order are being observed in the enterprise, and may also, for that purpose and after giving prior notice, enter any enterprise, examine its owners, managers and employees, and inspect the books and documents of the enterprise relating to the employees of the enterprise.
(b)An inspector shall not disclose anything that has come to his knowledge by virtue of his functions under subsection (a) except in the discharge of a duty imposed upon him by law.

Jurisdiction of the court§

33d.

The Regional Court within the meaning of the Labour Court Law, 5729-1969 (hereinafter – the Court), has exclusive jurisdiction to determine whether an extension order applies to an enterprise and also in a claim by an employee, an employer or an inspector in any matter arising from the provisions of sections 33b and 33c.

Provisions concerning procedures for the settlement of disputes§

33e.

Where procedures for the settlement of disputes have been prescribed in a collective agreement in respect of which an extension Order has been issued, the Minister of Labour may prescribe, with respect to the provisions that have been extended, all or some of them, that for the purposes of the enterprises to which the Order applies —

(1)the supervisory committee shall serve as the body for the settlement of disputes as aforesaid in place of the body prescribed in the collective agreement, and that procedures different from those prescribed in the collective agreement shall apply;
(2)a right or obligation of an employee or employer which, under an extended provision, is conditional upon the consent of a workers' organisation or an employers' organisation, shall be conditional upon the consent of the employer or the workers' committee at the workplace, as the case may be, and if there was no workers' committee at the workplace — upon agreement between the employee and the employer.

Powers of a supervisory committee§

33f.

The powers of a supervisory committee with respect to the settlement of disputes, the rules of procedure before it and the status of its decisions shall be as those of the body it comes to replace as stated in section 33e, and if it has replaced several such bodies — as those of the body that makes the final determination among them, all with the necessary modifications.

Organisational-professional handling fees to an employers' organisation§

33g.
(a)The Minister of Labour may prescribe by Regulations, with the approval of the Labour Committee of the Knesset, provisions concerning the obligation of an employer to whom an extension Order applies to pay organisational-professional handling fees to the employers' organisation that is a party to the extended collective agreement, all at the rate and on the conditions so prescribed; the Regulations may apply to categories of employers, branches of work, branches of the economy, geographical areas or specific employers, except for an enterprise or employer who is a member of an organisation of enterprises or employers specified in the Regulations as aforesaid.
(b)The Labour Court shall have exclusive jurisdiction to adjudicate disputes arising from the provisions of subsection (a).

The right to activity or membership in a workers' committee or a workers' organisation§

33h.

Every employee has the right to act towards the organisation of employees in a workers' committee and in a workers' organisation, to be a member of a workers' committee and of a workers' organisation, and to act within their framework.

Initial organisation — obligation to conduct negotiations with a representative workers' organisation§

33h1.
(a)An employer is obliged to conduct negotiations on the matters listed in section 1 with a representative workers' organisation under section 3, in the course of initial organisation at his workplace; nothing in the provisions of this section shall obligate an employer to sign a collective agreement with a workers' organisation in the course of initial organisation.
(b)In this section, "initial organisation" — the organisation of a workers' organisation that has become representative under section 3, at the employer's workplace.

Prohibition of preventing entry§

33i.

An employer shall not prevent a representative of a workers' organisation from entering a workplace at which an employee is employed, for the purpose of advancing the right referred to in section 33h and for the purpose of advancing employees' interests, having regard to the needs of the work and the privacy of the individual.

Prohibition of harm to an employee with respect to membership or activity in a workers' committee or a workers' organisation§

33j.
(a)An employer shall not dismiss an employee, shall not worsen an employee's conditions of employment, and shall not refrain from engaging a person for work, by reason of any of the following:
(1)his membership or activity in a workers' organisation;
(2)his activity for the purpose of establishing a workers' organisation;
(3)his refraining from being a member of a workers' organisation or the cessation of his membership in a workers' organisation;
(4)his membership in a workers' committee or his activity in a workers' committee operating within the framework of a workers' organisation; for this purpose, a workers' committee shall be regarded as operating within the framework of a workers' organisation if the chairperson of the workers' organisation or a person on its behalf has given written notice confirming this;
(5)his activity for the purpose of establishing a workers' committee.
(b)In this section, "conditions of employment" — including promotion at work, vocational training or professional advancement, severance pay, benefits and payments given to an employee in connection with retirement from work.

Jurisdiction and remedies§

33k.
(a)A Regional Labour Court shall have exclusive jurisdiction to hear civil proceedings for a breach of the provisions of sections 33i and 33j and may —
(1)grant an injunction or a mandatory order; the provisions of this paragraph shall have effect notwithstanding the provisions of section 3(2) of the Contracts (Remedies for Breach of Contract) Law, 5731-1970;
(2)award compensation, even if no monetary damage has been caused, at such rate as it deems appropriate in the circumstances of the matter.
(b)
(1)Where a Regional Labour Court has found that an employer has breached the provisions of sections 33i or 33j, it may order the offender to pay compensation that is not dependent on damage (in this section — exemplary damages), in an amount not exceeding NIS 50,000; however, the court may award, for such a breach, exemplary damages in an amount exceeding NIS 50,000 provided it does not exceed NIS 200,000, having regard to the severity of the breach or its circumstances;
(2)nothing in the provisions of paragraph (1) shall derogate from an employee's right to compensation or any other remedy under any law, for the same breach; however, the court shall not award compensation under that paragraph in a class action as defined in the Class Actions Law, 5766-2006;
(3)when coming to award exemplary damages against an employer for a breach of the provisions of section 33j as referred to in paragraph (1), the court may take into account the fact that the employer was convicted for the same act and the fine imposed upon him;
(4)when coming to impose a fine on an employer convicted of an offence under section 33n, a court or a Regional Labour Court may take into account the fact that exemplary damages under this section have been awarded against the employer, by a final judgment, for the act for which he was so convicted;
(5)the amounts specified in this section shall be updated on 1 January of each year (in this subsection — the update date), in accordance with the rate of increase of the new index compared with the base index; for this purpose —

"index" — the consumer price index published by the Central Bureau of Statistics;

"new index" — the index most recently published before the update date;

"base index" — the index published in July 2009.

Right of action§

33l.

Actions for a breach of the provisions of sections 33i and 33j may be brought by —

(1)the employee or the job-seeker;
(2)a workers' organisation.

Limitation§

33m.

A Regional Labour Court shall not entertain a civil claim for a breach of the provisions of sections 33i and 33j after three years have elapsed from the day on which the cause of action arose.

Penalties§

33n.
(a)One who refrains from engaging a person for work, worsens an employee's conditions of employment or dismisses an employee by reason of any of the following, is liable to a fine as referred to in section 61(a)(2) of the Penal Law, 5737-1977 (hereinafter — the Penal Law):
(1)his membership in a workers' organisation or a workers' committee;
(2)his refraining from being a member of a workers' organisation;
(3)the cessation of his membership in a workers' organisation.
(b)An employer who contravenes a provision in a valid general sectoral collective agreement, the application of which has been extended by a valid extension Order under section 25, and which expressly prescribes an addition to the minimum wage set under the Minimum Wage Law, 5747-1987, is liable to a fine as referred to in section 61(a)(3) of the Penal Law.

The law applicable to the State§

33o.

For the purposes of sections 33h to 33n, the law applicable to the State as employer is the same as that applicable to any other employer.

Non-application§

33p.

Sections 33h to 33o shall not apply to a person who is prohibited from organising under any law.

Implementation and regulations§

34.

The Minister of Labour is charged with the implementation of this Law and may make Regulations on any matter relating to its implementation, but the Minister of Labour shall not make Regulations under section 26 except after consultation with the workers' organisation representing the largest number of employees in the State and with the representative national employers' organisations which, in the opinion of the Minister, have an interest in the matter.

Transitional provisions§

35.

This Law does not apply to agreements made before its commencement, but shall not affect the validity thereof.

Commencement§

36.

This Law shall come into force on the 28th of Adar Aleph 5717 (1 March 1957).

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