Mediation as an Amicable Way of Settlement in Individual Disputes in Labour Law

Full text

Mediation as an Amicable Way of Settlement in Individual Disputes
in Labour Law
Prof. Włodzimierz Broński, Maciej Jarota, PhD 
Abstract
In Poland mediation is an important method of amicable settlement of individual
disputes in the field of labour law. The study presents the basic institutions typical of
mediation proceedings in labour disputes. The presented elements are: the essence of
mediation, the role and the method of appointing the mediator, and the course of
mediation proceedings, including the variants of its completion. The issue of
remuneration of the mediator and other expenses related to conducting mediation is
also discussed.
Key words: mediation, individual disputes, labour law, mediator, settlement
 The John Paul II Catholic University of Lublin, valter@kul.pl

Mediation as an Amicable Way of Settlement in Individual Disputes
in Labour Law
1. Introduction
In Poland mediation is regulated by the provisions contained in articles 1831 -
18315 and in article 476 of the Act of 17 November 1964 - the Code of Civil Procedure
(hereinafter CCP).1 For the purposes of this study, only legal regulations on the use of
mediation in individual labour disputes have been presented.2
First of all, the fundamental difference between individual and collective disputes
initiated by the trade union that arise in the workplace should be emphasized. In
contrast to an individual dispute, an employee as a unit cannot be a party to a
collective dispute, regulated in the Act of 23 May 1991 on the resolution of collective
disputes (hereinafter ARCD)3, hence he cannot initiate a collective dispute.
A collective dispute is a legal concept, separate from an individual labour dispute.
The main criterion distinguishing it from the individual dispute is collectivity.4 This
applies both to entities, especially the employee side, and to the subject of the dispute,
which in the light of article 1 of the ARCD may only be working conditions, wages,
social benefits and union rights and freedoms. In a collective dispute employees act as
a collective entity sharing a goal that is related to the subject of their demand.5
According to art. 4 § 1 of the ARCD it is not permissible to conduct a collective
1 Dz. U. of 2014, item 101 as amended.
2 The study presents mediation between an employer and an employee. A different example of
mediation used inside the workplace between individual employees and the employee at the managerial
position is the use of mediation proceedings in the Children's Home in Zakopane. At the request of the
Head of the Tatra County, mediation was organized between the employees and the Headmistress. The
dispute mainly concerned the organizational aspects of the facility. In their case the employer's conflict
was not resolved, J. Słowik, Dyrektorka z Domu Dziecka zwolniona z domu dziecka. Przekonuje, że to
kara za jej dobre serce, http://krakow.onet.pl/dyrektorka-domu-dziecka-zwolniona-z-pracy-przekonuje-
ze-to-kara-za-jej-dobre-serce/f0h0pt, accessed on 27 April 2017
3 Dz. U. of 2015, item 295 as amended.
4 Legal regulations do not indicate how many employees are considered as a “collective”. Using plural
form is essential. It emphasizes one of the basic criteria that distinguish collective disputes from
individual disputes. See: J. Żołyński, Ustawa o rozwiązywaniu sporów zbiorowych. Komentarz,
Warszawa 2012, p. 22; A.M. Świątkowski, Ustawa o rozwiązywaniu sporów zbiorowych, [in:]
Zbiorowe prawo pracy. Komentarz, J. Wratny, K. Walczak (eds.), Warszawa 2009, p. 268.
5 H. Lewandowski, Ustawa o rozwiązywaniu sporów zbiorowych. Komentarz, [in:] Prawo pracy
(Zestaw nowelizujący Nr 110), Z. Salwa (ed.), vol. III, Warszawa 2008, p. III/E/148.

dispute in order to support demands of individual employees, if their resolution is
possible in proceedings before a dispute resolution body for employees' claims.
In article 476 of the CCP the legislator separated the definition of "labour law
cases" and the concept of an employee. In fact, the legislator set the personal and
material scope of individual labour disputes resolved by the competent labour courts.6
These include cases related to claims concerning the employment relationship or an
employee's claims regarding payment of compensation under separate provisions on
benefits in respect of accidents at work and occupational diseases. For example, some
of the most common labour disputes concern claims for declaring a dismissal notice
to be ineffective and for reinstatement or damages.7 On the other hand, for example,
under the Act of 30 June 2000 - Industrial Property Law8, the issue of remuneration
for the use of inventions, even those whose creator is an employee, are not such
disputes, but constitute civil matters recognized by relevant civil courts.9
Undoubtedly, however, mediation may be conducted in matters resolved in the civil
proceedings, provided that settlement is admissible in them, including in labour
disputes referred to in article 476 of the CCP. Exceptionally, for example, matters
relating to social security in the Polish legal reality cannot be solved through
mediation, because pursuant to article 47712 of the CCP it is not possible to terminate
them through preparing and signing a settlement.
2. The essence and the principles of mediation
Mediation in individual disputes in the field of labour law was introduced by the
Act of 28 July 2005 amending the Code of Civil Procedure and some other acts.10 Its
regulation in the generally applicable provisions of law implements, among others,
the recommendations of the Council of Europe and of the European Union.11
6 K. Weitz, Komentarz do art. 476 Kodeksu postępowania cywilnego, [in:] Komentarz do Kodeksu
postępowania cywilnego. Postępowanie rozpoznawcze, T. Ereciński (ed.), vol. III, Warszawa 2016, p.
629.
7 Judgement of the Supreme Court of 5 Nov. 1979, I PRN 133/79, OSNCP 1980, no 4, item 77.
8 Dz. U. of 2013, item 1410 as amended.
9 Resolution of the Supreme Court of 26 Nov. 2002, III PZP 21/02, OSNP 2003, no 12, item 286 with
a gloss by P. Grzegorczyk, PiP 2004, z. 3, p. 127 and next.
10 Dz. U. No 172, item 1438.
11 T. Ereciński, Komentarz do art. 1831 Kodeksu postępowania cywilnego, [in:] Komentarz do
Kodeksu postępowania cywilnego. Postępowanie rozpoznawcze, T. Ereciński (ed.), v. II, Warszawa
2016, p. 21.

Based on article 3 of Directive 2008/52/EC of the European Parliament and of the
Council of 21 May 2008 concerning certain aspects of mediation in civil and
commercial matters12, mediation means organized voluntary action13, regardless of its
name or designation, in which at least two parties try to independently reach an
agreement to resolve their dispute, using the mediator's help. Therefore, mediation is a
way of resolving the dispute through conversations with the participation of a third
party. The parties are still the basic participants in the dialogue and they make
decisions as to how to end the dispute.14 Mediation presupposes the participation of a
third party in the dispute, and that party’s function is to facilitate reaching an
agreement.15 In Latin it means "being in the middle".16 There is no definition of legal
mediation in Poland. According to literature, this is a form of dispute resolution or
negotiations supported by a third party.17 The literature emphasizes that mediation is
primarily aimed at helping parties in the process of communication, when it has been
suspended or disturbed by the existing situation. It is emphasized that mediation is a
dispute resolution technique that aims to reduce the intensity of negative emotions or
reduce its violence.18 It helps in finding an agreement acceptable to the parties.19
Mediation is an amicable form of resolving employee disputes. Its importance is
confirmed by article 243 of the Act of 26 June 1974 - the Labour Code20, where the
employer and the employee should strive to amicably resolve a dispute arising from
the employment relationship. Violation of the mentioned legal regulation does not
cause negative consequences for its addressees.21
12 Dz. U. UE. L 136, 24.05.2008, pp. 3-8. See: on mediation on the basis of Directive 2008/52/EC,
[in:] R. Morek, Dyrektywa Parlamentu Europejskiego i Rady 2008/52/EC z 21.5.2008 r. o niektórych
aspektach mediacji w sprawach cywilnych i handlowych: nowy etap rozwoju mediacji w Europie,
„ADR Arbitraż i Mediacja” 2008, no 3, pp. 93-103.
13 Directive 2008/52/EC replaced mediation as a process with understanding it as a procedure, which
should be assessed positively, as the method in question is a deformalised, devoid of rigour way of
settling disputes, in contrast to typical court proceedings, e.g. in civil courts, conducted in accordance
with specific legal regulations, M. Romanowska, Miejsce mediacji wśród ADR w Wielkiej Brytanii i w
Polsce, „ADR Arbitraż i Mediacja” 2010, no 1, p. 102.
14 H. Lewandowski, Ustawa o rozwiązywaniu sporów…, p. III/E/158-35.
15 M. Szymczak, Słownik języka polskiego PWN, Warszawa 1992, p. 133.
16 K. Kumaniecki, Słownik łacińsko - polski, Warszawa 1990, p. 305.
17 W. Broński, Negocjacje i mediacje w administracji publicznej, [in:] Encyklopedia prawa
administracyjnego, M. Domagała, A. Haładyj, S. Wrzosek (eds.), Lublin 2010, p. 307.
18 L. Cichobłaziński, Mediacje w sporach zbiorowych, Częstochowa 2010, p. 43.
19 K.W. Baran, K. Flaga - Gieruszyńska, Postępowanie pozasądowe i przesądowe w sprawach z
zakresu prawa pracy, [in:] System prawa pracy, Procesowe prawo pracy, K.W. Baran (ed.), v. VI,
Warszawa 2016, p. 88.
20 Dz. U. of 2014, item 1502 as amended.
21 K.W. Baran, K. Flaga – Gieruszyńska, Postępowanie pozasądowe i przedsądowe…, p. 88.

The term mediation is sometimes used in literature interchangeably with
conciliation, equated, in turn, with reconciliation.22 As has already been mentioned,
mediation is characterized by the participation of a third party who does not suggest
the idea of resolving the dispute without the parties’ consent, but focuses on
improving their communication and helps them find the right solution to the dispute.
In turn, conciliation is usually conducted by the conciliator23 proposing an agreement
with specific content to the parties24. In the light of the amendment to the CCP of
201525, in particular the linguistic interpretation of article 1833a of the CCP, according
to which the mediator, at the joint request of the parties, may indicate ways of
resolving the dispute, one must agree with the thesis that there is no fundamental
difference between these concepts.26 Conciliation can be considered a qualified form
of mediation.27
In Polish labour law mediation in individual employee disputes is voluntary.
Mediation may be conducted in court proceedings as a result of a court referral (the
so-called court mediation) or under a mediation agreement concluded between the
parties to the dispute (out-of-court mediation).28 The parties undertake in a specific
case that before submitting the claim to court they will conduct mediation under the
22 P. Jermakowicz, Mediacje w sporach zbiorowych, Warszawa 2011, p. 16.
23 Instead of a conciliator, conciliation may be conducted by, e.g. a special commission.
24 L. Krysińska - Wnuk, Mediacja w rozwiązywaniu sporów zbiorowych - wybrane zagadnienia, [in:]
Prawo pracy. Refleksje i poszukiwania. Księga jubileuszowa Profesora Jerzego Wratnego, G. Uścińska
(ed.), Warszawa 2013, p. 243.
25 The discussed changes entered into force on 1 Jan. 2016 on the basis of the Act of 13 Oct. 2015 on
the amendment of some acts in connection with the support of amicable dispute resolution methods ,
Dz. U of 2015, item 1595.
26 In favour of separating the definition of mediation from the definition of conciliation: Z. Kmieciak,
Mediacja i koncyliacja w prawie administracyjnym, Kraków 2004, p. 28; A. Wach, Delimitacja
mediacji i koncyliacji jako samodzielnych form ADR, „Radca Prawny” 2005, no 2, p. 105. Indicate the
indistinguishability of the above concepts: A. Zienkiewicz, Studium mediacji. Od teorii ku praktyce,
Warszawa 2007, pp. 53-54; A. Szumański, Koncyliacja jako forma rozstrzygania sporów
gospodarczych, „Monitor Prawniczy” 1997, no 2, p. 60. A. Szumański emphasizes that the
characteristic feature of conciliation (mediation) is that it is voluntary, which is acceptable on the basis
of the Code of Civil Procedure, because mediation in individual labour disputes is optional. It should
also be noted that, e.g. the most popular form of conciliation in Japan chotei has been the method used
for settling disputes since the Middle Ages. According to it a third party proposes specific projects of
settlement to parties to the disputes, which may indicate the dissimilarity of the institution of
conciliation from mediation in this respect, as in: A. Wach, Delimitacja mediacji…, p. 103; See: art.
183a of the CCP.
27 Z. Kmieciak, Mediacja i koncyliacja…, p. 28; T. Cyrol, Facyliacja a koncyliacja - jak mediować,
aby robić to skutecznie, „ADR Arbitraż i Mediacja” 2013, no 3, pp. 23-24, that treats conciliation
where the conciliator suggests a solution to the dispute as the so-called conciliatory mediation, which
may indicate that conciliation is a qualified form of mediation.
28 Art. 1831 § 2 of the CCP.

pain of raising a charge within the meaning of article 2021 of the CCP in case of not
fulfilling this obligation.29
The optional nature of the mediation procedure in the event of referral by the
court to mediation is confirmed by article 1831 §1 of the CCP and the wording of
article 1838 § 3 sentence 2 of the CCP, according to which mediation is not
conducted, if a party does not agree to mediation within one week from the date of
delivery of the decision on referral to mediation. However, in practice the wording
"does not agree" raises serious reservations. According to the first position, this means
that the mediation process cannot start if the parties do not make a clear statement of
consent to mediation.30 The second view indicates that submitting the consent in
writing is not required, but it can be presumed that if the parties appear at the first
meeting, they express their silent approval for the use of mediation.31 It seems that the
ratio legis of the analysed regulation, i.e. conducting deformalised mediation if there
is no objection from any of the parties, argues for the recognition of the last view of
the doctrine as justified. Voluntary mediation in labour disputes, which are resolved in
accordance with the provisions of the CCP typical for civil disputes, corresponds to
Directive 2008/52/EC.
Mediation is confidential. The legislator, pursuant to article 1834 §1 of the CCP,
confirmed that mediation proceedings are not public. The confidentiality is that the
information provided to the mediator in connection with the mediation procedure
conducted by him cannot be disclosed to third parties. It also applies to parties to the
proceedings, who are not entitled to share the information obtained in the course of
mediation with external entities. The mediator, the employee and the employer have
the obligation to keep confidential, in particular, information that was obtained during
mediation meetings.32 It is also unacceptable to record the course of mediation in the
form of a video or an audio file for this purpose.33 The confidentiality principle also
applies to storing documentation that originates from mediation in such a way that
third parties will not have access to it.34 It is to ensure that mediation, as an alternative
29 K. Gonera, Mediacja według projektu zmian kodeksu postępowania cywilnego, [in:] Arbitraż i
mediacja w polskim prawie pracy, G. Goździewicz (ed.), Lublin 2005, p. 78.
30 As in: M. Manowska, Komentarz do Kodeksu postępowania cywilnego, Warszawa 2015, p. 522.
31 As in: K. Antolak - Szymański, O.M Piaskowska, Mediacja w postępowaniu cywilnym. Komentarz,
Warszawa 2017, Lex no 519454.
32 Cf.: E. Gmurzyńska, Mediacja w sprawach cywilnych w amerykańskim systemie prawnym -
zastosowanie w Europie i w Polsce, Warszawa 2007, p. 373.
33 P. Waszkiewicz, Zasady mediacji, [w:] Mediacje. Teoria i praktyka, Gmurzyńska, R. Morek (eds.),
Warszawa 2014, p. 100.
34 Standard IV, [in:] M. Bobrowicz, Mediacja - jestem za, Warszawa 2008, p. 160.

way of resolving the dispute, is so attractive that the parties want to use it already at
the stage of their conflict.35
3. The mediator
According to article 1839 § 1 of the CCP, if the parties have not chosen a
mediator, the court, while referring the parties to mediation, appoints a mediator with
appropriate knowledge and skills in conducting mediation in cases of a given type,
taking into account the permanent mediators in the first place. According to article
1832 § 1 and 2 of the CCP, the mediator may be a natural person with full legal
capacity and exercising full public rights, but he cannot be a judge, except for a
retired judge. Within the meaning of article 157a of the Act of 27 July 2001 - Law on
the Ordinary Courts Organisation36, the permanent mediator may be a person who has
the knowledge and skills in conducting mediation, is 26 years old, speaks Polish, was
not validly convicted of intentional crime or intentional fiscal offence and was entered
on the list of permanent mediators kept by the president of the regional court. Based
on article 1832 § 3 of the CCP, lists of permanent mediators may be kept and
mediation centres may be created by non-governmental organizations, in the scope of
their statutory tasks, and by universities. Information on the lists of permanent
mediators and on the newly-created mediation centres should be passed to the
president of the regional court.
A mediator should be impartial, which means that he cannot take into account the
interests of only one party during the mediation, but should be an ally of each of them
in equal measure.37 A mediator is an intermediary between the parties, not the
arbitrator of the dispute in which they participate.38 The responsibility for a positive
end to mediation rests with the parties, and not with the mediator.39 In accordance
with the Standards of Mediation and Mediator’s Conduct of 26 June 2006, if a
mediator is not able to conduct mediation impartially, he has an obligation to
35 K. Gonera, Mediacja…, p. 81.
36 Dz. U. of 2016, item 2062 as amended.
37 W. Broński, Mediacja w rozwiązywaniu sporów zbiorowych, "Roczniki Nauk Prawnych" 26 (2016),
no 4, p. 39.
38 A. Budniak, Zasady mediacji w polskim i niemieckim postępowaniu cywilnym - szkic
prawnoporównawczy, „ADR Arbitraż i Mediacja” 2012, no 2, p. 120.
39 W. Broński, Negocjacje i mediacje w administracji…, p. 307.

withdraw from the proceedings. If mediators believe that there is a conflict of interest
of a professional or personal nature with the parties or their representatives, they do
not undertake mediation or withdraw from its continuation.40
In the Polish legal reality a mediator should also be neutral in relation to the
subject of the dispute. Neutrality is a concept which is very complex and difficult to
define. It may concern many aspects of mediation proceedings. The neutrality of the
mediator may be affected by a special relationship between the mediator and the other
party41, e.g. at the employer-employee level. If such a relationship is obvious, e.g. due
to the mediator's professional subordination, the mediator should exclude withdraw
from mediation. Neutrality may also refer to the problem concerning the subject of a
dispute in which the mediator participated in the past.42 It means that he has no
connection to the subject of the dispute, and consequently there is no personal interest
in any specific solution to it.43
The applicable legal regulations do not impose any specific qualification
requirements that the mediator should meet.44 The actions aimed at regulating the
legal status of the mediator in this respect are manifested, among others, through the
current wording of article 157a of the Law on the Ordinary Courts Organisation and
the work of the Social Council on Alternative Methods for Solving Conflicts and
Disputes - the advisory team of the Minister of Justice, that developed: Training
Standards for Mediators45, the Code of Ethics of Polish Mediators46 and the Standards
of Mediation and Mediator’s Conduct quoted earlier. It is worth noting the
introduction of autonomous rules for the conduct of mediators in individual mediation
centres. These issues are defined, among others, by the Code of Ethics of the National
40 Respectively Standard III E and III B of „Standardów prowadzenia mediacji i postępowania
mediatora” adopted by the Social Council on Alternative Methods for Solving Conflicts and Disputes
at the Ministry of Justice, [in:] M. Bobrowicz, Mediacja…, pp. 159-160.
41 E. Gmurzyńska, Mediacja w sprawach cywilnych…, p. 376.
42 Ibidem.
43 P. Waszkiewicz, Zasady mediacji…, p. 97.
44 Http://www.mediacje.lex.pl/czytaj/-/artykul/zawod-mediatora-wymaga-glebokiej-reformy, accessed
on 22 Apri 2017. Only art. 1839 § 1 of the CCP indicates that if the parties have not chosen the
mediator, the court, when referring them to mediation, appoints the mediator who has adequate
knowledge and skills for conducting mediation in a given type of cases.
45 Http://www.ms.gov.pl/Data/Files/_.../mediacje/.../standardyszkoleniamediatorow.pdf, accessed on
22 April 2017.
46 Http://www.ms.gov.pl/Data/Files/_public/mediacje/adr1/kodeksetyczny.pdf, accessed on 22 April
2017.

Association of Mediators47 and the Code of Ethics of the Arbitrator (Mediator) of the
National Court of Arbitration48 in Warsaw.
In the doctrine there is a position indicating that a mediator needs to have legal,
psychological and economic knowledge. He also should have organizational,
negotiation, communication, sociological and psychological skills49 and the right
personality.50 Above all, he is expected to have a greater distance towards the
disputable situation, respect for interlocutors, high personal culture, be loyal and
honest.51
In the Polish legal system there is no law on self-government of mediators. The
legislator did not establish a legal definition of this type of profession. The failure to
regulate the existence of the professional self-government of mediators52 in a separate
legal act provides grounds for believing that it is a mistake to submit a thesis on the
admissibility of qualifying a mediator as one of the professions of public trust,
together with, for example, doctors, advocates or legal advisors within the meaning of
article 17 of the Constitution of the Republic of Poland of 2 April 1997.53 However,
the mediator should act in accordance with the ethical norms characteristic of the
function he performs.54
In part of Europe the issue of the legal status of people practising the profession
of mediator, especially in civil matters, is defined by legal regulations included in a
specially designed Act55 that describes only those institutions that are dedicated to
47 Http://www.mediacje-ksm.pl/115/print/, accessed on 22 April 2017.
48 Http://www.arbiter.org.pl/etyka.htm, accessed on 22 April 2017.
49 Z. Kmieciak, Mediacja i koncyliacja…, p. 32.
50 M. Derlacz, Spory zbiorowe, litera prawa, praktyka stosunków pracy, propozycje nowych
rozwiązań, „Polityka Społeczna” 2009, no 4, p. 38.
51 L. Krysińska - Wnuk, Mediacja w rozwiązywaniu sporów zbiorowych…, p. 248.
52 W. Broński, P. Sławicki, Mediator czy potrzebna specjalna ustawa?, „Rzeczpospolita” of 12 March
2014, electronic issue: http://www.prawo.rp.pl/artykul/1093170.html?print=tak&p=0, accessed on 22
April 2017.
53 Dz. U. of 1997, No 78, item 483 as amended. According to art. 17 § 1 of the Constitution of the
Republic of Poland, occupational self-governments may be created through legal acts for professions of
public trust, supervising the proper performance of these professions within the limits of the public
interest and for its protection.
54 See: M. Koszowski, Prawno - etyczne aspekty wykonywania zawodu mediatora (zasady etyki
mediatora) z uwzględnieniem standardów europejskich, „ADR Arbitraż i Mediacja” 2008, no 4, pp.
103-117.
55 It should be noted that unjustified criticism was given to the lack of regulations regarding the
mediator's qualifications in Directive 2008/52/EC. It seems that in this respect, the introduction of
formal requirements at the EU level, which should be met by mediators, including those conducting
mediation in collective disputes, should remain in the decision-making competence of national
legislators. The diversity of amicable dispute resolution procedures in Europe is significant, thereby
harmonizing the status of mediator could lead to many problems of interpretation in the context of
different European legal mechanisms. In addition, art. 4 of the Directive imposes on Member States

mediation. In other countries it is subjected to analysis within the framework of laws
specific for a particular type of proceedings.56 In Bulgaria, according to article 8 sec. 1
of the Act on Mediation, a mediator may be a person with no criminal record who has
completed appropriate training for mediators, has not been deprived of the right to
pursue a profession or other activity and entered into the list of mediators kept by the
Minister of Justice. In the case of foreigners, they must additionally have a permit for
a longer or permanent stay in the Republic of Bulgaria.57 In Cyprus, in the field of
civil and commercial mediation, a lawyer with at least two years of experience can be
a mediator and has to be entered into the relevant registry in accordance with article 3
§2 of the Act on the aspects of mediation in civil and commercial matters.58 In the
Czech Republic the person applying for the so-called mediator's license, after paying
the fee, may take the professional mediator's examination conducted by the competent
minister.59 In Romania, in article 7 of Act No. 192/2006 on mediation and
organization of the mediator profession, the requirements for mediation were
regulated whose fulfilment is necessary for acting as a mediator. According to them, a
mediator may be a person who is of an appropriate age and has been approved as a
mediator. According to the criteria provided in the Act, in order to perform this
function this person should have full legal capacity, higher education, three years of
work experience, impeccable reputation and health.60
In Poland, in the current discussion, it is postulated, among others, that the
profession of mediator should be performed by persons with appropriate training61,
e.g. after completing postgraduate studies in court and out-of-court mediation62. At the
same time, it is irrelevant to the quality of the proceedings whether the candidate for
measures to support and control the quality of work of mediators. Therefore, the states have received
the task to prepare autonomous legal solutions regarding the status of the mediator profession, Cf.: M.
Romanowska, Miejsce mediacji wśród ADR…, p. 102.
56 See: the states where separate acts on mediation are in force and the states where the status of
mediator is regulated by acts on a specific procedure, [in:] G. De Palo, M.B. Trevor, EU Mediation.
Law and Practice, Oxford 2012, pp. 417-581.
57 S. Aleksandrova, Bulgaria, [in:] EU Mediation…, G. De Palo, M.B. Trevor (eds.), pp. 431-432.
58 M. Patsalidou, Cyprus, [in:] EU Mediation…, G. De Palo, M.B. Trevor (eds.), p. 440.
59 B. Heyninck, V. Vanišová, Czech Republic, [in:] EU Mediation…, G. De Palo, M.B. Trevor (eds.),
p. 452.
60 The Romanian legislator indicated very precisely in art. 8 - 16 of the Act what professional
preparation a mediator should have, see: A.C. Ciucā, C.A. Garvilā, Romania, [in:] EU Mediation…, G.
De Palo, M.B. Trevor (eds.), pp. 530-533.
61 See: A. Bieliński, Mediator w sprawach cywilnych - wybrane zagadnienia regulacji polskich i
obcych, „ADR Arbitraż i Mediacja” 2008, no 3, pp. 30-33.
62 E.g. as in: L. Mazur, Ustawa o zawodzie mediatora - czy jest potrzebna?,
http://www.centrumars.confer.uj.edu.pl/documents/5575639/c5814bf0-4a59-4464-ae8f-d1a2a845ec62,
accessed on 22 April 2017.

mediator graduated from law studies. Essentially, the criteria that a person has to meet
in order to become a mediator do not need to be determined by regulations of a
separate act.63 It is enough to settle this matter by way of clarification in the Law on
the Ordinary Courts Organisation. The lack of proper preparation can do a lot of harm
to the parties to the proceedings, for which, consequently, liability for damages under
article 471 of the Civil Code rests on the person who mediates.64
4. The course of mediation proceedings
As mentioned before, in Poland mediation in labour disputes may be initiated
when the court refers the employer and the employee to it, in the course of the process
or on the basis of a mediation contract, at the request of one of the parties. The key
regulation to determining the beginning of the so-called extra-judicial mediation
proceedings is article 1836 § 1 of the CCP, according to which mediation is initiated
by the party when the mediator receives the request for mediation, accompanied by a
proof of delivery of a copy of the request to the other party. However, the delivery of
the application is not always the moment of commencement of mediation. This does
not happen in the cases specified in art. 1836 § 2 of the CCP, for example, if within
one week from the date of delivery of the application for mediation the mediator
refuses to conduct mediation.65
In the case of court mediation, in accordance with art. 1839 § 3 of the CCP, after
the parties have been referred to mediation, the chairperson immediately provides the
mediator with the contact details of the parties and their proxies, in particular
telephone numbers and e-mail addresses, if they have them. Within the meaning of
article 18310 § 1 of the CCP, when referring the parties to mediation, the court
determines the duration of the mediation for a period of up to three months. At the
unanimous request of the parties, or for other valid reasons, the time for mediation
63 As in: W. Broński, P. Sławicki, Mediator czy potrzebna specjalna…, electronic issue:
http://prawo.rp.pl/artykul/1093170.html?print=tak&p=0, accessed on 22 April 2017.
64 M. Żurawska, Mediacja jako nowa metoda w rozwiązywaniu sporów z zakresu prawa pracy, [in:]
Sądy polubowne i mediacje, J. Olszewski (ed.), Rzeszów 2008, p. 116; see: on the scope of the civil
law liability of mediators, [in:] J. Kuźmicka - Sulikowska, Podstawa prawna odpowiedzialności
cywilnej mediatora, „ADR Arbitraż i Mediacja” 2008, no 3, pp. 88-92.
65 See: K.W. Baran, K. Flaga-Gieruszyńska, Postępowanie pozasądowe i przedsądowe…, pp. 132-
134.

may be extended if it facilitates the settlement of the matter. Based on article 18311 of
the CCP, the mediator immediately sets the date and place of the mediation meeting,
however, the appointment of the mediation meeting is not required if the parties agree
to mediate without a mediation meeting. Then, the mediator conducts mediation,
using various methods aimed at reaching an amicable settlement of the dispute,
including supporting the parties in the formulation of settlement proposals, or, at the
joint request of the parties, may indicate ways to resolve the dispute, which are not
binding for the parties.66
It is emphasized in the literature that in labour disputes the mediation proceedings
lack the balance between the parties. The employer has wider impact instruments than
the employee. He is able to use qualified lawyers working in the workplace.
Therefore, it is extremely important to properly prepare mediators in the course of
mediation, in particular their attitude should be characterized by readiness to eliminate
threats to undertaking a proper dialogue by the parties, with the mediator’s
participation.67
Mediation is often referred to as a conflict management procedure, quasi-
negotiation with the participation of a third party.68 The mediator's role in mediation is
mainly to assist the parties who should try to find solutions in the right way. In this
regard, it is impossible for the mediator to indicate on his own any ready schemes for
settling the dispute at the very beginning of the mediation process without the consent
of the parties. The mediator in the dispute is a kind of "catalyst for agreement".69 The
mediator first tries to understand the essence of the dispute and the position of the
parties in order to be able to conduct the conversations in a proper way. Thanks to his
own creativity, he can help those involved in the dialogue to find a solution to
important problems together.70 The mediator's task is to focus on future relations
without attempting to assume the role of a psychologist.71 The mediator should seek
information on the needs of the parties through asking specific questions. He can use
persuasion, the purpose of which is to convince the parties that remaining in conflict
66 Art. 1833a of the CCP.
67 K.W. Baran, K. Flaga-Gieruszyńska, Postępowanie pozasądowe i przedsądowe…, p. 137.
68 L. Cichobłaziński, Techniki negocjacji i mediacji, Częstochowa 2008, p. 64.
69 L. Cichobłaziński, Mediacje…, p. 45, who indicates that mediation may not consist in judging
anyone or domination of the mediator.
70 N.H. Rogers, R. Salem, A students guide to mediation and the law, [in:] Dispute Resolution,
Negotiation, Mediation and other process, S.B. Goldberg, F.E.A. Sander, N.H. Rogers, S.R. Cole
(eds.), New York 2003, p. 111.
71 M. Żurawska, Mediacja jako nowa metoda…, p. 118.

does not serve the interests of either party.72 He has no authority over the parties.73 In
Poland facilitation mediation has been adopted, according to which "the mediator
does not impose solutions, but only advocates a reliable procedure".74
An active mediator who prepares and presents proposals for resolving the dispute
in the form of a settlement project confirms, so to say, the agreement with his own
authority, contributing in a large part to its implementation75, which should be
assessed positively. On the other hand, there is a risk that the mediator's activities in
this regard may be seen as biased. One of the parties, or even both, may feel that the
proposal submitted by the mediator does not correspond with the rational conclusions
following from the circumstances of the dispute.
The legislator has not set expressis verbis the point at which mediation should be
seen as completed. The doctrine of labour law indicates that the date of the conclusion
of the mediation protocol can be regarded as the closing date of the proceedings,
irrespective of their effect.76 The protocol should be signed by the mediator, a copy
should be delivered to each party and it should contain: the place and time of
mediation, the name, surname (company name) and addresses of the parties and of the
mediator, together with the result of the mediation.77
5. Mediation settlement and mediation costs
Successful mediation proceedings result in a settlement between the parties.
Based on article 18312 § 2 of the CCP, if the parties have made a settlement before the
mediator, they should sign it, and the settlement is included in the report or attached to
it. According to article 18312 § 21 of the CCP, by signing the settlement the parties
agree to apply to the court for its approval, of which the mediator informs the parties.
72 Ł. Pisarczyk, Pokojowe (ireniczne) metody rozwiązywania sporów zbiorowych, [in:] System prawa
pracy. Zbiorowe prawo pracy, K.W. Baran (ed.), vol. V, Warszawa 2014, p. 635, who indicates the
worsening of the situation, especially financial, of the workplace, but also the change of working
conditions and the situation of employees in connection with the dispute.
73 Ł. Pisarczyk, Pokojowe (ireniczne) metody…, p. 634.
74 T. Cyrol, Facylitacja a koncyliacja…, pp. 23-24, who emphasizes that, among other things, the
courses and conferences conducted by the Polish Centre for Mediation, as well as the “Standards of
Mediation and Mediator’s Conduct” and the “Code of Ethics of Mediators” support the use of
facilitating mediation.
75 A. Korybski, Alternatywne rozwiązywanie sporów w USA. Studium teoretycznoprawne, Lublin
1993, p. 117.
76 K.W. Baran, K. Flaga - Gieruszyńska, Postępowanie pozasądowe i przesądowe…, p. 138.
77 Art. 18312 § 1 of the CCP.

Within the meaning of article 18314 § 1 of the CCP, the court to which the application
for approval is submitted may approve the settlement concluded before the mediator,
and if it is suitable for execution, it receives a declaration of enforceability. At the
same time, the court may refuse to issue a declaration of enforceability or to approve
the settlement concluded before the mediator, in whole or in part, if the settlement is
contrary to the law or principles of social coexistence, or aims at circumventing the
law, or when it is incomprehensible or contradictory.78 There is a justified view in the
literature that in matters related to labour law an additional criterion for determining
the validity of a settlement should focus on the issue of whether it does or does not
violate the legitimate interest of an employee in accordance with article 469 of the
CCP.79
The settlement concluded before the mediator, after its approval by the court, has
the legal validity of the settlement concluded before the court.80 Such a rule that
enables de facto execution is positively evaluated in the literature. It is indicated that
it should, like the costs of mediation, favour referring the disputes arising between the
employee and the employer to mediation proceedings.81
When referring to the financial aspect of mediation in Poland, it should be noted
that the mediator has the right to be paid and have his expenses related to mediation
reimbursed, which is a burden on the parties to the proceedings.82 In the case of
contractual mediation, the parties to the agreement determine the remuneration and
expenses of the mediator. It has the form of a mandate contract83, although it is
emphasized in the literature that it is a contract for the provision of services, to which
specific regulations concerning the mandate contract apply.84
When the parties are referred to mediation by the court, the amount of
remuneration and expenses of the mediator is determined by the Regulation of the
78 Art. 18314 § 3 of the CCP.
79 K.W. Baran, K. Flaga-Gieruszyńska, Postępowanie pozasądowe i przedsądowe…, p. 141.
80 Art. 18315 § 1 of the CCP.
81 Tak: K. Gonera, Mediacja…, pp. 81-84.
82 Art. 1835 of the CCP.
83 Cf.: K.W. Baran, Zbiorowe prawo pracy, Warszawa 2010, p. 423, who claims that the mediation
contract can also be an outcome-type agreement. However, it is difficult to agree with this, under the
circumstances, as the mediator does not commit to achieve a specific result, e.g. conclusion of the
agreement by the parties, but only conducts the procedure with due diligence. Alternatively, it may be
considered whether such a contract may be classified as a contract for the provision of services within
the meaning of art. 751 of the Civil Code, to which the provisions concerning the mandate contract
apply.
84 As in: P. Telenga, Komentarz do art. 1835 Kodeksu postępowania cywilnego, [in:] Komentarz do
Kodeksu postępowania cywilnego, A. Jakubecki (ed.), Warszawa 2015, p. 267.

Minister of Justice of 20 June 2016 on the amount of remuneration and reimbursable
expenses of the mediator in civil proceedings.85 The legislator adopted a principle
according to which the remuneration of the mediator in cases concerning property
rights is 1% of the value of the dispute, however, not less than PLN 150 and not more
than PLN 2000 for the entire mediation procedure, and in disputes where the value of
the dispute cannot be determined, and in cases concerning non-property rights, the
mediator's remuneration for conducting mediation proceedings is PLN 150 for the
first meeting and PLN 100 for each subsequent meeting, but not more than PLN 450
in total.86
The costs incurred by the mediator during mediation are included in the process
costs.87 This means that if a party is exempt from court costs, this exemption also
applies to mediation costs.88 In the event of a settlement resolving the dispute, the
parties decide in what amount they participate in mediation costs.89 In the absence of
such arrangements contained in the settlement, pursuant to article 1041 of the CCP the
costs of mediation balance out.
6. Conclusions
Since the beginning of the functioning of mediation proceedings in the CCP
almost a decade ago, mediation in labour disputes has only been used exceptionally.
In comparison to previous years, since the beginning of 2016 the number of court
mediation in labour disputes has increased. More and more often cases are referred to
mediation proceedings in labour courts.90 The legislator indicates that improvement in
85 Dz. U. of 2016, item 921.
86 § 2 point 1 of the regulation of the Minister of Justice of 20 June 2016 on the amount of
remuneration and reimbursable expenses of the mediator in civil proceedings.
87 Art. 981 § 1 of the CCP
88 K.W. Baran, K. Flaga-Gieruszyńska, Postępowanie pozasądowe i przedsądowe…, p. 132; K.
Antolak -Szymanski, O.M. Piaskowska, Mediacja…, Lex no 519454.
89 M. Dąbrowski, Charakter prawny ugody mediacyjnej zawartej po wszczęciu postępowania
cywilnego, „ADR Arbitraż i Mediacja” 2013, no 1, p. 52.
90 The literature indicates that the increase in the number of mediation procedures results from the
changes that entered into force on 1 January 2016. It is emphasized that it is especially connected with
the introduction of the principle expressed in art. 1838 § 1 of the CCP, saying that the court can
autonomously refer parties to mediation at every stage of the proceedings (until now it was possible
only once in the course of the whole procedure until the conclusion of the first hearing), as in: K.
Nowosielska, Spory pracownicze rozwiązywane w drodze mediacji, „Rzeczpospolita” of 11 August
2016, electronic issue: http://www.rp.pl/Kadry/308119991-Spory-pracownicze-rozwiazywane-w-
drodze-mediacji.html#ap-4, accessed on 27 April 2017.

the use of mediation in labour disputes is particularly important. To this end,
legislative actions are taken in order to promote amicable methods of solving
conflicts. The changes that are currently being discussed in the course of public
consultations concern, among others, introduction of an obligation of employers to
inform employees about the possibility of using mediation.91 This is an
understandable operation of the Ministry of Labour, Family and Social Policy,
considering the status of an employee in a dispute, who very often, due to their
limited financial capabilities, does not have such legal knowledge as an employer,
often employing many people, including lawyers.
The model of mediation in individual disputes in the field of labour law creates
opportunities for finding an efficient and amicable solution. Above all, the voluntary
nature of mediation makes it a serious opportunity for the parties to the dispute to
reach a settlement, which may allow them to end their conflict faster. At the same
time, it is worth adding that at present employees' cases in labour courts last,
depending on their nature, from a few to several months, and even longer.92 However,
legal regulations are not free from drawbacks. The problem is, among others, an
insufficient level of knowledge and trust in out-of-court methods of solving disputes,
especially for entrepreneurs - potential employers.93 Therefore, one should think about
popularizing mediation in the environment of Polish employers, especially those who
employ a small number of people. Very often they do not have any knowledge about
the principles and the essence of mediation, especially when they are not regularly
assisted by lawyers or legal advisors. It seems that introducing changes consisting in
putting an obligation on employers to inform employees about mediation will not
always give them a proper perception of mediation proceedings. It is justified to first
take information measures to approximate the importance of mediation in workplaces.
Polish legal reality still lacks professionalisation of the occupation of mediator. It
could be achieved, among others, by introducing more precise criteria than before to
91 T. Sąsiada, Kodeks pracy. Będą prace nad zwiększeniem roli mediacji w sporach pracownik-
pracodawca, http://www.money.pl/gospodarka/wiadomosci/artykul/kodeks-pracy-mediacje-w-
pracywypowiedzenie,161,0,2237089.html, accessed on 27 April 2017.
92 K. Nowosielska, Spory pracownicze…, electronic issue : http://www.rp.pl/Kadry/308119991-
Spory-pracownicze-rozwiazywane-w-drodze-mediacji.html#ap-4, accessed on 27 April 2017.
93 The above conclusion follows from the research conducted by the Ministry of Economy in 2013 ,
M. Filus, K. Partyka, Ministerstwo Gospodarki, Departament Doskonalenia Regulacji Gospodarczych,
Raport końcowy przedsiębiorcy wobec pozasądowych form rozstrzygania sporów gospodarczych,
Warszawa 2013, p. 26.

recognize a given person as a permanent mediator. One should consider whether to
harmonize standards in this area and entrust the custody over their preservation to a
specialized mediation institution. Such an entity could conduct appropriate training
for mediators and take actions to popularize mediation proceedings in labour disputes.
The current legal status leads to the fragmentation of many mediation centres and
mediators operating within their framework, which does not serve to improve the
quality of mediation services. However, the proposed changes should explicitly take
into account the needs and the autonomy of these organisations, so as not to impose
legal solutions that are incompatible with the expectations of, above all, the parties to
the mediation proceedings.
It should also be considered whether the change introduced in article 1833a of the
CCP aims at enabling the mediator to present the solutions to the dispute in an
autonomous manner only, or at ensuring the impartiality of mediation proceedings
according to the model by K.R. Feinberg. According to him, the mediator is entitled to
first present the terms and conditions of the future settlement to be accepted by the
parties, and then, only after obtaining their consent, to prepare its final version, taking
into account the findings connected with the matter.94 In employee disputes, which
may involve a certain degree of emotionality, it would be justified to recognize the
active role of the parties in such a way that they feel that the content of the agreement
reflects the principles adopted in the course of mediation, and the mediator's proposal
to resolve the dispute is presented on the basis of a reliable and objective analysis of
their positions in this area. De lege lata the mediator should present to the parties a
way to resolve a conflict only after they submit an appropriate application and only
when he has an adequate knowledge of the factual and legal circumstances of the
dispute.
References
94 A. Korybski, Alternatywne rozwiązywanie sporów…, p. 117.

Legal sources
Act of 17 November 1964 - the Code of Civil Procedure, Dz. U. of 2014, item 101 as amended.
Act of 26 June 1974 - the Labour Code, Dz. U. of 2014, item 1502 as amended.
Act of 23 May 1991 on settlement of collective disputes, Dz. U. of 2015, item 295 as amended.
Act of 30 June 2000 - Industrial Property Law, Dz. U. of 2013, item 1410 as amended.
Act of 27 July 2001 - Law on the Ordinary Courts Organisation, Dz. U. of 2016, item 2062 as
amended.
Act of 28 July 2005 - on the change of the Act - the Code of Civil Procedure and some other Acts, Dz.
U. No 172, item 1438.
Act of 13 October 2015 on the change on the amendment of some acts in connection with the support
of amicable dispute resolution methods, Dz. U of 2015, item 1595.
Constitution of the Republic of Poland of 2 April 1997, Dz. U. of 1997, No 78, item 483 as amended.
Directive of the European Parliament and of the 2008/52/EC of 21 May 2008 on on certain aspects of
mediation in civil and commercial matters, Official Journal of the European Union. L 136, 24.05.2008,
pp. 3-8.
Regulation of the Minister of Justice of 20 June 2016 on the amount of remuneration and reimbursable
expenses of the mediator in civil proceedings, Dz. U. of 2016, item 921.
Judicature
Judgement of the Supreme Court of 5 November 1979, I PRN 133/79, OSNCP 1980, no 4, item 77.
Resolution of the Supreme Court of 26 November 2002, III PZP 21/02, OSNP 2003, no 12, item 286
with a gloss by P. Grzegorczyk, PiP 2004, z. 3, p. 127 and next.
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