On 10 October, the government passed Law 4635/2019, which provides for the creation of an official register of trade union and employer organisations in relation to their representativeness and competence to conclude collective agreements. The new law also limits the mandatory extension of sectoral collective agreements and radically restricts the arbitration system. The law provides exceptions for companies that are experiencing serious financial difficulties, go bankrupt or negotiate an out-of-court settlement or financial restructuring. The measures sparked a series of protests by trade unions, while employers` organizations supported the changes. In collective agreements, there are no different salary treatment clauses and the principle of equal pay is respected. However, in practice, women are paid less (15%) as relevant Eurostat data for 2010 show. From 1990 to 2011, under Law 1876/90, the Minister of Labour can extend a collective agreement for all workers in the sector and has declared it mandatory if this agreement covers employers who employ 51% of employees in the sector concerned. The extension could be requested by the competent union or the employers` organisation. In Greece, collective agreements traditionally deal with wage issues, benefits and allowances and other work issues, such as leave. After removing the possibility at the national level of removing the minimum wage and minimum wage from the scope of the EGSSE (Law 4093/2012 and Law 6 of the Cabinet of Ministers), the social partners began to address broader labour market issues and to develop common actions. The main levels of collective bargaining in Greece were: the national level covering the entire economy; Industry/occupation that covers certain industrial sectors or occupations; and at the corporate level. Until 2010, the framework for negotiations was established by a law passed in 1990, which introduced free collective bargaining in which conciliation, mediation and arbitration by the official mediation and arbitration organization, OMED, played an important role.  EESC agreements are binding only on members of employers` and trade union organisations.