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The labour reform of 2012 had as one of its basic reference points the collective bargaining, with changes relevance in the general design of the model instituted after the adoption of the Statute of Workers (1980). These changes are especially concentrated in three aspects: top conventional application, preference of the collective agreement of enterprise and weakening of the legal rule of the ultraactiva term of the collective agreement. Already more than one year since the entry into force of this new regulation, it would proceed to analyse the practical consequences that are taking legal amendments on the reality of the development of collective bargaining. It necessarily must be carried out from the caution that concur undoubted elements of uncertainty which does not facilitate the actual identification of the impact of the reform. In any case, some effects that seem indisputable. These effects include primarily the deepening in the process of wage devaluation, as well as the reduction in the number of workers included in the scope of existing collective agreements.
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