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"in a world of growing interdependence and complexity and the internationalization of production, [...] social dialogue and
the practice of tripartism between governments and the representative organizations of workers and employers within and across
borders are now more relevant to achieving solutions and to building up social cohesion and the rule of law through, among
other means, international labour standards"
ILO Declaration on Social Justice for a Fair Globalization, 2008
The ILO's Industrial and Employment Relations Department (DIALOGUE) promotes an integrated approach to these key components of
labour market and workplace governance within the broad embrace of the Decent Work Agenda.
Labour law, industrial relations and social dialogue are at the core of ILO member States' economic and social organization.
Sound industrial relations and effective social dialogue are a means to promote better wages and working conditions as well
as peace and social justice. As instruments of good governance they foster cooperation and economic performance, helping to
create an enabling environment for the realization of the objective of Decent Work at the national level.
Changes in the world of work pose numerous challenges to industrial relations institutions and actors, labour legislation and
collective bargaining processes. This is true of all practices and procedures that govern labour relations in the workplace and
in the labour market. Such a context creates a new impetus for industrial relations to promote innovative social dialogue practices. Moreover, it means labour laws must adjust to the evolving realities of the labour market while maintaining the necessary protection of workers' rights.
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What's new
- Working Paper 1:
Social Dialogue in times of crisis: Finding better solutions
(pdf, 480 KB)
By Ludek Rychly, May 2009, ISBN No. 978-92-2-122323-8
This paper looks at past economic crises to identify lessons that can be learned from industrial relations
developments in different regions and varying circumstances. The paper describes the development of social dialogue
in the early period of the current crisis in order to inform the reader about the forms and content of crisis-related
social dialogue in different parts of the world and to provide national examples. It concludes by suggesting policy
options. The paper also contains tables of national and enterprise-level cases documenting the role of social dialogue
and industrial relations in addressing the employment impact of the crisis.
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Working Paper 2:
Industrial relations and collective bargaining: Trends and developments in South Africa
(pdf, 389 KB)
By Debbie Budlender, May 2009, ISBN No. 978-92-2-122373-3
This paper is part of a comparative study examining industrial relations developments in different countries
and regions of the world. It examines how industrial relations systems and practices in South Africa have evolved
and are adapting to meet contemporary labour market challenges. It is particularly interested in collective
bargaining trends and in innovative agreements that contribute to employment security, social protection and the
implementation of workers' rights.
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Working Paper 3:
Collective bargaining on employment
(pdf, 524 KB)
By Thomas Haipeter and Steffen Lehndorff, May 2009, ISBN No. 978-92-2-122360-3
This paper examines the manner in which industrial relations actors have used collective bargaining to address
issues of employment and employment insecurity. While the bulk of collective bargaining over the last two decades
has been on "how to" implement job cuts, actors have increasingly used collective bargaining as an instrument to
negotiate alternatives and save jobs. In the context of the current economic crisis, the paper highlights the
importance of the interplay between collective bargaining actors and the State. It also points to the need to strengthen
the social partners and industrial relations institutions, without which firms may lack the capacity to reach the
bargains needed to save jobs, maintain incomes and improve firm performance.
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