This dissertation examines the differences in collective bargaining for 75 countries. Collective bargaining on wages and other working conditions between trade unions and employers is an important labour market institution in democratic societies. The coverage and impact of this institution varies over time and from country to country. The basic Convention covering this right is the Right to Organise and Collective Bargaining Convention, 1949 (No. 98). The MNE Declaration contains detailed guidelines for collective bargaining in its section on industrial relations (Articles 49 to 56). Freedom of association ensures that workers and employers can join forces to effectively negotiate industrial relations. Combined with strong freedom of association, sound collective bargaining practices ensure that employers and employees have an equal voice in bargaining and that the outcome is fair and equitable. Collective bargaining allows both parties to negotiate a fair employment relationship and avoid costly labour disputes. In fact, some research has shown that countries where collective bargaining is highly coordinated tend to have fewer wage inequality, lower and less persistent unemployment, and fewer strikes than countries where collective bargaining is less established. Good collective bargaining has sometimes been an element that has enabled some countries to overcome temporary financial crises.

ILO standards encourage collective bargaining and help ensure that good labour relations benefit everyone. Can collective bargaining create a fairer economy? Discover the impact of collective bargaining on the economy, business and professional life. The collective bargaining process also includes the pre-negotiation phase – exchange of information, consultation, joint assessments – as well as the implementation of collective agreements. Thematic Forum on « Freedom of association and the effective recognition of the right to collective bargaining: a basis for decent work ». Collective bargaining statistics are crucial for assessing labour markets, but also for the state of industrial relations. However, the specificities of data sources and the quality of the data make collective bargaining statistics a very demanding area of labour statistics. Discover all the important aspects of collective bargaining statistics in this quick guide. All negotiations that take place between an employer, a group of employers or one or more employers` associations and one or more workers` organizations to determine the terms and conditions of employment are part of collective bargaining.

The scope of collective bargaining covers all workers whose remuneration and/or conditions of employment are determined by one or more collective agreements, including workers who are covered by agreements following their renewal. This guide is intended to assist tripartite ILO members in collecting data on industrial relations, including trade union membership, scope of collective agreements, strikes and lockouts. ILO topic page on freedom of association and the right to collective bargaining Our working conditions largely determine our living conditions (and those of our families), which is why it is crucial to ensure decent working conditions for all. Social dialogue is one of the most important means of promoting good working conditions, peace and social justice. This includes negotiations and consultations between different labour market actors, collective bargaining and conflict prevention and resolution. A fruitful social dialogue has the potential to solve important economic and social problems and to deal effectively with economic crises. The scope of social dialogue has a direct impact on stability, the order of the labour market and the economy as a whole. Freedom of association and the right to collective bargaining are at the heart of decent work. These are fundamental rights in the workplace and the basis for healthy labour relations and effective social dialogue. Data and indicators on trade union membership and coverage of collective agreements, as well as other qualitative indicators, are important for monitoring progress towards the effective implementation of these rights in the workplace. Measuring these social dialogue indicators is also essential to assess the quality of industrial relations and their impact on employment and working conditions. A guide for the design and implementation of measures to promote and strengthen collective bargaining.

In order to assess the extent of social dialogue, reliable data on trade unions and trade union organisations, employers` associations, collective bargaining and labour disputes are needed. On this page you will find valuable statistics and studies on collective bargaining coverage around the world. The 1998 ILO Declaration on Fundamental Principles and Rights at Work reaffirms the importance of effective recognition of the right to collective bargaining. Good faith negotiations aim to reach mutually acceptable collective agreements. If no agreement is reached, dispute resolution procedures can be used from conciliation to mediation to arbitration. . General Study on Fundamental Conventions (2012) Reports of the Committee on Freedom of Association since 1952 (PDF) A compilation of concrete examples from around the world showing how trade unions have tried to reach workers in the informal economy to reduce the decent work deficits they face and support their transition to formality. Collective bargaining can only work effectively if it is conducted freely and in good faith by all parties. This involves: Women`s leadership in social dialogue for gender equality in the Asian garment sector ILO topic page on collective bargaining and industrial relations (INWORK) Indicators for social dialogue Collection of information through labour force surveys A practical guide to the text of Convention 154 and Recommendation 163.

Compilation of decisions of the Committee on Freedom of Association: eCompilation (NORMLEX) and PDF version. This resolution, adopted by the 20th LCI (2018), establishes an internationally agreed methodology for measuring SDG indicator 8.8.2 on workers` rights, in line with the UN General Assembly resolution on the work of the Statistical Commission on the 2030 Agenda for Sustainable Development (A/RES/71/313), annex of 6 July 2017. Guide on how and why industrial relations data should be collected and used. .