Labour Relations refer to a complex system of individual and collective actions as well as formal

and informal relationships that exist between the State, Employers and Employees (Du Toit,
Erasmus and Strydom, 2007). Relationship in a business is considered to be a crucial element in
Labour Relations. The employers and employees are the primary participants in the relationship,
while the state is the secondary participant. The state’s role is to provide a framework within
which the primary participants can conduct their relationship. This is done by means of
legislations. Different states have different legislations, yet most of them aim towards the
protection of the rights and obligations of employees, and employers in the organisations. The
legislation is set as the “Labour Relation act” whose purpose is to “advance economic
development, social justice, labour peace and a democratisation at the workplace” (Nel, Van
Dyk, Haasbroek, Schultz, Sono and Werner, 2004).
The Labour Relation Act specifies the rights and obligations of employees, and employers
through a focus of freedom of association, organisational rights, unfair dismissal, unfair labour
practice as well as strikes and lock outs. Employers and employees have responsibilities to each
other; they should also expect their rights to be upheld. These rights and responsibilities relate to
area s such as Health and Safety, the provision of Terms and Conditions of Employment, Equal
Opportunities and the right to be paid a Minimum Wage. Employers and employees need to have
some system for communicating their views and requirements to each other.