In the field of industrial relations, the interests of employees and employers are often different. Employees want to be paid more for the work they do or demand better working conditions, but employers are not always able or willing to meet these demands, and so conflict arises.
A collective labour dispute is a disagreement over the terms of a collective agreement.
If a disagreement arises between the employer and the workers over the conclusion, implementation or new terms and conditions of employment, it is considered a collective dispute. The ability to resolve such disputes amicably is a hallmark of a democratic society. To this end, the institution of a national conciliator has been set up.
The first step in resolving a dispute is always negotiation. When the parties cannot find agreement, they can turn to the National Conciliator to facilitate reaching an acceptable compromise. The independent conciliation is a mandatory step required by law before an industrial action is taken. A strike or lockout is only allowed if conciliation process is concluded with disagreement.
EAKL supports members to resolve industrial disputes
The Estonian Confederation of Trade Unions (EAKL) supports its members at all stages, from the preparation of negotiations to the organisation of a possible strike - the Confederation provides legal advice, assists in drafting documents, etc.
Collective labour disputes are regulated by the Collective Labour Disputes Settlement Act, according to which the social partners (the Estonian Confederation of Trade Unions, the Confederation of Estonian Employees' Unions TALO and the Confederation of Estonian Employers) appoint the national conciliator. Meelis Virkebau has been the national conciliator since March 2017.
The Collective Labour Dispute Settlement Act can be found on the Riigi Teataja website: riigiteataja.ee
You can read more about the National Conciliator's activities on his website: riikliklepitaja.ee
