Collective Bargaining, Industrial Action and the Employment Relationship: A Critical Review of Labour Relations in South Africa
Keywords:
Conflict, Strike violence, bargaining failure, labour institutions, workplace trustAbstract
This study interrogates the relationship between collective bargaining and industrial action and examines how this relationship affects the stability and quality of the employment relationship in South Africa. Existing literature recognises collective bargaining and strikes as core mechanisms of labour relations, yet they are often analysed separately, with limited focus on their interdependence and combined effect on employment relationships. The study adopts a purposive secondary-data review methodology, analysing over 20 peer-reviewed articles, dissertations, and policy documents through thematic synthesis with selective quantitative mapping of recurring patterns. The findings indicate that industrial action is not external to collective bargaining but emerges from its breakdown or strategic manipulation. Weak bargaining structures, absence of good faith obligations, and adversarial conduct contribute to the escalation of unprotected and violent strikes, resulting in erosion of trust, employment insecurity, and institutional instability. The study highlights the need for strengthening collective bargaining institutions, enhancing good faith engagement, and improving dispute resolution mechanisms to stabilise employment relationships. The article contributes to labour relations research by reframing industrial action as an embedded outcome of bargaining dynamics rather than an isolated disruption.
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