Recognition and collective agreement
The Industrial Relations Act supports collective bargaining, conciliation, arbitration and individual tripartite mediation. Before bargaining, an employee union needs employer recognition under the recognition regulations. It then becomes the sole negotiating body for represented staff. Either side can invite negotiations, and the recipient must accept. Begin promptly; a collective agreement lasts 2–3 years and must be filed with IAC for certification within one week of signing.
Conciliation and arbitration
If company-level negotiation fails, either union or employer files through IROL. MOM arranges a conciliation meeting within 14 days of notification. Unresolved disputes may proceed to IAC as a last resort. The industrial-relations advisory encourages cooperation, amicable solutions and mutual trust. An employee may seek reinstatement through a union representation to the Minister within one month of a dismissal believed to lack just cause.
Executive representation
Since 1 April 2015 rank-and-file unions may seek collective recognition for executives; discuss scope under the applicable guidelines. Executives ineligible for collective representation may have limited individual representation on dismissal appeals, retrenchment benefit, contract breach, victimisation and re-employment. MOM can conciliate disagreements about eligibility. Here executive means a managerial or executive employee.
Related topics and services
Official documents and references
- Industrial Relations (Recognition of a Trade Union of Employees) Regulations ↗ Government source
- Read article → · Tripartite Advisory on Industrial Relations Practice ↗ PDF
- IAC ↗ Government source
- Read article → · Tripartite Guidelines on Extending the Scope of Union Representation for Executives ↗ PDF
- Read article → · Tripartite Guidelines on Expanding the Scope of Limited Representation for Executives ↗ PDF