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An organisation with good employee relations provides for equitable and consistent treatment to all employees (without prejudice or favour), so they will be committed to their jobs and loyal to the company



We analyse the current situation. What processes do you have in place? Is it compliant with the current legislation? Does it produce the desired effects?

Identify the gaps

We ascertain the shortcomings. What is not in place? Do all processes comply legally? What does not work as it should?

Action plan

We set goals and formulate action steps with timelines. What needs to be rectified, or added? How important is it? What consequences are possible if the status quo is maintained?


We implement the plan strategically. What processes do we need to prioritise? How will we introduce change? What kind of reactions can we expect?


We measure progress and evaluate the outcomes. Does all in the company understand the changes? Was it excepted? If not, why? Will it now produce desired effects?


We reflect and revise if needed. What worked well? What didn’t work well? How should it be changed?


To create and maintain a positive relationship between employers and employees

To prevent and resolve problems and disputes

To help with, or manage, disciplinary actions for your company

To facilitate communications between management and other employees

To help with, or manage, employee grievances and conflict situations

To help with problem resolutions and strike action plans

To help with union negotiations and collective agreements

To help with, or manage, your company’s employee (industrial) relations to comply with legal requirements

To measure employee satisfaction