Year-end Sale % OFF 
Abstract
AbstractThe study looks at the defining features of various labour dispute resolution modes and their appropriateness in Zimbabwe. Researchers used a qualitative approach to collect and analyse data, drawing on a purposive sampling method to select and distribute open-ended questionnaires to 38 participants. The study established that the alternative dispute resolution (ADR) modes used in Zimbabwe are collective bargaining, conciliation, and arbitration, all formalised and regulated by the Labour Act (2015). Nevertheless, these ADR mechanisms have numerous flaws including, that they are not ‘culturally’ close to citizens, and as a result, access to justice is still a challenge, they are also expensive and cannot be easily understood by ordinary employees. Accordingly, the study recommends that the government amend the Labour Act (2015) to return to the old conciliation and arbitration system which was decentralised to the districts. When making the amendments to the Labour Act, the government should also consult with general employees and employers, because they are the victims of the current system. Furthermore, workers’ committees and trade unions should also be empowered to support and educate employees.
Published Version
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
