Abstract
This paper discusses the general direction of change in New Zealand's labour relations structures and practices since 1984. It analyses the impact of economic deregulation on the agendas and outcomes of collective bargaining and discusses sante of the implications for unions and employers of the restructuring of labour relations. It is argued that an adequate understanding of the changes implemented to date must take into account not only legislative, institutional and macroeconomic factors but the activities of labour relations practitioners at both national and enterprise levels. The article highlights the resilience of New Zealand's national award system, challenges the notion that the New Zealand labour market is particularly infiexible, and questions the assumption that successful economic restructuring must be preceded by labour market deregulation.
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