Social Dialogue

Social dialogue encompasses all types of negotiation, consultation, and information exchange between employers, workers, and their representatives on issues of common interest, including working conditions, terms of employment, and workplace governance.

The ILO identifies social dialogue as one of the four pillars of decent work. Freedom of association and the right to collective bargaining are fundamental rights recognised in the ILO Declaration on Fundamental Principles and Rights at Work (1998, amended 2022). ILO Conventions 87 (Freedom of Association) and 98 (Right to Organise and Collective Bargaining) establish the international standards.

Forms of Social Dialogue

Collective bargaining is the negotiation between employers and trade unions on terms and conditions of employment. Works councils and employee representative bodies provide mechanisms for information and consultation at the enterprise level. Tripartite dialogue involves governments, employers' organisations, and trade unions in policy development. Information and consultation requirements ensure that workers are informed about and consulted on decisions affecting their employment.

ESG Reporting

GRI 2-30 (Collective Bargaining Agreements) requires disclosure of the percentage of total employees covered by collective bargaining agreements. GRI 407 (Freedom of Association and Collective Bargaining) requires disclosure of operations and suppliers where the right to freedom of association and collective bargaining may be at risk. ESRS S1 requires disclosure on social dialogue, including the extent of collective bargaining coverage and the existence of works councils or equivalent bodies.

Further Reading

• ILO Social Dialogue — International standards
• ISO 26000 — Social dialogue guidance

Related Topics

• Fundamental Labour Rights
• Employment Relationships
• SDG 8: Decent Work