Comparative Analysis of Employment Relations in Australia and India

This essay provides a comprehensive comparison of employment relations in Australia and India. It begins by identifying and contrasting the key actors involved in employment relationships in both countries, including employees and unions, management/employers, and the state. The essay then delves into a comparative analysis of the regulations governing employment, highlighting the differences in legal frameworks and their impact on employers and employees. Finally, it critically evaluates the employment relation practices in both nations, assessing the strengths and weaknesses of each approach. The essay examines the influence of factors such as legal systems, cultural norms, and economic conditions on employment relations, providing insights into the challenges and opportunities faced by organizations in Australia and India. The essay concludes by summarizing the key findings and offering concluding remarks on the evolving landscape of employment relations in these two distinct contexts.

Running Head: Managing Employment Relations
MANAGING EMPLOYMENT RELATIONS

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Managing Employment Relations
Table of Contents
Introduction................................................................................................................................3
Comparison of actors of employment relationship in Australian and India..............................3
Contrasting regulation related to employment relations in Australia and India........................5
Critical evaluation of employment relation practices in Australia and India.............................7
Conclusion..................................................................................................................................9
Reference list............................................................................................................................10

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Managing Employment Relations
COMPARE, CONTRAST AND CRITICALLY EVALUATE EMPLOYMENT
RELATIONS ACTORS, REGULATIONS AND PRACTICES IN AUSTRALIA AND
INDIA
Introduction
Employment relation refers to business relationship between employer and employees. This
relationship affects performance of organizations and their contribution to the economy of
countries. Different countries have different kinds of regulations and practices of
employment. However, actions of various actors of employment relation vary from one
country to other as legal system of countries is different from each other. This essay is
focusing on comparison of actors of employment relations of Australia and India. On another
hand, recent practices regarding employment relations are being discussed. In addition, this
study is focusing on different regulations of both of the mentioned countries related to
employment.
Comparison of actors of employment relationship in Australian and India
Employment relations occur by interaction of some major actors. In India, employment
relations comprises of three major actors that include employees and unions, management
or employers and state. These actors have different roles, which impact in development of
employment relations. As stated by Coe & Yeung (2015), different actors like
unions/employees and management are major actors relationship between which is impacted
by rules framed by state. Management or employees in India hire employees and provide
separate tasks in order to achieve organizational objectives. In addition, employees perform
allocated tasks and place their demand through employee unions. Different employee unions
and trade unions in India help in uniting employees and help to obtain various demands.

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Managing Employment Relations
On another hand, major actors of employee relations in Australia are somewhat same than
that of India. Australian unions and employers are major actors of employment relations.
Different Australians grown due to establishment of conciliation and during the year of 1921
50% of labor force in Australia were unionized. During 1953 density of Australian unions
increased to 65% (Locke et al. 2007). However, it can be noticed that unions in Australia are
declining at a faster rate as compared to India. In 1990, density of unions was 49% of the
total workforce, which has decreased to 19% in 2007.
In India, different trade unions emerged from 1850 after rising of different industries like
textile and manufacturing. All India trade union congress was established in 1920 and fought
against colonial rule for demands of labors. As opined by Pun et al. (2016), trade unions in
India are influenced by political parties. Different trade unions get affiliated by various
political parties that increase impact of state. There are approximately 100000 unions are
there in India. A major part of labors and employees are included in some trade unions that
increase their unity and maintains steady relationship. On another hand, Gillan & Thein
(2016) argued that trade unions of Australia have diminished in current time due to some
reasons. A major factor is structural change in economy and growth of non-standard
employment. However, main confederation of trade union in Australia, the ACTU has taken
measures to stop decline of trade unions. They have focused on organizing of labor force and
decreasing dependency on state.
Employers are another essential actor that has grown in Australia with the growth of trade
unions. As stated by Cooney (2007), different associations like business council of Australia
and Australian chamber of commerce maintains unity of employers. These associations help
to maintain strong relationship among employers and future decisions like change
management can be taken efficiently. On another hand, in India principal association for
employers is council of Indian employers. Employer association in India increased after

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Managing Employment Relations
independence of the country. As stated by Cooper & Ellem (2008), employers association in
India plays an essential role in seeking help from state and central regarding any rules
regarding employment. They also seek assistance from government regarding different
legislations that can create problem in future. Hence, main intention of employers association
is to take essential decisions regarding government legislation and represent interests of
employers.
State or governments is another essential actor in Australian employment relations. They
frame different industrial rules and legislation regarding employees and employers. State has
incorporated industrial relations act in the year of 1988. Different other legislation like fair
work act 2009 is also implemented by state to eliminate any discrimination in employment
(Carter & Fairbrother, 1999). In addition, government or state is another essential actor in
India. Different laws and legislation are framed by them in order to safeguard interests of
employees. Several legislations are also implemented for employers that can help to conduct
business in a proper way. Thus, in both countries, this actor plays a mediating role in
maintaining employment relations.
Contrasting regulation related to employment relations in Australia and India
Australian government is concerned about industries within this country and they have
developed legal system to protect rights of both employers and employees. According to
Donnelly (2015), both employees and employers are bound to follow regulation related to
business in order to avoid legal issues and this aspect has positive impact on the employment
relation of Australia. The Corporation Act 2001 postulates about duties of directors and this
regulation has set a limit for actions of directors within organizations. Directors are bound to
perform duties mentioned this Corporations Act 2001 and this aspect i9s helpful in
maintaining good employment relation in Australia. On another hand, Kundu & Mor (2017)

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Managing Employment Relations
have argued that this act has mentioned regulations for officers and other employees as well.
It has been mentioned that internal stakeholders cannot use confidential information of
business for gaining personal benefits. On another hand, employers are bound to avoid using
their power in order to gain any benefit for their own.
Several effective regulations are there in India as well that protects rights of both employees
and employers within this country. For example, the Indian government has developed the
Payment of Gratuity Act 1972 in order to help employees to gain a tax-free benefit after
their exit from service. On another hand, Bray & Rasmussen (2018) have mentioned that the
Maternity Benefit Act 2017 has ensured 26 weeks of paid leave for female employees in
their pregnancy period. Government is India is supporting employees in getting wages as per
their ability within specific time. According to the Payment of Wages Act 1936, employers
must provide wage to employees within time and any kind of unreasonable deduction from
the salary by employer may lead them to face legal issues. As per the Minimum Wages act
1948, employees under railway and mining sector are entitled to get salary from central
government and other sector employees get their wage from go0vernment of state.
Australian government is concerned about the privacy of employees. The Privacy Act 1988
has been designed in order to describe obligation of employers and rights of employees
regarding data protection. As opined by Shields et al. (2015), consideration of this Act is
helping employers to gain trust of employees and reduce rate of employee turnover. On
another hand, the Work Health and Safety Act 2011 is instructing employers to maintain
healthy and safe workplace. This particular Act protects the right of trade union to enter into
premises of employers for investigation of suspected contravention of regulation. On
contrary, Davis, Frolova & Callahan (2016) have mentioned that the Fair Work
Amendment Act 2017 has been developed for protecting vulnerable workers. According to
this Act stricter punishment can be provided to employers in case of serious contravention by

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Managing Employment Relations
them. The Fair Work Act 2009 has been introduced by Australian government in order to
protect rights of employees related to non-discrimination, safety, and health. Both employers
and employees are liable to follow these regulations by Australian government and this
practice is helping industries to retain good employment relation.
In India, The Code of Wages Bill 2017 has been introduced by the government of India for
reforming labor laws and this code is helping in improving ease of operating business in
India. As mentioned by Kellner et al. (2016), four labor laws such as the Minimum Wages
Act 1948, the Payment of Wages Act 1936, the Equal Remuneration act 1976 and the
Payment of Bonus Act 1965 have been replaced by this code introduced by Indian
government. This reformation in legal system is able to enhance ease to operate business and
improve employment relation in India.
Critical evaluation of employment relation practices in Australia and India
Australian organizations follow legal system of this country in order to manage business
operation. As mentioned by Karanges et al. (2015), framing of labor law is an important
practice in the industries of Australia. Employers of this country are bound to include all
statutory terms and condition mentioned in the Fair Work act 2009. It is the duty of
employers to mention all benefits and entitlements in the employment contract. Both
employers and employees are bound to agree on the terms and conditions mentioned in
employment contract. On another hand, Kang & Sung (2017) have mentioned that Australian
employers do not maintain strict formal working environment. They provide freedom to their
people within workplace and ensure safety as well as security for their employees.
Discrimination-free workplace of Australian organizations helps employees in continuous
learning and allows them to take part in decision making. However, issues emerge regarding
bias decision making by management and employers take initiatives to mitigate this kind of

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Managing Employment Relations
issues. Employees understand their legal rights and proceed legally in case of any kind of
workplace disputes. On another hand, Dhanesh (2015) has stated that employers are bound by
legal system to provide minimum required wage to their employees. It is important in
Australia to issue pay slip for all employees while paying their wages. Employers of this
country are bound to follow legislation related to Occupational Health as well as Safety.
Flexible working hours helps employees to maintain balance between professional and
personal life. Employees are liable to follow company policies in Australia as this aspect
helps them to contribute to improvement of employees relations. Cooperation from both
employers and employees is helping to ensure ethical practice.
Different employment relation practices are performed in India that includes framing proper
laws and regulations. These laws help in governing employment relationship like forming
agreement of employment between employer and employee. These contracts are framed
according to regulations framed by government Carter & Fairbrother (1999). In addition,
different HR practices also help to establish proper employment relations. Elimination of
discrimination and framing policies according to equality act 2010 help employers in
increasing satisfaction rate of employees. As mentioned by Kellner et al. (2016), framing
proper policies helps to decrease grievances of employees and avoidance of strikes can be
done. Career planning is another essential employment relation practice that is performed in
all countries including India. Planning of career of employees provides the opportunity to
achieve success in career in future. Hence, this can help to increase job satisfaction of
employees. In addition, relations between employee and employer can be improved by this
process. Both employer and employee can be benefitted by providing career development
program. This is because employer can be able to retain best employees and performance can
be improved. On another hand, employees can be able to improve their skills and gaps in
performance can be mitigated. Moreover, compensation and benefits is another essential

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practice of employment relations. Periodic rise in remuneration can help to increase
motivation of employees and engagement can be increased Bray & Rasmussen (2018). This,
in turn, can also help to meet different needs of employees and strikes and boycotts can be
avoided. Boycotts and strikes decrease relationship in employment.
Conclusion
From the above discussion, it can be concluded that different actors play an essential role that
helps to increase employment relations. In both countries of Australia and India, state or
government plays an essential role. This actor frames proper policies that help to protect
interests of all other actors. Employer associations and employee trade unions are other actors
that help to protect interests of laborers and employers. Moreover, organization of employers
and employees are performed by those associations. In addition, several regulations are also
discussed in this assignment that helps to maintain employment relations. Different laws and
legislation are framed to avoid any dispute between actors and business processes can be
running smoothly. Different employment relations practices are also described in this part of
study. Different practices of employment relations are discussed that helps to protect rights
of employees. Moreover, framing of labor laws is another essential employment relation
practice that helps to eliminate any discrimination.

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