South Africa's Labour Relations Act of 1995 ("LRA") regulates the relationship between trade unions and employers. It guarantees basic organizational rights to trade unions where they previously had none.

South Africa's Labour Relations Act of 1995 ("LRA") regulates the relationship between trade unions and employers. It guarantees basic organizational rights to trade unions where they previously had none. It simplifies the procedures required for industrial action to be lawful. It delineates in what circumstances industrial action is and is not permitted.

• Trade unions and employers' organisations
• introduction
• registration of trade unions and employers' organisations, no discrimination on grounds of race and sex, the registrar of labour relations, only genuine trade unions and employers' organisations can be registered, where the requirements for registration are satisfied, consequences of registration, the regulation of any changes, winding
• up of a trade union or employers' organisation, cancellation of registration, regulation of federations of trade unions and employers' organisations
• freedom of association and general protections
• introduction, the right to freedom of association, protection of employees and persons seeking employment, protection of employers, rights of trade unions and employers' organisations, procedure for disputes
• organisational rights
• introduction, a 'workplace', the level of representativeness required, the exercise of organisational rights, enforcing organisational rights, organisational rights
• sufficiently representative unions, organisational rights
• majority unions, agency shop and closed shop agreements, general provisions concerning organisational rights, termination of organisational rights
• collective bargaining
• beyond organisational rights
• introduction, a duty to bargain?, workplace forums, agreeing to bargain?, which union, which workers? the bargaining unit, bargaining in good faith, bargaining over 'matters of mutual interest' bargaining beyond the scope of the employment contract, typical subjects of collective bargaining, deadlock, negotiating for mutual gain
• strikes and lock
• outs
• introduction, defining a strike, protected strike
• substantive requirements, protected strike
• procedural requirements, who may strike?, unprotected strikes, effect of a protected strike, picketing in support of strike action, lock
• outs, lock
• outs and dismissal, requirements for a protected lock
• out, industrial action and essential services, the use of replacement ('scab') labour, protest action
• collective bargaining
• collective agreements
• introduction, identifying a collective agreement, legal effect of a collective agreement, termination of collective agreements, closed shop and agency shop agreements, disputes about collective agreements
• industry collective bargaining arrangements
• introduction, rationale for industry bargaining, two
• tier bargaining, informal industry bargaining arrangements, bargaining councils, constitution of bargaining councils, legal effect of collective agreements concluded in a bargaining council, extension of collective agreements concluded in a bargaining council, enforcement of collective agreements by a bargaining council, bargaining councils in the public service, statutory councils, dispute resolution functions of bargaining and statutory councils, general provisions concerning councils, demarcation disputes, concluding remarks