1. Do you agree that social dialogue as a process of consultation, negotiation and/or exchange of information between employers, workers, and/or their respective organizations is an important element in the smooth-running of workplace relations?

2. At a national level, has social dialogue been a useful means of managing, avoiding, or harmonizing conflicting interests between the social partners?

  • Any recent examples?

3. At an enterprise level, has social dialogue been a useful means of managing, avoiding, or harmonizing conflicting interests between workers and management?

  • Any recent examples?

4. Is there a culture of effective dialogue between business and unions?

  • Any examples of joint union-employer activities or proposals?

5. Do tripartite institutions and tripartite dialogue exist?

  • If not, should they?

6. Are unions fairly cohesive or are they divided/competing?

7. Are unions independent (i.e., free of political interference)?

8. Is trade union density increasing, decreasing, or staying the same (both in the private and the public sectors)?

9. Are there any bilateral (trade unions – EOs) dialogue channels or institutions?

  • If not, should they exist?

10. Are there informal bilateral (trade unions – EOs) dialogue channels?

  • Are these effective and widely used?


11. Consultations between government and representative business organizations serve as an important means of ensuring that key industry priorities and business concerns are brought to the attention of government policy makers. Is this the case, as a general rule in your country? Is this also the case for businesswomen's organizations?


12. Is the workplace climate conducive to attracting investment or it seen as a constraint?

13. Are strikes widespread or rare?

14. Do investors cite the workplace environment as a reason to invest or not invest?


15. Are current bargaining practices in your country an enabler or a constraint on enterprise development?

16. Is collective bargaining a positive way to address competitiveness and productivity issues?

17. Do current agreements vary across different types of workers, e.g. manual/non manual, skilled/unskilled, part-time/full-time, and permanent/temporary?

18. At which level does wage bargaining take place in your country? National level; Regional level; Inter-sectoral level; Sectoral level; Occupational level; Company level; or multiple levels?

19. Do collective agreements provide flexibility in their implementation at the different levels?

20. What trends are noticeable? E.g. increased national, sectoral, or enterprise level bargaining? If so, is this in a positive or negative development?

21. Has collective bargaining been a useful tool for engagement between employers and workers in bridging economic and social considerations in the world of work?

22. Are collective bargaining outcomes extended to non-union members? Is this helpful/unhelpful?

23. Are the issues traditionally covered in collective bargaining arrangements changing? For instance, is there inclusion of new elements such as organizational change?

24. Has the number of collective wage bargaining agreements been increasing or decreasing? (And what is the public/private sector breakdown)?

25. Do collective bargaining arrangements impact on the informal economy?


26. Are there effective mechanisms and institutional bodies for the resolution of workplace issues (e.g. an independent labour court)?

27. Are they seen as impartial and free of political influence?