Over the past decade, Australia has experienced fluctuations in the number of working days lost due to industrial action. In the early 2010s, industrial disputes were at near record lows, with 57 disputes occurring in 2014, resulting in 1.6 working days lost per thousand employees (The Guardian, 2015).
However, recent data indicates an upward trend. In the December quarter of 2024, there were 69 disputes, involving 25,200 employees and resulting in 53,800 working days lost. Throughout the entire year of 2024, Australia experienced 194 disputes, leading to a total of 139,100 working days lost (ABS, 2024). This increase is significant when compared to previous years. For instance, during the first nine months of 2017, there were only 106 disputes nationwide, marking a record low for the postwar era (The Australia Institute, 2017).
Fluctuations in the number of working days lost due to industrial action can signify broader economic and workplace trends. Higher levels of industrial action may indicate dissatisfaction among workers regarding wages, job security, or working conditions. Conversely, periods of low industrial activity might reflect strong employer-employee relationships, successful negotiations, or restrictive regulations on industrial action (The Australia Institute, 2017). These variations provide insight into the evolving landscape of workplace relations and economic conditions.
Unions argue that industrial action is a necessary tool to advocate for fair wages, improved working conditions, and job security. They emphasise that strikes are often a last resort after prolonged negotiations fail to yield satisfactory outcomes. For example, healthcare workers in New South Wales have recently engaged in industrial action over staffing ratios and wage increases, citing concerns about excessive workloads and employee wellbeing (Sydney Morning Herald, 2023).
Conversely, employers express concerns about the economic impact of increased industrial action. They argue that frequent strikes disrupt business operations and confidence, lead to financial losses, and can harm Australia’s reputation as a stable environment for investment. Many businesses believe that ongoing industrial action can strain employer-employee relationships and impact productivity.
Employees often find themselves caught in the middle. While many support industrial action as a means to secure better conditions, others worry about the financial impact of lost wages and the long term stability of their employment.
In conclusion, while industrial action remains a critical tool for employees and unions to voice concerns, it also presents challenges for businesses and the broader economy. A balanced approach, fostering open dialogue and mutual understanding, is essential to address the underlying issues and mitigate the need for industrial action.
Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300234566.
References:
- Australian Bureau of Statistics (2024) Industrial Disputes, Australia. Available at: https://www.abs.gov.au/statistics/labour/earnings-and-working-conditions/industrial-disputes-australia/latest-release
- The Australia Institute (2017) Industrial Disputes Briefing Note. Available at: https://australiainstitute.org.au/wp-content/uploads/2020/12/Industrial_Disputes_Briefing_Note_FINAL.pdf
- Sydney Morning Herald (2023) ‘NSW healthcare workers strike over pay and staffing levels’. Originally published at: https://www.smh.com.au/national/nsw/nsw-healthcare-workers-strike-over-pay-and-staffing-levels-2023
- The Guardian (2015) ‘Industrial action is at near-record lows, but businesses will still blame unions’. Available at: https://www.theguardian.com/business/grogonomics/2015/mar/16/industrial-action-is-at-near-record-lows-but-businesses-will-still-blame-unions
