This document discusses the history and current state of labour law and industrial relations in Sri Lanka. It notes that historically, trade unionism had a political influence and there was rivalry between multiple unions. The government supported workers to gain political support. Currently, the framework is highly regulated with an emphasis on laws over relations. The government's future policy focuses on employment generation, skills development, flexible labour laws, and strengthening employer-employee relations. Initiatives are being taken by organizations to lobby for reforms and study related issues. Moving forward, it is necessary to translate policies into action, create a flexible environment, promote stronger relations over regulations, and ensure workers have competitive skills. Industrial relations are strengthened not through punishment but by creating understanding between employers and

1. LABOUR LAW AND INDUSTRIAL
RELATIONS IN SRI LANKA
STRUCTURE
• Historical background.
• Issues in relation to labour law and relations.
• Government policy on labour/IR.
• Initiatives taken by EFC on current issues.
• What do we need? : Way forward.

2. HISTORICAL BACKGROUND
• Conflictual revelations.
• Trade unionism had a political flavour.
• Multiplicity of trade unions and inter-union rivalry
• Successive Government not wanting to displease the working
population – in return for government support, the labour
movement received job protection and other facilities.

3. ISSUES IN RELATION TO
LABOUR LAW & RELATIONS
• Highly regulated framework.
• Emphasis on law rather than relations.
• Laws relating to termination of employment – TEWA and LT Orders –
Reinstatement.
• Laws relating to termination and conditions of employment – working
hours/holidays.

4. GOVERNMENT POLICY ON
LABOUR
 Future policy directives.
 Employment generation.
 Skills development and labour productivity.
 Flexible labour laws
 Strengthen employer-employee relations.

5. INITIATIVES TAKEN BY EFC ON
CURRENT ISSUES
• Lobbying government on labour reforms
• Survey on ‘Impact of labour laws on employment generation in Sri
Lanka’.
• Survey on ‘Entry level skills and competencies required by
employers in the private sector’.
• Employers’ Symposium on ‘Innovation’.

6. WHAT DO WE NEED?
: WAY FORWARD
• Translate the policy directives into concrete action.
• Create an enabling environment to adopt work arrangements
that are flexible and required to be competitive.
• Promote requirements to strengthen relations rather than
regulations.
• Be competitive with relevant skills.

7. “The work forces today and tomorrow are, and
will in many countries, be having to compete
for jobs similar to the way in which countries
compete for investment, i.e., by making
themselves attractive for employment”
S.R. de Silva “Transformation of
Labour Laws and Relations”

8. Therefore, we need to look inwards…….

9. WHY DID MY EMPLOYER
HIRE ME ?
•Qualifications
• Experience
• Personality
• Personal contact

10. AM I RELEVANT AND
REQUIRED AT MY
WORKPLACE TODAY ?

11. THE CHALLENGE IS SUSTAINABILITY

12. PILLARS OF SUSTAINABILITY
• Enterprise
• Employee
• Environment

13. We need to ……
 ensure that the enterprise remains sustainable
amidst continuous changes happening within
and all around it
 Ensure that enterprises have the right
employees with the relevant skills,
competencies and attitudes to withstand these
pressures
 Ensure that the enterprise gives back to the
environment what it has taken from it and
promote environmental responsibility.

14. ‘Industrial Relations in Sri Lanka cannot be
strengthened by punitive laws or sanctions. It
can only be strengthened by creating an
enabling environment that would facilitate
greater understanding between employers and
workers.”

15. A Balancing Act
Efficiency Equity

16. Good Luck !