A successful labour market and industrial relations system must include conflict resolution. Labor conflicts always arise where there are labor relations, and they must be settled quickly, amicably, and fairly for the good of all parties and the overall economy. The foundation established to handle these conflicts is essential to any nation’s labor relations framework [1]. Social partners and governments have various tools, from nonformal discussions to formal litigation and possibly even government action to settle specific labour conflicts in the public good. Although there are many options for settling labor disputes, the extrajudicial processes of conciliation, mediation, and arbitration are the only ones that are covered in this study; these are alternatives that do not require going to court or appearing before a labor tribunal [2]. While many different types of conflicts can occur between employees and employers, this study focuses specifically on the mechanisms used to settle disputes in cases of collective disputes, disputes involving the application or interpretation of collective agreements (right disputes) or the process of collective bargaining (interest disputes), which occur between employers and groups of workers most frequently represented by trade unions.