Industrial conflict refers to disagreements and disputes between employers and employees arising from conflicting interests related to wages, working conditions, job security, employment policies, and managerial decisions. In contemporary organisations, industrial conflict has become more complex due to globalization, technological transformation, economic inequality, contractual employment, automation, and changing patterns of work. While conflict is a natural aspect of industrial relations, its frequency and intensity significantly affect organisational performance, employee welfare, and economic development. Economic inequality is one of the most significant causes of industrial conflict. Wide disparities in wages, unequal distribution of profits, executive compensation, and inadequate social security often create dissatisfaction among employees. Workers expect fair remuneration corresponding to their contribution, and perceived injustice leads to protests, strikes, and collective bargaining disputes. Technological disruptions have introduced another major source of conflict. Automation, artificial intelligence, robotics, and digital transformation increase productivity but simultaneously reduce employment opportunities and create fears of redundancy. Employees may resist technological changes when they believe that management is introducing technology without adequate consultation, retraining, or compensation. Changing employment relationships have transformed traditional industrial relations. The rise of contract labour, gig work, outsourcing, temporary employment, and platform-based work has weakened long-term employer-employee relationships. Such arrangements often provide limited job security, lower wages, and fewer social protection measures, increasing labour dissatisfaction and conflict. Poor wages and inadequate benefits continue to be traditional causes of industrial disputes. Inflation and rising living costs make employees demand periodic wage revisions, bonus payments, and improved welfare facilities. Failure of management to address these demands often results in collective action. Unsafe and unhealthy working conditions remain important causes of industrial conflict in many sectors. Lack of occupational safety measures, excessive workload, inadequate health facilities, and poor workplace infrastructure reduce employee morale and increase labour unrest. Ineffective communication between management and employees frequently leads to misunderstandings and mistrust. When employees are excluded from organisational decisions or are not informed about policy changes, rumours and dissatisfaction spread rapidly. Leadership failures also contribute to industrial conflict. Authoritarian management styles, discrimination, favouritism, lack of transparency, and arbitrary disciplinary actions damage employee confidence. Similarly, irresponsible trade union leadership may escalate disputes for political or organisational gains. Weak grievance redressal mechanisms increase the intensity of conflicts. Employees resort to strikes or demonstrations when internal complaint systems fail to resolve workplace issues promptly and fairly.