Industrial relations refers to the system of relationships that exists between employers, employees, and the state in the context of industrial and economic activity. It encompasses the interactions, negotiations, conflicts, and cooperation that arise in the workplace, particularly concerning employment conditions, wages, working hours, discipline, welfare, and dispute resolution. At its core, industrial relations seeks to maintain a balance between the interests of management and labour while ensuring productivity, industrial peace, and social justice. It is not limited to unionized settings alone but extends to all forms of employment relationships, formal and informal, within an economy. The scope of industrial relations is wide and multidimensional. It includes individual relations between employer and employee, collective relations involving trade unions and employers’ associations, and the regulatory role of the government. It covers the formulation and implementation of labour laws, collective bargaining processes, grievance handling mechanisms, industrial disputes and their settlement, workers’ participation in management, and issues of occupational safety, health, and welfare. With changes in technology, globalization, and labour markets, the scope has expanded further to include contract labour, gig and platform work, human resource practices, corporate governance, and international labour standards. Thus, industrial relations is not static but evolves with economic and social transformations. The key actors in industrial relations are employers, employees and their trade unions, and the government. Employers, whether individual proprietors, corporate management, or public sector authorities, play a central role as decision-makers regarding production, investment, technology, and employment practices. Their primary interests generally include efficiency, profitability, competitiveness, and managerial control. Employers shape industrial relations through personnel policies, human resource management strategies, attitudes towards unions, and willingness to engage in collective bargaining. In India, employers’ associations such as the Confederation of Indian Industry and Employers’ Federation of India also influence labour policy and represent managerial interests at national and international forums. Employees are the second major actor, contributing their labour and skills to the production process. Individually, workers seek fair wages, job security, safe working conditions, dignity at work, and opportunities for growth. Collectively, these interests are articulated through trade unions, which act as representatives of workers in negotiations with management and the state. Trade unions play multiple roles, including collective bargaining, protecting workers from unfair labour practices, raising awareness about rights, mobilizing workers for collective action, and participating in policy discussions. In India,