"Purpose
The paper discusses significant changes in the concept and practice of employment relations over the last 50 years. It does so from both public policy and management perspectives and highlights the continued failure to align these two perspectives.

Design/methodology/approach
The paper draws on the author's research as an adviser at the Chartered Institute of Personnel and Development, and his previous experience as a civil servant in the Employment Department. A range of published sources are relied on, including quantitative, survey-based and qualitative, case-study and other evidence.

Findings
The over-riding need to tackle inflation led governments in the 1960s and 1970s to make repeated attempts to build a stronger legal framework around collective bargaining, and to intensifying incomes policies which brought governments into frequent conflict with the trade unions. This was followed by incremental reform of trade union legislation under Margaret Thatcher in the 1980s, to which there has subsequently been no serious challenge. The question is posed whether we are nearing the end of the road for trade union voice in the UK, or whether there is scope for a “new deal” under which trade unions can join with other key stakeholders in making a positive contribution towards economic regeneration. Looking forward, the paper discusses shifts in trade union approaches to industrial action and major challenges for employers, including managing individual conflict and employee voice.

Originality/value
The paper suggests that the ambiguity of the term “employee relations” means we need to ask what are the specific challenges facing employee relations practitioners today. Employee relations managers are undertaking a wide range of jobs. Their current focus on employee relations reflects a shift from the defensive attitudes that characterised the earlier part of the period to a more positive one. The paper concludes by arguing the case for a national forum bringing together employers, trade unions and other key stakeholders to advise government on workplace issues."

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