Introducing labour flexibility: The example of New Zealand

Economic and financial reforms in the mid-1980s were followed by labour market reforms which, particularly from 1991, dramatically altered the basis of labour relations in New Zealand. Unions lost their exclusive right to represent workers, and individual employees and employers became the primary decision-makers, even as to whether bargaining should take place. The author examines this method of introducing labour market flexibility and then explains the extent to which it has been applied: not always to the maximum extent possible, given the advantages seen by employers as well as workers in achieving "quality" employment relationships.