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Summary 1. All individual labour relations disputes arising out of breach of contract of employment including unfair dismissal should be capable of being settled by the relatively rapid, inexpensive and informal procedures of the industrial tribunals with further appeal on points of law; 2. The minimum condition of legal recognition for the closed shop should be the effective strengthening in law of protection for the individual union member or prospective member, subject to discretion concerning ‘disruptists7rsquo; 3. In the central area of collective labour relations, the following policy suggestions are made: a) criminal or civil sanctions against individual employees are impractical and best forgotten. Sanctions can only be realistically considered in relation to leaders and organisations; b) the objective for a rational law of strike action (or other forms of direct action) should be limited if it is to be realistic, i.e., not the chopping down of managerial or trade union or shop floor power but insistence on a reasonable degree of orderliness and time for second thoughts in the run up to direct action; c) it is an ancient truth that only fair and reasonable laws will command respect. Disputes procedures are a kind of quasi‐law. To command respect and to justify sanctions for its breach, a disputes procedure should be independently certificated as fair and reasonable in accordance with modern labour relations standards. The C.I.R. is at present the obvious body in which to vest this certificating power; d) where adequate procedures and principles are provided by the law to deal with an identified class of industrial dispute, the use of private power, including private collective power, to impose a solution should be legally discouraged.
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