The right to collective bargaining is recognized by international human rights conventions. Article 23 of the Universal Declaration of Human Rights describes the ability to organize fundamental human rights unions.  Point 2 (a) of the International Labour Organization`s statement on fundamental principles and rights in the workplace defines “freedom of association and effective recognition of the right to collective bargaining” as an essential worker`s right.  The 1948 Convention on Freedom of Association and the Protection of the Right to Organization (C087) and several other conventions protect collective bargaining in particular by creating international labour standards that deter countries from violating workers` right to co-association and collective bargaining.  Like worker training systems, worker participation in management, development of the code of intersynetic harmony, the code of efficiency and well-being, the code of conduct, the establishment of joint administrative committees, business and business committees, and the formulation of claims measures at the enterprise level have promoted collective bargaining. A major drawback in the use of this type of trading system is that, although everyone has a say in what happens in the end, the majority argue, and few people decide what happens too. This means that a large number of people, particularly in the general staff, can be overshadowed and feel that their opinion is not really important. In the worst case scenario, this can lead to serious division and hostility within the group. Like tripartite conferences, advisory bodies and industry committees, they have put in place a sophisticated mechanism to promote collective bargaining. Collective bargaining, as practiced in India, can be divided into three classes. First, the two-part agreement, developed through voluntary negotiations between management and the union. The second type is called comparison, while the third type of collective agreement is the agreement.
Despite this controversy, collective bargaining was first introduced in India in 1952 and gradually gained importance in subsequent years. However, the information on the growth of collective bargaining is very meagre and progress in this area has not been very visible, but not negligible. Data published by the labour office show that the practice of setting pay and employment conditions has spread to most major segments of the economy. The third reason for promoting collective bargaining in industrial enterprises, particularly large companies, is the long-term goal of making participatory management a management process that places workers on a company board of directors. One of the reasons why the relationship between management and trade unions is so contradictory in our country is that trade unionism is formed in response to the impotence of workers. (iv) A series of agreements provides for joint consultation in various forms; feasible and effective. instead of making demands, and the parties should be prepared to negotiate and compromise. The collective bargaining process allows for healthy discussions between workers and employers and facilitates the establishment of labour relations.
Moreover, collective bargaining by trade unions is often a twist, given the political affiliation of trade unions in India, and it is more of a union effort than an effort to negotiate genuine workers` demands.