Emergence of Employment relations system also opened up arena for social dialogue between employers and employees. For example what is going in the banking industry recently due to financial crisis, social partners have been reported to have agreed on training of employees which got affected by mergers and acquisitions etc. This example shows the principal of subsidiarity, where each social partner, the employer and the government is working for the common good.
The examples mentioned above are a proof on how the state has an impact and influence on the employee-employer human relations and power balance between all parties involved. All three agents, the employer, employee and the government are working for the common good of the society. Even though the impact of these efforts are not measurable completely, the social dialogue and interaction helps all parties reach a consensus through mutual understanding and cooperation which leads to a more stable and healthy industrial or specifically Employment relations (Asper, 2001, pp 5).
During the same era, another impact of policies by state is apparent from the withdrawal of the ‘Fair Wages Resolution 1983’ and ‘1972 Industrial Relations Code of Practice’, where collective bargaining was discouraged. However, this practice has not been outlawed, as the human capital of many organizations continue to conduct in such industrial relation proposals (Unknown, Role of UK Government in Employment Relations, 2010).
雇佣关系制度的出现还开辟了雇主与雇员之间的社会对话的舞台。例如在银行业是怎么回事最近由于金融危机的影响，社会伙伴已对培训了受兼并和收购等这个例子显示了主要的辅助，其中每一个社会的合作伙伴，员工已同意雇主和政府工作的共同利益。
上面提到的例子是一个证明的状态如何雇员和雇主的人与人之间的关系和权力之间的平衡有关各方的冲击和影响。所有这三种药物，雇主，雇员和政府正在努力为社会的共同利益。尽管这些努力的影响是无法衡量的，完全的，社会的对话与互动，帮助各方达成共识，通过相互理解和合作，这导致了一个更加稳定和健康产业特别是就业的关系（阿斯皮尔，2001年，页5）。
在同一个时代，国家政策的另一个影响是明显的“公平工资分辨率1983’和’1972劳资关系实务守则”，其中集体谈判感到沮丧撤出。然而，这种做法并没有被取缔，许多组织的人力资本继续进行劳资关系的建议（未知，英国政府雇佣关系中的作用，2010年）。
