Develop Employee-Employer relationship:
Before the mid 90s, British unions (Howell 1998, pp 296), traditionally preferred Laissez-fair approach, which advocates minimal or no state intervention in industrial relations. However, after mid-90s, a number of individual and collective rights were brought in to the legislation. Sisson, 1999, argues that Laissez-fair is not only restricted to state involvement in the union and employer affiliation yet must be developed to include comparative liberty for workers and the company. This enthusiasm for promoting concepts of partnership between employees and employers in employee relations was due to the fact that it seemed as a possible contribution to solving eternal conundrum of the UK economy. For example, due to collective bargaining, employees and employers get together and bargain. The human resource manager and a representative of trade union have short meetings with the intentions to institute harmonized stipulations and condition of service.
ii) Influences the economics of labour market:
The state therefore has a key role in the employee relation system. It influences the economics involved in maintaining labour market (i.e. manages the factors influencing it, sanctions laws to protect both employers and workforce, as well as maintain command in the workforce. The government is an actor in the employment relations such that it has to the effects of inflation on public’s employment conditions. According to Chase (Chase, 1992, pp 23) and Debelle and Vickery (Debelle and Vickery, 1998, pp 384), unemployment curbs inflation, therefore, the state has to determine the appropriate level of wages to be paid by the employers and how much labour unions or employees could ask for without putting additional strain on companies. David Ricardo reveals this in the classical economic theory (Kurz and Salvadori 1998, pp129). For instance, employment relations regime when emerged in the South-East and East Asian markets, determined by antagonism in export industry, provided great negotiate authority and power to unions still with moderately a small number of affiliates (Sriyan de Silva, 1997).
建立雇员和雇主的关系：
在90年代中期，英国工会（豪威尔1998年，296页），传统上首选的自由放任公平的做法，主张很少或没有国家干预劳资关系。然而，在90年代中期，带来了一些个人和集体权利的立法。西森，1999年，主张自由放任公平不仅限于国家参与的工会和雇主联系，还必须制定包括员工与公司的比较自由的。这种热情，是由于这样的事实，它似乎可以有助于解决英国经济永恒的难题，促进伙伴关系，雇员和雇主雇员关系的概念。例如，由于集体谈判权，雇员和雇主一起，讨价还价。人力资源经理和工会的代表都长有短而会议的意图，实行统一的规定和条件的服务。
二）对劳动力市场的经济影响：
因此，国家雇员的关系系统中具有关键作用。它影响着经济在保持劳动力市场（即管理的影响因素，制裁的法律来保护雇主和员工，以及保持命令的劳动力。政府是一个演员的雇佣关系，它的效果的通胀对市民的就业条件。据大通（大通，1992，页23）和Debelle和维克里（Debelle和维克里，1998，页384），失业路边通货膨胀，因此，国家有确定的适当水平的工资由雇主支付多少工会或员工可以要求对公司没有带来额外的压力。大卫·李嘉图揭示了这一点，例如，在古典经济理论（Kurz和萨尔瓦多1998，pp129）。雇佣关系制度时出现了东南方和东南亚市场，由出口行业的拮抗作用，提供了很大的谈判权力和工会仍然适度少量的联属公司（Sriyan德席尔瓦，1997年）。
三）维护秩序和稳定：
正如前面提到的，英国有一个放任样的方式，国家不得不考虑宏观层面的经济趋势，因为这些宏观层面的趋势，进而影响宏观层面的人的行为干预的可能性。这可以清楚地看出·梅纳德·凯恩斯的经济理论。从今以后，国家有一个稳定的劳动力市场以及随后的雇佣关系系统，这些领域给予了极大的重视。它创造稳定就业制度的经济理论，法律相一致，并提供工具，因此，雇主不滥用他们的权力在员工（Arestis和贝恩，1995，pp161）。
