The Industrial Court has exclusive jurisdiction over trade disputes, unfair dismissal claims, and matters involving registered trade unions. It ensures that industrial relations are conducted fairly and in accordance with the law.
Industrial Law
Industrial law in Trinidad and Tobago governs the relationship between employers and employees, as well as trade unions and industrial associations. It provides the framework for addressing workplace disputes, negotiating collective agreements, and resolving conflicts in a lawful and structured manner.
We assist with employment-related matters, including discipline, termination, redundancy, and grievance handling. Guidance is provided on legal obligations under the Industrial Relations Act and other relevant legislation, ensuring that both employers and employees understand their rights and responsibilities.
When disputes escalate, matters may be brought before the Industrial Court, which has exclusive jurisdiction over trade disputes and unfair dismissal claims. In such cases, representation focuses on presenting facts clearly and resolving issues in a fair and lawful way.
Each matter is examined in its specific context. Case law, collective agreements, and workplace policies are reviewed to determine the most appropriate legal strategy. The aim is to support compliance with labour standards while promoting balanced and respectful industrial relations.
Arvin Arjoonsingh
Frequently Asked Questions – Industrial Law
Answers to common questions about industrial law in Trinidad and Tobago.
In Trinidad and Tobago, termination must be based on just cause or follow proper procedures. Termination without valid reason may be challenged in the Industrial Court as an unfair dismissal.
Before taking disciplinary action, employers should ensure there is a written policy, follow due process, and give the employee an opportunity to respond to allegations. Failure to do so can lead to legal challenges.
Yes. Once registered with the Industrial Court, collective agreements become legally binding on the employer, the recognized trade union, and all workers in the bargaining unit.
Wrongful dismissal relates to breach of contract, while unfair dismissal focuses on the reason and manner of termination under labour law. The Industrial Court typically addresses unfair dismissal claims.
Navigating Employment Disputes and Worker Rights in Trinidad and Tobago
This guide explains the key stages of resolving industrial relations matters from understanding statutory duties and collective agreements to navigating the Industrial Court.
Did You Know? The Industrial Court Can Override Contract Terms
In Trinidad and Tobago, even if an employment contract is signed and agreed upon, the Industrial Court is not strictly bound by its terms. The Court applies principles of equity, good industrial relations practice, and social justice — which means it can override contractual clauses if they are considered unfair, exploitative, or contrary to public policy.
For example, a clause that waives severance pay or limits an employee’s right to a hearing before dismissal may be set aside. The Industrial Court has wide discretion to interpret what is “just and equitable” in the employment context, even beyond what is written in black and white.
Step-by-Step: Navigating Employment Disputes and Worker Rights in Trinidad and Tobago
Identify the Workplace Issue: The process begins by recognizing the core issue whether it is termination, suspension, non-payment of wages, disciplinary action, or breach of a collective agreement. Proper documentation of the events is essential.
Attempt Internal Resolution: Most matters should first be addressed internally using the grievance procedure set out in the workplace policy or the collective agreement. This may involve written complaints, supervisor meetings, or union representation.
Engage in Conciliation or Mediation: If internal remedies fail, the parties may proceed to conciliation through the Ministry of Labour. This is a voluntary process aimed at reaching a mutual agreement without formal litigation.
File a Trade Dispute or Complaint: If no resolution is reached, a trade dispute may be filed with the Registration, Recognition and Certification Board (RRCB) or directly to the Industrial Court, depending on the nature of the claim.
Prepare for Industrial Court Proceedings: Legal representation may be required. Each side presents evidence and arguments. The Industrial Court considers statutory obligations, case law, and equity when deciding the matter.
Receive and Comply with the Court�s Decision: The Court�s ruling is binding. It may order reinstatement, compensation, or other remedies. Non-compliance may result in legal enforcement actions.