In dispute resolution, what is conciliation primarily used for?

Conciliation is primarily used in employment cases and tribunals to help resolve disputes between employers and employees. This process involves a neutral third party, known as a conciliator, who facilitates discussions and negotiations between the conflicting parties. The goal is to reach a mutually acceptable solution without resorting to formal legal proceedings.

In employment-related disputes, conciliation can provide a more flexible and less adversarial environment compared to formal hearings, allowing the parties to explore options for resolution that may not be available in a legal context. The focus is on restoring relationships and finding an amicable agreement, which is particularly beneficial in workplace disputes where ongoing relationships are crucial.

While other options, such as formal legal hearings and mediation cases, do exist within the broader framework of dispute resolution, they do not capture the specific focus and utility of conciliation in employment settings, making it uniquely suitable for that context. Additionally, although product liability claims may also involve negotiation and dispute resolution processes, they typically follow a different route often involving legal procedures and compensatory frameworks rather than the conciliation process.