Labour relations in practice is a subarea within human resource management, and the main components of it include collective bargaining, application and oversight of collective agreement obligations, and dispute resolution. Academically, employee relations, a related term, is considered a subarea of labour relations that focuses on non-union settings, whereas labour relations covers both union and non-union workplaces, and both are taxonomically classified under the broader field of industrial relations. Labour relations is defined as "for or with whom one works and under what rules. These rules (implicit or explicit, written or unwritten) determine the type of work, type and amount of remuneration, working hours, degrees of physical and psychological strain, as well as the degree of freedom and autonomy associated with the work."
Labour relations is also known as labour studies in liberal arts and is a multidisciplinary field that draws from economics, sociology, history, law, and political science. Scholars in this field examine labour unions and labour movements. In an interdisciplinary context, it is considered a subfield of labour history that explores human relationships with work in the broadest sense and how these relationships intersect with issues of social inequality. In contemporary contexts, labour relations refers to the study and management of unionized employment settings, which include the employer, management, union(s), and the unionized employees.