The primary objective of ADR in labour disputes is to facilitate a speedy and amicable resolution of disputes, thereby avoiding prolonged and costly litigation.

Litigation is a formal legal process involving a trial in a court of law, whereas ADR methods are typically informal and involve the intervention of a neutral third party to facilitate a settlement.

The role of a mediator in ADR is to facilitate communication and negotiation between the parties, helping them to reach a mutually acceptable settlement.

The role of an arbitrator in ADR is to act as a judge and make a binding decision on the dispute, which is typically final and legally enforceable.

ADR in labour disputes offers several advantages, including speed and efficiency in resolving disputes, lower costs compared to litigation, and the preservation of relationships between the parties.

ADR in labour disputes faces several challenges, including lack of awareness and understanding of ADR among stakeholders, resistance from traditional legal systems and institutions, and difficulty in enforcing ADR agreements.

The successful implementation of ADR in labour disputes requires strong support and commitment from all stakeholders, adequate training and resources for ADR practitioners, and a conducive legal and regulatory framework.

ADR can be used to prevent labour disputes from arising in the first place by providing early intervention and mediation services, promoting open communication and dialogue between employers and employees, and establishing clear and fair labour policies and procedures.

The government plays a crucial role in promoting ADR in labour disputes by enacting laws and regulations that support and encourage ADR, providing funding and resources for ADR initiatives, and raising awareness and educating stakeholders about ADR.

ADR can be used to address systemic issues in labour relations by facilitating dialogue and negotiation between unions and employers, developing joint problem-solving mechanisms, and promoting social justice and equity in the workplace.

Some of the emerging trends and challenges in the use of ADR in labour disputes include the increasing use of technology in ADR processes, the growing demand for ADR services in cross-border labour disputes, and the need for more specialized ADR practitioners in the labour field.

ADR can be used to promote social justice and equity in the workplace by addressing issues of discrimination and inequality, ensuring that all parties have equal access to ADR services, and promoting fair and equitable outcomes in labour disputes.

Some of the best practices for conducting effective ADR in labour disputes include impartiality and neutrality of the ADR practitioner, confidentiality of the ADR process, and encouraging open and honest communication between the parties.

ADR can be used to build trust and cooperation between employers and employees by providing a platform for open dialogue and negotiation, promoting mutual understanding and respect, and helping to resolve disputes in a fair and equitable manner.

ADR is likely to continue to play an important role alongside traditional litigation in resolving labour disputes, as it offers several advantages such as speed, efficiency, and cost-effectiveness.