دور مكاتب المصالحة في تسوية منازعات العمل الفردية على ضوء القانون الجزائري و المقارن

Abstract EN

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Various modern labor laws agree on the use of the term "reconciliation", especially when it comes to addressing and framing some aspects of labor relations in which there are many differences between the parties, whether these disputes are of a collective or individual nature.

Therefore, we find a lot of labor legislation regulating the work judiciary has restricted the parties of the conflict on the condition that they pass the procedures for amicable settlement of the dispute before submitting it to the competent judiciary (such as the Algerian, Moroccan, Tunisian, and even French legislators), Given the characteristics of these friendly conciliation attempts to find solutions to the existing conflict and thus maintain stability and maintain the friendly relationship between the worker and the employer, and to avoid the complications and negative consequences that may result from those disputes, which would harm their interests and even the economic interests of the country.

In most comparative labor legislation, this role has been assigned to a body or body called “reconciliation offices”.