As mentioned in the above discussion, Industrial relation law reforms focuses on two rudiments of employment relations, seizing pays and conditions (i.e. negotiating and employer’s right to end employment relationship). The role of state or the governing body, which is a vital part of the employee relations system as it has the power to affect and influence the relation between the employer and employee and shift the power balance, was also briefly discussed. It was seen that the state has entire supremacy over the execution of sanctioned laws as well as modify them as they deem fit. Furthermore, it not only has the power to impact government organisations but it is also capable of triggering change in private companies. It can, for instance, take stand on the operation and management of private firms (Anon, 2010). The state, with the control over governmental divisions and antagonism with state owned enterprises, has the aptitude to modify situation where the private organizations function (Anon, 2010).
In addition to the role of usual assurance and fair treatment to every entity in the employment relationship in an unbiased approach, the state via its employment relation policies, preserve development with the command of allocation and workface eminence in the employment relationship (Wattignar, 2008). As mentioned earlier, this socialist ideology provided enormous powers to the Labour unions in South East and East Asian markets. They had great sway on the governmental results constant with comparatively little associates.
The state also has a role in controlling unemployment or rather employment. In the late 90s, whole of Europe including UK was facing tremendous spell of unemployment (World Economic Outlook, 1999, pp 88). During the past decade, the working environment in UK has seen some radical changes such as; the concern of selection in employee relations, human preservation were presumed to be due to prejudice alongside visible minority in the British labour force (Thomas, 1998, pp 189). However, the study explored and recognized that employees are hired by employers based on merit and qualification, using fair judgment. Instead, the study indicated that there is a north-south divide in UK, a geographical location discrepancy, which leads to question the environmental shifting, local redundancy and ignorance of municipal government (Wilkinson, 1992, pp 88). However, all these issues were resolved by the state by improving policies in the UK. This example from UK reiterated the point made by Howell (1998, pp 293) aided the interference of the British government in the areas of employment remains an effective method of proper authority. The state is also responsible to gain poise on economic allegations of circumstances in the workforce from private and public sectors and recognise the rights of trade unions.
在上述讨论中提到，工业关系法的改革主要集中在两个基本的雇佣关系，抓住支付条件（即谈判和雇主终止雇佣关系的权利）。国家的作用或管理机构，是对员工关系体系的重要组成部分，它能影响雇主和雇员之间的关系和移位的功率平衡，也进行了简要的讨论。它被认为是国家整个至高无上的制裁法律的执行以及修改他们认为合适的。此外，它不仅有能力影响的政府机构，但它也能够触发改变私人公司。它可以，例如，站在民营企业的经营和管理（匿名，2010）。国家，在政府部门和国有企业的拮抗作用的控制，有能力去改变的情况下，私人组织功能（匿名，2010）。
除了通常的保证和公平待遇，在一个无偏方法的雇佣关系的每一个实体的作用，通过其劳动关系政策的国家，在雇佣关系中的分配和工作面隆起命令保存发展（wattignar，2008）。如前所述，这种社会主义观提供了巨大的权力的工会组织在东南亚和东亚市场。他们对政府的结果相对较少的同事常有很大的影响力。
国家也在控制失业或者就业的作用。在90年代后期，整个欧洲包括英国正面临着失业的巨大的法术（世界经济展望，1999，页88）。在过去的十年里，在英国工作环境出现了一些根本性的变化，如；雇员关系选择的关注，人类保存被推定为是由于偏见和在英国的劳动力少数族裔（托马斯，1998，页189）。然而，研究探索和认识到员工的优点和资格的雇主，以公正的判决。相反，研究表明，有英国的南北分裂，地理位置的差异，从而导致问题的环境变化，本地冗余和市政府的无知（威尔金森，1992，页88）。然而，所有这些问题都由国家完善政策在英国解决了。来自英国的这个例子中重申了豪厄尔的观点（1998，页293）辅助的英国政府在就业领域的干扰仍然是适当的权力的一种有效方法。国家还负责获得来自私人和公共部门员工的情况下，经济的指控而承认工会的权利。
