How works councils and employers can resume talks

As a works council member, you are probably all too familiar with this situation: communication with the employer is sluggish, misunderstandings arise time and again, and instead of pulling together, you suddenly find yourselves facing each other as opponents. However, especially in times of change and uncertainty, it is more important than ever to keep the lines of communication open. Conflict management and sustainable conflict resolution are not abstract concepts, but essential skills for everyday life—ensuring that the interests of employees are truly protected.

See warning signs and prevent escalations

Conflicts between the works council and the employer cannot always be avoided—after all, you are fighting for the employees, while the other side is pursuing economic goals. But tensions in the background do not automatically have to lead to a deadlock. Often, the situation escalates because warning signs are overlooked: discussions break down, responses become formulaic, or the other side is no longer willing to talk. As a works council member, you should take these signs seriously. It helps to take a step back and look at the situation from an observer's perspective. How did the communication go? What problems were apparent? Address these issues openly and objectively. A sentence such as, “I've noticed that our discussions have stalled. How do you feel about the situation?” can help to break the deadlock. The aim is to restore dialogue on an equal footing and create a more open atmosphere for discussion – the most important basis for respectful and goal-oriented cooperation.

Conflict management in the works council: Practical tools

Good conflict management begins with an honest analysis of the situation. Together with your works council team, consider: What exactly is the problem? And what are the interests of both sides? Only when both perspectives are clear can you truly search for solutions together. Focus on clear and open communication: Clearly communicate the works council's perspective and motivations to the employer and listen attentively when arguments come from the other side. The Works Constitution Act can help you here – for example, Section 74 BetrVG stipulates that employers and works councils should engage in trusting cooperation. If a conflict becomes a long-running issue, talk openly about how it is affecting employees and formulate expectations precisely. This will keep you on track, allow you to act in a solution-oriented manner, and strengthen the position of the committee.

Developing solutions together: Methods for conflict resolution

Once you have succeeded in establishing a respectful working relationship, there are various methods available for resolving conflicts. Moderated discussions with a neutral person, such as an external mediator, are often helpful in resolving deadlocked situations. Conflict resolution training courses also provide fresh impetus and improve communication on both sides. The following steps have proven particularly effective: Establish rules together on how discussions and negotiations should proceed Set up regular exchange formats to identify conflict issues early on Clearly record important discussion content and agreements so that they can be followed up on In an emergency, call on the conciliation committee in accordance with the Works Constitution Act (BetrVG) if direct attempts at resolution are unsuccessful No matter which path you choose: openness, appreciation, and commitment are essential. When the works council and employer work together constructively to find a solution, everyone in the company benefits, and the working atmosphere improves as a result. It takes a certain amount of courage to repeatedly seek dialogue with the employer and address conflicts professionally. But this is precisely where works councils demonstrate their ability to take responsibility and bring about real change! Conflicts are not stumbling blocks, but real opportunities for development – provided you approach them with clear goals and a systematic approach. Become a bridge builder in your company and use your work to promote a trusting working relationship.