This literature review synthesizes the key discussions surrounding John Dunlop’s Theory of Employment Relations, offering insights into its continued relevance and the critical perspectives that have emerged over time

Introduction John Dunlop's Theory of Employment Relations (ER), formulated in the 1950s, has had a profound impact on the study and practice of industrial relations. His framework laid the groundwork for understanding how various actors within the employment relationship interact within a broader societal context. This literature review will explore key aspects of Dunlop's theory, its relevance in contemporary settings, and the criticisms it has faced over the decades. The review is based on six academic journal articles that provide diverse perspectives on Dunlop's work. 1. Explanation of John Dunlop's Theory of Employment Relations a. Overview of the Theory John Dunlop's Theory of Employment Relations, also known as the Industrial Relations System (IRS), posits that employment relations are shaped by the interactions among three primary actors: employers, employees (and their representatives, such as unions), and the state. These interactions occur within a system governed by a set of shared ideologies, rules, and regulations that define the nature of work and employment. The key components of Dunlop’s theory include: Actors: Employers, employees, and the state, each with distinct roles and interests. Contexts: The environment in which the actors operate, including the technological, market, and power dynamics that influence the employment relationship. Rules: The formal and informal regulations, agreements, and norms that govern the employment relationship.