THE EFFECTIVENESS OF LABOUR INSPECTION MECHANISM IN PREVENTING LABOUR DISPUTES IN TANZANIA

Abstract

This study assessed the effectiveness of labour inspection mechanism in preventing labour disputes in Tanzania. Specifically, it aimed to: examine the legal and institutional frameworks for labour inspection in Tanzania; assess labour inspection roles in preventing labour disputes in Tanzania; explore the approaches used by labour inspectors in preventing labour disputes in Tanzania; and determine the challenges facing labour inspection in Tanzania. The study employed purposive and convenience sampling methods, involving 25 participants in a case study design. Following a qualitative approach, data collection was conducted through interviews and document reviews, and data analysis employed thematic and content analysis. The study identified different legal frameworks established to govern labour inspection in Tanzania. They include the Non-Citizen Act, the Employment and Labour Relations Act, the Occupational Health and Safety Act, the Workers Compensation Act, the Labour Institutions Act, the Wage Order of 2022, the National Social Security Fund Act and the Public Service Social Security Fund Act. Institutional frameworks supporting inspection include Labour Administration and Inspection Section, Occupational Safety and Health Authority, Workers Compensation Fund, National Social Security Fund and Public Service Social Security Fund. Labour inspection was found to play various roles in preventing disputes at the workplace. Their roles are such as the provision of education and training, advice, enforcement and resolution where necessary. The study also found different approaches applied by labour inspectors in preventing disputes at workplace, such as routine inspection visits, special inspections visits, and follow up inspection visits. The study revealed different challenges faced by labour inspection in Tanzania, such as inadequate financial resources and working facilities, insufficient labour officers, and lack of district-level labour offices, geographical remoteness, political interference, and professionalism issues. Based on these findings, it is recommended that the government, trade unions representatives, and employers’ representatives collaborate to raise awareness among employers and employees about labour laws and regulations.