Pursuant to provisions of the Labour Act, as stated in the Official Gazette 93/14 there is a large number of labour dispute types. Labour disputes are primarily divided into individual and collective labour disputes, whereas collective labour disputes are subsequently classified into disputes of right and disputes of interest. Labour disputes arising amongst business entities need to be settled in the best possible manner. Conciliation, arbitration and mediation play a crucial role in the settlement of labour disputes and they are also the most common methods used in the settlement of labour disputes. In addition, there are also more aggressive methods of labour dispute settlement, such as a strike and a lockout as the most common forms of industrial action. A strike is the collective stoppage of work by the employees, or the stoppage of activities that they are obligated to perform in compliance with the specific rules, striving to meet their specific claims. Amongst a broad range of strike types, it is important to highlight lawful and unlawful strikes, as well as solidarity strikes. In order for a strike to be lawful, it needs to meet all the legal requirements for its validity. A strike actionneeds to be organised in such a way that it ispreviously announced and all the pre-defined conditions need to be met. A strike as an industrial action has considerable consequences for both parties involved. A lockout is an industrial action by the employer who, in response to the strike that has already commenced, decides to lockout from work a specific number of employees. The employees incur damage upon lockout and are hence pressed into accepting the conditions of the employer. It is actually a defensive measure that needs to meet specific conditions. This type of industrial action also implies consequences both for business entities and for the entire employment relationship