Thursday, September 24, 2026

Whose Justice? Which Justice?

There are four dimensions of justice behind effective labour relations

By Nathan Koslowsky

As a father of three sons, all now grown, I still have a clear memory of how early in life they were tuned in to issues of justice. Constant refrains in my house included:

“That’s not fair!”
“Let me have a turn!”
“You’re going to get in trouble for that!”
“I’m sorry!”

How do you understand justice at work? Does it involve fair treatment, equitable wages, safe working conditions, respect for human dignity, or due process? Perhaps all of the above and more?

And who gets to decide what is fair and equitable, safe and respectful, and procedurally appropriate?

Interestingly, the typical cries for justice I remember from when my boys were young clustered around the four classical notions of justice: distributive, procedural, retributive and restorative.

“That’s not fair!”
Distributive justice is about making sure everyone gets a fair share of what’s earned and provided. It values equality, generosity, and the dignity of work. At work, that means fair wages, safe working conditions, and sharing resources responsibly.

“Let me have a turn!”
Procedural justice focuses on fairness in how decisions are made. It’s about honesty, transparency, and following consistent processes. In the workplace, that means clear rules, fair treatment, and open communication.

“You’re going to get in trouble for that!”
Retributive justice recognizes that actions have consequences. It values accountability and fairness; so, discipline when needed, but always with the goal of correction and restoration. On the job, that means holding each other to reasonable standards while remembering we all deserve respect and a chance to make things right.

“I’m sorry!”
Restorative justice is about making things right after a conflict or mistake. It values forgiveness, compassion, and rebuilding trust. In the workplace, that looks like listening to one another, working through problems, and finding ways to restore peace and teamwork when relationships break down.

In addition to the different forms of justice, there can be differences in how people understand justice, especially in workplaces where individuals bring diverse backgrounds, experiences, and values to the table. What feels fair or just to one person might seem incomplete, or even unfair, to another. And when those competing understandings collide, whose view of justice should ultimately prevail? Yours? Your employer’s?

In a world filled with talk of “my truth” and “my experience,” these questions matter. How do we decide whose justice, and which kind of justice, should guide how we live and work together?

In a unionized workplace, questions of justice are front and centre. When bargaining committees negotiate collective agreements with employer partners, distributive justice (albeit integrated with the other forms of justice) is in view. When an employer determines that a worker has broken a workplace rule, retributive justice is in view. When the union files a grievance because a steward wasn’t present for the meeting, procedural justice is in view. When the union and employer work together to resolve a conflict impacting hourly workers, restorative justice is in view.

A shared understanding of justice in the workplace forms through negotiations that consider both worker and employer understandings of justice. When justice is negotiated, it becomes something we create together: an agreement about how we will work together with fairness, respect, and care.

In much of my work as a CLAC representative, I see three of the four classical forms of justice play out every day. The one that’s often most challenging, and therefore least tried, is restorative justice.

Restorative justice starts with a hard question: how do you bring someone back into the team after trust has been broken? That’s not an easy question to raise or to answer. It’s usually simpler to part ways, move on, or avoid the difficult work of rebuilding.

Traditional disciplinary systems are essential for addressing inappropriate behaviour, but they often focus on punishment rather than repair. Restorative justice adds another dimension. Through honest dialogue, accountability, and forgiveness, it creates a path for individuals and teams to move forward together. It helps workplaces become communities where people can admit mistakes, make things right, and rebuild trust.

That said, restorative justice comes with real challenges. It takes time, emotional energy, and skill. It can unsettle familiar power dynamics, and it requires buy in from everyone involved. It’s also not a fit for every situation as some forms of misconduct must still be addressed through disciplinary action. Further, if safety or trust are missing, restorative conversations can feel forced or unfair.

In theory, restorative justice is transformative; in practice, it’s hard work. But if workplaces commit to building the trust, capacity, and culture needed, restorative justice can move from being an ideal to a lived reality.

Whether you’re a parent familiar with the cries for justice from your children, a CLAC steward standing up for fairness on behalf of your colleagues, or a worker yearning for justice in your own circumstances, may you remain steadfastly intolerant of injustice wherever it appears, and may you pursue justice as justly as you can.

Whose Justice? Which Justice?

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