Abstract: Although, there is great diversity among countries in the legal framework governing employment relations, it should be recognized that, in many developing countries including Nigeria, the legal framework is still considered more restrictive especially in the public sector. Paradoxically, going by the recommendation of the ILO conventions, it is expected that both employers� and employees� association(s) will come to the bargaining table each with relatively well-defined positions on the employment relations issues before them, with the public authorities refraining from any sort of interference which could restrict the freedom or impede the lawful exercise thereof. Suffice it to say that, the ILO conventions on employment relations which are; directly or indirectly built around the basic principle of voluntary collective bargaining; allow each government to decide the kind of machinery it considers most suited to the needs of its country, but then provide for equal representation of employers and workers in the branches of industry concerned. However, the experience of Nigeria has shown that over the past years, successive governments have become, perhaps, the most important factor in determining the employment relations climate in the country; through various decrees (acts) that have come to bear on employment relations policies. These Acts are seen as important elements/components of national development strategies/policies aimed at combating inflation, economic recession, unemployment and promoting national unity. In this process, strikes, which had remained the workers most potent way of showing resentment, have been outlawed and compulsory arbitration entrenched in the labour acts which in seen by many as infringing on the freedom of collective bargaining as a means of determining employment relations. In line with the above background, the study therefore is intended to discuss the trend and pattern of the Nigerian Government�s in employment relations as well as explore the implications of such strong influence on collective bargaining, wages determination, trade disputes resolution procedures and freedom of association of the workers.