Collective bargaining is the term used to define the process whereby employers must attempt to negotiate an agreement with the trade unions rather than with specific workers over terms of employment and working conditions. This is typically done with the objective to enable workers voice their concerns and engage in improved negotiations with their employers in order to fulfil certain demands and rights of the workers, including those pertaining to working hours, salary, working conditions, etc. This practice is often quite effective since it frequently results in companies acting to address the concerns of the employees. In India's private and public businesses, this method of resolving industrial disputes has revolutionised labour relations. This is due to the fact that business and commerce will inevitably encounter problems, and it is impractical to have courts adjudicate every one of them. As a result, using collective bargaining as a form of dispute resolution in the workplace has proven to be effective. This paper's primary objective is to critically analyse the concept of collective bargaining in general, including a study of its scope, aims, types, conditions, environment, theories, and various levels, among other topics. Additionally, it makes an effort to examine its concept from an Indian perspective in order to comprehend its framework and structure in the Indian context.