Conciliation is a dispute resolution process commonly used in labor and employment law to help parties involved in a labor dispute reach an amicable settlement. Here's an overview of the conciliation process under labor law:

1. Initiation: The conciliation process typically begins when one of the parties involved in a labor dispute, often the employer or the labor union representing employees, requests the assistance of a conciliator. This request is usually made to a government labor department or a labor relations authority.

2. Appointment of Conciliator: Once a request is made, a neutral third party, known as a conciliator, is appointed to facilitate the conciliation process. The conciliator is usually an experienced individual with expertise in labor and employment matters.

3. Information Gathering: The conciliator gathers information about the dispute, including the positions and concerns of both parties. This can involve meetings with each party separately or together, reviewing relevant documents, and gaining a thorough understanding of the issues in question.

4. Facilitation: The conciliator acts as a neutral intermediary, helping the parties communicate and understand each other's perspectives. They may propose solutions, provide advice, and encourage dialogue to find common ground.

5. Negotiation: During the conciliation process, the parties are encouraged to negotiate and attempt to reach a mutually acceptable resolution to the dispute. The conciliator may offer suggestions, alternative solutions, or assist in structuring the negotiation process.

Conciliation is a valuable method for resolving labor disputes because it allows the parties to maintain some control over the outcome and reach a mutually agreeable solution, rather than having a decision imposed upon them. It can also help in preserving labor relations and preventing the escalation of conflicts. The specific procedures and regulations governing conciliation can vary by jurisdiction and labor agreements.