Sect. 64.  Peaceful picketing and prevention of intimidation.

Notwithstanding anything contained in this Act or any other law to the contrary, one or more persons acting on their own behalf or on behalf of a trade union or of an individual employer or firm in contemplation or furtherance of a trade dispute, may attend at or near a place where a person works or carries on business or happens to be, if they so attend merely for the purpose of peacefully obtaining or communicating information or of peacefully persuading any person to work or abstain from working.

[Grenada,  Labour Relations Act 1999]

Section 53. Peaceful picketing. 

Where such presence is in furtherance of a lawful strike or a lockout, it shall be lawful for a person to be at or near his or her place of work or former place of work or a place of business of the employer or former employer for the purpose of peacefully communicating information or peacefully persuading anyone  -

• not to enter that place of work or business;
• not to work;
• not to deal in or handle that employers' products;
• not to do business with that employer.

The right contained in subsection (1) shall extend to any officer of a trade union or employers' organization whose members are acting in furtherance of such a strike or lockout."

[Malawi, Labour Relations Act, 1996]

Section 69. Picketing. 

A registered trade union may authorise a picket by its members and supporters for the purposes of peacefully demonstrating -

• in support of any protected strike; or
• in opposition to any lock-out.

Despite any law regulating the  right of assembly, a picket authorised in terms of subsection (1) may be -

• in any place to which the public has access but outside the premises of an employer;
• with the permission of the employer, inside the employer's premises.

The permission referred to in subsection (2)(b) may not be unreasonably withheld.

If requested to do so by the registered trade union or the employer, the Commission must attempt to secure an agreement between the parties to the dispute on rules that should apply to any picket in relation to that strike or lock-out.

If there is no agreement, the Commission must establish picketing rules, in in doing so must take account of -

• the particular circumstances of the workplace or other premises where it is intended that the right to picket is to be exercised; and
• any relevant code of good practice.

The rules established by the Commission may provide for picketing by employees on their employer's premises if the Commission is satisfied that the employer's permission has been unreasonably withhold.

[South Africa, Labour Relations Act, 1995]