Introduction Fast-food industry has tremendously grown in the recent past. Besides, there has been emergence of several restaurants. These help to serve the growing market demands. The industry offers various employment opportunities globally. There are several controversial definitions of fast-foods. However, in this study, fast-foods are described as those foods that can be consumed promptly. This report discusses the main elements of industrial relations in regard to Russia. The challenges experienced by globalized fast-food companies and standard approaches adopted by HRMs internationally area also discussed. There is a comparison and contrast of the human resource provisions, employment relations strategies, and processes adopted in the fast-food industries (in the U.S., Germany and Russia). Main Elements of the Industrial Labour Relations of Russia In Russia, there are 3 main elements that govern labour relations. These incorporate labour unions, labour legislation, and the new constitution that came into force in 1993 (Leisink 1999, p. 79). Firstly, the Russian new constitution assured citizens their rights to work in safe and healthy working conditions. The citizens are also entitled to receive compensations without any discrimination. In addition, the labourers should also be well protected against being without a job. However, after adoption of the new constitution, its real application became sluggish. This resulted into numerous difficulties for the managers and the staffs as well as their representatives. The labour legislation was embraced in the 21 Century. The legislation comprised of labour code and impartial laws of the Russian federation laws plus its component regions (Bamber, Blanpain & Pochet 2010, p. 207). As well, there are presidential and ministerial decrees. The Russian government also approved several International Labour Organization (ILO) conventions. These conventions covered a number of features of the labour relations. For example, the legislation guaranteed the right of workers to organize themselves in labour unions, strike and even challenge the decisions that are made by the management (Blanpain, Bromwich, Rymkevich &Valdez 2009, p. 86) The Russian federation labour laws are a combination of different regulations that control employment. There are several issues related to employment and are regulated by the code. For instance, the code regulates working hours and conditions, individual and communal labour contracts and safety. In addition, the code regulates state social security, the conflicts that may arise within labour unions, work discipline, compensation for workers and their benefits. However, this tool was not very effective in regulating labour regulations since the bigger part of the population do not have clear understanding of legal issues. Nevertheless, Russian parliament approved several particular laws that regulated labour relations after 1992. These laws include: The Russian Federation Employment Law, laws for making a decision regarding collective labour disputes, laws regulating the trade unions in terms of their rights as well as guarantees of their operation. There was also a law about the details of safety at work. The supreme ‘decision-making body’ that was responsible for organizing