Integrative bargaining a form of bargaining in which there is potential for a solution that produces a mutual gain; also called win$$win bargaining, principled negotiations, and interest$-$based bargaining. It is assumed that the parties have shared interests in any settlement. Like the word distributive, integrative can refer not just to a process but also to the bargaining issues themselves. The issue of health and safety, for example, clearly has aspects of mutual interests, but providing a safe and healthy workplace also involves costs.

During integrative bargaining, the parties are less likely to inflate the issues. For example, unions will probably focus more on real cases and clearly defined remedies in discussions about the health and safety of their members. A necessary component of cooperation is the sharing of information. In fact, information sharing can often be a test of commitment to a joint problem$-$solving approach to conflict resolution.

The form that integrative bargaining takes is different from distributive bargaining, with issues often resolved through a joint$-$committee structure. Unions and management typically set up joint committees on such matters as health and safety $($this may be required by law$),$ pensions, and plant closures. The parties will relax the strict distributive bargaining requirement of a single spokesperson and instead involve many voices and an array of solutions rather than a single bottom line.