This study investigated the influence of host community on industrial relations practices and policies using Agbara community and Power Holding Company of Nigeria PLC as a case. The study adopted both the qualitative and quantitative methods. A total of 120 samples were drawn from the population using the simple random sampling technique in which case every member of the population was given an equal and independent chance of being chosen. However, 75 questionnaires were returned upon which the data analysis was based. This was supplemented with the interview method. The response rate is 62.5%. With respect to the reliability of the instrument, the coefficient alpha or Cronbach's alpha is 0.73, which implies that the instrument is 73% reliable. The data analysis was carried out with the aid of Statistical Package for Social Sciences (SPSS). The Chi-square statistical technique was used to test the hypotheses at 5% level of significance. In testing the first hypothesis that PHCN industrial relations policies and practices are independent of its host community, the following variables were subjected to Chi-square test: 1) PHCN industrial relations policies are influenced by public opinion through the use of suggestion schemes ([chi][superscript 2] = 33.07 with 4 df; p less than 0.05) and 2) customs/traditions of host community influence PHCN industrial relations policies ([chi][superscript 2] = 60.93 with 4 df; p less than 0.05). In testing the second hypothesis, the result of the chi-square test shows that an inclusive stakeholders' approach is often used in resolving matters of mutual interest involving host community and PHCN ([chi][superscript 2] = 54.23 with 3 df; p less than 0.05). These results are statistically significant. Therefore, there is evidence to reject the null hypotheses and to conclude that PHCN industrial relations policies and practices are dependent or contingent on its host community. PHCN industrial relations policies and practices are influenced by its host community. The authors therefore recommend the inclusion of the host community as one of the actors in industrial relations. This was relegated to the background by Dunlop (1958) in his categorization of actors in industrial relations. (Contains 1 table.)