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Socio-Economic Review Advance Access originally published online on March 10, 2006
Socio-Economic Review 2006 4(2):337-351; doi:10.1093/ser/mwl008
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© The Author 2006. Published by Oxford University Press and the Society for the Advancement of Socio-Economics. All rights reserved. For Permissions, please email: journals.permissions@oxfordjournals.org

A process of transition—Employer strategies and outcomes of employee voice at Eurotunnel

Paul J. Gollan

The London School of Economics, Department of Industrial Relations, Houghton Street, London WC2A 2AE, UK

Correspondence: p.j.gollan{at}lse.ac.uk

This paper examines management strategies towards non-union representative arrangements at Eurotunnel and assesses their effectiveness in representing employees over a 5 year period. This period also allows for a review of consultation arrangements before and after union recognition and an examination of the outcomes from such arrangements. The findings show that the effectiveness of non-union structures in representing the interests of employees is questionable. However, union recognition through an employer–union partnership agreement has also raised important issues regarding the impact and legitimacy of unions at Eurotunnel. The findings show that employers wishing to encourage an alignment of interests with their employees need to place greater emphasis on addressing employee concerns and giving employees a greater say over decision-making processes.

Key Words: trade union • labour-management relations • JEL classification: J51, J53, J58


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