South West Water dilutes union influence : But you cannot wash away the need to listen to employees

Purpose – Examines union and non‐union consultation and representation arrangements at South West Water, UK. Design/methodology/approach – Constitutes a briefing that is prepared by an independent writer who adds his own impartial comments. Findings – Demonstrates that perceptions of trade union membership change over time and between people. Shows that South West Water has generally diluted trade union influence in recent years. Argues, however, that adopting a strategy of substituting unions at the workplace by individualizing the employment relationship and derecognizing the union may not always produce positive industrial‐relations outcomes. Practical implications – Highlights that new European Union directives which seek to make sure employees are informed and consulted in employment matters, may mean that a mechanism for communication between management and employees at the workplace may not be enough, and that the right to be heard and have a say over important workplace issues, and at times an acknowledgement of differing interests, may be essential for achieving greater employee satisfaction and commitment. Originality/value – Contains plenty to interest employer and trade union representatives involved in the ongoing debate over trade union influence.