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.