Abstract
The development of trade unionism amongst managers poses a challenge to traditional conceptions of industrial relations. This paper discusses government policies towards managerial unionism and the justifications which have been put forward for restricting the trade union activity of managers. It argues that concern about managerial unionism is built upon three main assumptions: (a) managers will be faced with conflicting loyalties and placed in the impossible position of attempting to satisfy the contradictory demands of employer and union; (b) the unionisation of managers will lead to an unacceptable shift in the balance of power from employers towards trade unions; (c) the presence of managers will compromise the independence of trade unions. The conclusion is reached that the limitations which many governments place upon managerial unionism are based upon assumptions which, although not entirely without foundation, are generally incorrect.
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