Facing the spread of management-led direct employee voice, trade unions are stuck with a theoretical and practical dilemma: organising against the disintermediation threats or accepting the risk of marginalisation and partnering with management to at least secure mutual gains. This article casts light on organising disintermediation as a chance for trade unions to overcome the ‘organising against vs surrendering to disintermediation’ trade-off, by taking the lead in the promotion, regulation and implementation of direct employee voice. The analysis of FIM-CISL Brescia shows that far from exclusively being a link to organisational performance and a challenge to union intermediation, direct employee voice may become a trade union goal, being the expression of employee self-determination and human dignity. Pursuing this goal translates into a multifaceted change for the trade union, regarding both its internal (organising) and external (partnership) dimension.
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