The most important concern of trade -unions is direct communication between management and employees and the loyalty and responsibility employees show towards the company. Trade-unions reason for being is to re-establish the balance of power between employers and employees. Trade unions participate with their own representatives, by the law, to negotiations and conclusions of collective labour contracts, to transactions or agreements with the public authorities and employers associations, and also in the specific structures of social dialogue. In the context of present transformation, with an instable labour market, we can identify some difficulties for trade-unions, such as: - inability to organize themselves effectively in profession sectors of activity, which leads towards an impossibility of the trade union representative; - decentralization of regulations regarding the labour relations in what concerns the economical agents and working place, with the consequence of infidelity issues from employees towards the unions they are members of; - highly different qualification for the employees, making thus heavier the unification of their interests. As an answer to a demand of trade -union recognition, the management usually must determine the level on which they sustain the unionist representation, and to find out in what degree trade -union may become a negotiating agent. We only speak about a partially recognition, if the employer limits the role of trade -unions only when speaking of representing their members in working conditions problems. Due to globalization process, in Romania, trade -unions lost increasingly more the opportunity to exercise their pressure upon international companies, facing in the same time to a decreasing number of members, as we shall see in the present material.