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Trade unions in outward- relocation European countries focus principally on the management of relocation at company level. While recognizing that relocation is a feature of today’s economic environment and generally eschewing protectionism they demand full consideration of relocation’s social and employment consequences. They essentially argue that since cost competition with emerging economies is not viable consultation procedures and collective bargaining should help identify alternatives to relocation or if the parties agree that it is unavoidable contribute to creating set measures to cushion the negative impacts on workers.
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• The unions want an institutional environment that is conducive.
•  Their involvement in relocation decisions at company level.
• Cconstrains- indirectly or directly- the possibilities of relocating production.
• They mostly consider relocation as a threat both for workers and for the domestic economy as a whole.
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Unions support a number of approaches for coping with challenges of relocation the emphasis on each varies between and within countries: A traditional approach that promotes the role of industrial relations at the level of firm. This may be through a requirement for the early disclosure of information and the setting up of consultation procedures with a view to reaching an agreement either on alternative solutions or on the implementation of the relocation and the handling of its impacts. This traditional approach demands a strengthening of the role of European Works Councils EWCs and the development of cross- border union cooperation. It also supports.
• The cross- border harmonization of employment conditions through the enforcement.
•  International Labour organization ILO standards. The establishment of Europe- wide agreements on basic employment conditions and labor protection. The definition of common tax policies- to avoid social dumping and reduce the incentives for regime shopping based on labour protection differentials.
An interventionist or restrictive approach that aims to reduce the direct benefits or even the possibility of relocations. This may take the form of rules requiring a commitment to maintain production at a certain location for a minimum period when a multinational decides to set up a new plant. Alternatively it may mean an obligation the public subsidies be returned if production is transferred abroad before a certain period has elapsed. Unions also support regulations that require a substantial contribution on the part of relocation firms to covering the social costs of such relocation. This may take the form of the mandatory provision of retraining or outplacement. They are also in favor of limiting the extent to which public welfare services cover the social cost of relocation without any assistance from the relocating firm.