The law of August 20, 2008 was intended to strengthen the legitimacy of employee unions, notably by basing their representation models on the voters present across the company. While it is difficult to tell at this point whether this goal has been achieved, it remains the case that the law has had a significant impact in reshaping collective relations in the workplace at both the company and group levels. The study of collective group and company agreements on collective employee representation clearly demonstrates that social dialogue partners have taken the measure of these changes. It also shows how, in many cases, the law amplified an effect that many collective agreements had already had on a smaller scale. The research presented in this paper invites further reflection. Has the legislative stamp of approval for social dialogue benefitted union organizations, or does it rather represent a further step along the path to self-regulation in the workplace?