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The last decades have showed the rise of network organizations. They have been accompanied by a new phenomenon: the problem for employees to get in touch with the decision maker, especially during restructuring moments. A new concept is laid out (hydrarchy) to account for this attribute of network organization. This organizational evolution has undoubtedly challenged the model of the “corporation as an institution” and the society has reacted by adapting the law. Two French labour law reactions are analyzed that are derived from the same general principle, the responsibilization principle. An upstream responsibillization aims at an opportunistic adaptation of the corporation boundary so as to re-socialise the economic decision. A donwstream responsibilization (revitalization convention) is centered on the damages to employment without questioning the related economic decision and aims at re-socialising the corporation in the local political community.