Sponsors (14)
The bill creates clearer, more standardized rules favoring employer clarity, business flexibility, and electoral procedures while constraining union organizing tools, narrowing protections for some workers (notably gig and undocumented workers), and shifting many disputes toward employers, states, or courts — trading stronger procedural clarity for reduced collective bargaining power and worker protections.
Workers, employers, and the NLRB get clearer, standardized rules for how federal labor elections are run and who is eligible to vote, reducing disputes over representative legitimacy.
Individual employees gain stronger control over privacy and use of payroll deductions: limits on sharing contact info, annual opt-in for dues uses, and restrictions on organizer data reduce unwanted disclosures and compelled funding for non-bargaining activities.
Gig and contract workers and small businesses gain clearer rules favoring independent-contractor status and protecting franchisors from automatic employer liability when they provide standardized training or safety materials, preserving schedule flexibility for contractors and reducing business uncertainty.
Workers involved in organizing or strikes face increased risk of employer discipline for speech or conduct that they may view as protected concerted activity, creating a chilling effect on union organizing.
Reclassifying more gig and contract workers as independent contractors would strip many workers of wage protections, benefits, and easier employer accountability, potentially shifting costs to individuals and taxpayers.
Excluding undocumented workers from voter eligibility in labor-board and union elections reduces their voice in workplace representation, may depress reporting of hazards, limit collective bargaining in mixed-status workplaces, and raise litigation over immigration status.
Based on analysis of 10 sections of legislative text.
Overhauls NLRA/FLSA/LMRDA rules: mandates Board-run secret-ballot elections, bars undocumented persons from voting in labor elections, tightens contractor/joint-employer tests, restricts DEI in CBAs, and adds privacy/dues-consent rules.
Official title: To reform the labor laws of the United States, and for other purposes.
Introduced June 26, 2025 by Rick W. Allen · Last progress June 26, 2025
Creates broad changes to federal labor law that tighten rules on union representation and strikes, restrict who may vote or be treated as employees in labor elections, and make it easier for employers to classify workers as independent contractors or to avoid joint-employer liability. The bill also adds employee privacy and dues-consent protections, bans certain DEI provisions in collective bargaining agreements, and narrows criminal exposure for some nonviolent picketing by shifting prosecution to state/local authorities. These changes affect employees, labor organizations, employers (including franchisors and franchisees), immigrant workers, and the National Labor Relations Board by changing who counts as an employee or voter, how representatives are chosen, what conduct employers and unions can lawfully address, and how workplace relationships are legally evaluated.