Sponsors (11)
Introduced October 8, 2025 by Tim Scott · Last progress October 8, 2025
The bill creates clearer, more uniform procedures and some privacy protections and statutory clarity (especially for contractors and tribal coverage) but does so by imposing more employer‑friendly rules that reduce collective bargaining power, narrow worker protections (notably for contractors and undocumented workers), and increase litigation and enforcement risks.
Gig and contract workers and small employers get a clearer, uniform legal test for who is an independent contractor under both the NLRA and FLSA, reducing uncertainty about classification and compliance.
Employees gain a standardized, Board-run secret-ballot election process for choosing union representation, offering anonymous voting and greater procedural uniformity.
Workers engaged in peaceful picketing receive explicit protections from federal prosecution and Hobbs Act definitions are clarified, reducing prosecutorial uncertainty for many labor protesters.
Large numbers of workers are likely to see weakened collective bargaining power and lower wages/benefits because the bill makes union organizing and unit-wide bargaining harder (secret-ballot delays, dues restrictions, individual negotiation carve-outs, and narrower joint‑employer exposure).
Broad new federal felony exposure and vague exemptions could federalize many protest‑related incidents, substantially increasing legal risk and potential severe penalties for participants in strikes and pickets.
The bill creates significant additional legal complexity, administrative burdens, and litigation risk for employers, unions, and the NLRB (voter‑list requirements, immigration-status determinations, coverage disputes, DEI limits, and new standards across statutes).
Based on analysis of 10 sections of legislative text.
Mandates secret-ballot union elections, bars undocumented persons from labor-election votes, limits union use of dues and contact data, tightens contractor/joint-employer tests, bans mandatory DEI clauses, and revises Hobbs Act crimes.
Makes broad changes to federal labor law, union elections, employee classification, and criminal law. It requires secret-ballot NLRB elections for union representation, bars persons without lawful immigration status from voting or being treated as employees in certain labor-election and petition contexts, limits how unions may use employee contact lists and dues, tightens the test for independent-contractor status and narrows joint-employer liability, defines tribal/Indian lands terms, creates a new individual "independent negotiating" option in States that prohibit union-security rules, prohibits mandatory diversity/equity/inclusion (DEI) clauses in collective-bargaining agreements, and rewrites the Hobbs Act to add new federal criminal penalties for robbery, extortion, obstruction, and threats affecting commerce. Imposes new procedural requirements (for example, employers must provide a searchable electronic voter list with limited contact info and the NLRB must issue regulations within nine months), creates new unfair labor practice prohibitions, and changes substantive standards across multiple statutes (NLRA, FLSA, LMRA, LMRDA). It also creates new criminal penalties and exemptions related to labor disputes and picketing conduct.