Sponsors (4)
The bill increases worker access to standardized information about labor rights, improving awareness and protections, but does so by creating new compliance obligations, potential fines, and administrative costs for employers—especially small businesses.
Workers — including nonunion employees — will receive clearer, standardized information about their NLRA rights through required workplace postings and new-hire notices, making it easier for them to learn about and potentially exercise collective and individual labor protections.
Employers who use the official NLRB notice get a free, standardized form that reduces uncertainty about posting requirements and can lower compliance costs and administrative confusion.
Small businesses will face a new compliance burden and potential financial penalties (up to $500 per violation) for failing to post or notify employees as required, increasing operating costs and risk exposure.
Civil penalties and separate enforcement exposure may be seen as duplicative of existing unfair labor practice remedies, creating legal uncertainty and additional enforcement activity.
Employers may need to update electronic posting systems and onboarding procedures to meet electronic-posting and new-hire notification requirements, imposing administrative and IT costs.
Based on analysis of 2 sections of legislative text.
Requires employers to post and give new hires an NLRB notice of employee rights and authorizes the NLRB to enforce violations with orders and civil fines up to $500 per violation.
Official title: To amend the National Labor Relations Act to require employers to post notice regarding the rights and protections under that Act, and for other purposes.
Introduced April 21, 2026 by Riley M. Moore · Last progress April 21, 2026
Requires employers to post and maintain a conspicuous notice (physical and electronic) informing employees of their rights under the National Labor Relations Act, and to provide that information to each new employee. Gives the National Labor Relations Board authority to issue the notice text, publish it online for free, and enforce the posting and notification rule with compliance orders and civil penalties up to $500 per violation. Preserves existing criminal penalty language for willful interference with Board members while adding an explicit civil-enforcement pathway for violations of the new posting/notification requirement so the NLRB (or its designees) can issue findings, orders, and monetary penalties.