Sponsors (216)
Official title: To amend the National Labor Relations Act, the Labor Management Relations Act, 1947, and the Labor-Management Reporting and Disclosure Act of 1959, and for other purposes.
Introduced March 5, 2025 by Robert C. Scott · Last progress March 5, 2025
The bill substantially strengthens worker protections, collective‑bargaining access, faster remedies, and transparency — especially for gig and contractor workers — at the cost of higher compliance and enforcement costs, more litigation and administrative burdens, and increased privacy and cybersecurity risks for employers, employees, and taxpayers.
Employees — including many gig and contract workers — would more often be treated as employees rather than independent contractors, increasing access to NLRA rights and collective bargaining.
Workers in multi‑employer or contractor‑supplier arrangements would find it easier to hold multiple entities accountable as joint employers, improving remedies and bargaining leverage.
Employees who strike would get stronger protections against permanent replacement, discriminatory treatment on return, and employer lockouts, reducing the risk of job loss for striking workers.
Employers — particularly small businesses — would face higher compliance costs, greater exposure to large civil fines and doubled damages, and increased operational costs.
Broader employee status and tougher joint‑employer rules are likely to increase litigation and classification uncertainty, raising legal costs and hiring complexity for businesses.
Shortened election timetables, reduced employer participation in representation proceedings, and the possibility of bargaining orders without a new election could limit employer procedural protections and produce contested outcomes.
Based on analysis of 6 sections of legislative text.
Expands employee coverage and joint-employer liability, tightens independent-contractor tests, adds whistleblower protections, requires remote NLRB elections and detailed election reporting, and alters labor disclosure rules.
Changes the National Labor Relations Act and related labor laws to widen who counts as an employee and as a joint employer, narrow who is treated as an independent contractor, alter the supervisor definition, add whistleblower protections, tighten reporting and disclosure rules for employer arrangements that influence employee meetings and communications, and require the NLRB to offer remote electronic representation elections and expanded per-case election reporting. It also directs a GAO study on sectoral collective bargaining and adjusts statutory report-retention rules beginning in 2027.