New Labor Bill Broadens Worker Protections, Boosts Union Power: Employers Face Stricter Rules and Penalties Starting 2025

The Richard L. Trumka Protecting the Right to Organize Act of 2025 makes some serious changes to the rules of the game for employers and employees. This bill redefines who counts as an "employee" and "employer", cracks down on unfair labor practices, and makes it easier for workers to unionize and bargain collectively. It is important to note it also ramps up penalties for companies that break the rules.

Rewriting the Rules of Employment

This section dives deep into how the bill updates the definitions of "employee," "employer," and "supervisor" under the National Labor Relations Act. For example, if a company shares control over your working conditions with another company (think temp agencies or franchise setups), they could both be considered your "joint employers." (Section 101(a)). This matters because it could make more companies responsible for things like fair wages and safe working conditions. Also, unless you're a true independent contractor—meaning you have real control over your work—you're likely an "employee" under this bill, with all the protections that come with it (Section 101(b)).

Leveling the Playing Field

This part is all about making things fairer between workers and management. The bill lists a bunch of "unfair labor practices" that companies will be banned from doing. For instance, employers can't permanently replace striking workers or threaten to do so (Section 104(a)). They also can't force you to attend meetings where they try to sway your opinion on unionizing (Section 104(a)(1)(C)). Plus, if you're using company email or other communication systems, your employer can't stop you from using them for union-related activities, as long as it doesn't seriously disrupt the business (Section 104(a)(1)(D)).

Getting to a Fair Deal Faster

This section focuses on streamlining the process of getting to a first union contract. If a newly formed union and an employer can't agree on a contract within 90 days, either side can request mediation. If mediation doesn't work within 30 days, it goes to binding arbitration—meaning a neutral third party decides the terms of the contract (Section 105(a)). This could mean quicker resolutions, but it also means both sides have to live with whatever the arbitrator decides.

Stronger Enforcement, Bigger Fines

This is where the bill puts its money where its mouth is. Companies that violate labor laws, especially if they repeatedly do so or cause serious economic harm to employees, will face hefty fines—up to $50,000 per violation, or $100,000 for repeat offenders (Section 110(a)(1)(A-B)). Individual directors or officers who knowingly participated in violations could also be personally fined (Section 110(a)(1)(C)). The National Labor Relations Board (NLRB) also gets more teeth: if a company ignores a Board order, they can be slapped with a $10,000 per violation civil penalty (Section 110(b)).

Keeping it Consistent, Keeping it Transparent

The bill also cleans up some language in other labor laws to make them consistent with these new rules. For instance, it updates the rules around notifying authorities about strikes or lockouts (Section 201). It also requires employers to be more transparent about their efforts to influence employees on union matters. If a company is holding meetings, training supervisors, or even just sending out communications designed to sway workers' opinions, they have to report it (Section 203(a)).