Learn About Starting a Union at Work

Understanding Union Basics and Why Workers Organize

A union is an organization of workers who join together to negotiate with employers as a group rather than as individuals. When workers form a union, they gain collective bargaining power—meaning they can discuss wages, hours, benefits, and working conditions with management as one united voice instead of separate people. This fundamental concept has shaped American labor practices for over 150 years.

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According to the U.S. Bureau of Labor Statistics, as of 2023, about 10.3 million wage and salary workers were union members in the United States. While union membership has changed over the decades, unions continue to exist in industries ranging from manufacturing and construction to education, healthcare, transportation, and hospitality. Workers form unions for various reasons: to negotiate better pay, secure safer working conditions, establish grievance procedures, gain job security, or improve benefits like health insurance and retirement plans.

The relationship between workers and unions involves ongoing negotiation. A union contract—called a collective bargaining agreement—is a legally binding document that outlines the terms agreed upon by both the union and the employer. These agreements typically last several years and cover details like minimum wages, hours of work, overtime pay, break periods, safety standards, and procedures for handling disputes. When a contract expires, workers and management negotiate a new one.

Workers join unions because they believe collective action gives them stronger negotiating position. Historical examples show measurable outcomes: the labor movement helped establish the 40-hour work week, overtime pay requirements, workplace safety standards, and child labor laws. Today, according to the Economic Policy Institute, union workers earn approximately 10.2% more in wages than non-union workers in similar jobs.

Practical takeaway: Understanding union purpose helps you recognize whether unionization aligns with your workplace concerns. Consider what specific issues matter most to you and your coworkers—whether that's wages, scheduling, safety, or job stability—before exploring union formation.

Legal Rights and Protections for Workers Considering Union Activity

The National Labor Relations Act (NLRA), passed in 1935, is the foundational federal law protecting workers' rights to organize. Under the NLRA, private sector workers have the right to form, join, or support unions; to engage in union activities; and to bargain collectively through representatives. The law explicitly protects workers from employer retaliation for union activities. Public sector employees (government workers) have different protections depending on their state and type of employment, as the NLRA does not cover them.

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Specifically, the NLRA protects your right to talk about forming a union, distribute union materials, attend union meetings, sign union cards, and solicit coworkers for union support. Your employer cannot legally fire you, demote you, reduce your hours, or discriminate against you because of union activity. Employers also cannot promise benefits or raises specifically to discourage unionization, nor can they interrogate you about your union interests or surveillance union activities in certain ways.

Despite these protections, union-busting practices do occur. The Economic Policy Institute reports that between 2010 and 2019, about 2 million workers faced illegal retaliation for union activities annually. Illegal retaliation can include termination, wage cuts, unfavorable scheduling, reassignment to undesirable roles, or negative performance evaluations unrelated to actual job performance. Proving retaliation requires documenting the timeline of events, your job performance records, and any communication from management about your union involvement.

If you believe your employer has violated your rights, you can file an unfair labor practice charge with the National Labor Relations Board (NLRB). The NLRB is an independent federal agency that investigates allegations and can order remedies like reinstatement with back pay. Filing a charge does not cost money and does not require a lawyer, though having legal representation can strengthen your case. You typically have 180 days from the alleged violation to file.

Practical takeaway: Know your rights in writing. Research whether your workplace falls under the NLRA (private sector) or state and local labor laws (public sector). Document any incidents related to your union interests with dates, times, and witnesses. Keep this documentation somewhere secure outside of work.

The Process of Starting a Union Campaign at Your Workplace

Forming a union at a non-union workplace typically follows several stages. The process begins informally when interested workers discuss workplace concerns with trusted coworkers. This discussion phase is crucial—successful organizing often begins with one or two passionate workers who talk to colleagues about shared grievances, gauge interest, and identify other potential supporters. During this phase, workers may reach out to existing unions that represent workers in their industry to learn about the organizing process.

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Once a core group of workers supports the idea, the next step involves contact with a union organization. Unions have organizers—paid staff who specialize in helping workers form new unions—who can provide information about the process, answer questions, and guide workers through campaigns. These organizers help identify common workplace issues, develop organizing strategies, and build a committee of worker-leaders who will champion the campaign. The union doesn't make decisions for the workers; rather, organizers provide experience and resources to support workers' own decision-making.

During the organizing phase, workers typically distribute authorization cards—documents signed by employees indicating their support for union representation. In the United States, the NLRB requires that a majority of workers in an appropriate bargaining unit sign authorization cards before a formal election can be held. A bargaining unit is the group of employees the union seeks to represent; this might be all employees at a location or specific departments. Once at least 30% of the bargaining unit signs cards, workers can request an election through the NLRB.

The union election itself is a secret-ballot vote conducted by the NLRB at the workplace. Workers vote on whether they want union representation. A simple majority (50% plus one) determines the outcome. If workers vote yes, the union becomes the official representative and is legally required to engage in good faith bargaining with management. If the vote is no, workers must wait at least one year before attempting another election (with some exceptions).

Practical takeaway: Start by identifying your core concerns and trusted coworkers who share them. Research unions representing your industry—most maintain websites listing organizers and contact information. Understand that organizing is worker-driven; the union's role is supporting workers' campaign, not controlling it.

Building Support and Running a Successful Campaign

Successful union campaigns depend on sustained worker engagement and strategic communication. Research shows that campaigns built on genuine worker concerns and broad participation tend to have higher success rates. Early campaign phases focus on what organizers call "deep organizing"—having one-on-one conversations with individual workers to understand their specific concerns, identify natural leaders, and build personal relationships that strengthen commitment.

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A typical campaign timeline can range from several months to over a year. During this time, organizing committees develop messaging around specific workplace issues. For example, a campaign might focus on inadequate wages, unstable scheduling, or lack of safety protocols. Effective campaigns use concrete examples from workers' own experiences—a server explaining irregular schedules that prevent budgeting, a warehouse worker describing safety hazards, a teacher discussing workload increases. Personal stories prove more persuasive than abstract arguments.

Campaign tactics vary and might include distributing newsletters or flyers, wearing visible union buttons or shirts, holding meetings outside work hours, gathering petition signatures on workplace issues, and eventually conducting the authorization card drive. Throughout the campaign, confidentiality matters significantly. Workers often fear retaliation, so early organizing typically occurs quietly. Some workers may not publicly support the union until the campaign gains substantial momentum or the election nears. Successful organizers build relationships with quieter supporters and help them feel safe participating.

Management typically responds to organizing campaigns—sometimes positively by addressing worker concerns, and sometimes by opposing unionization. Anti-union campaigns may include meetings requiring worker attendance where management presents arguments against unionization, individual conversations with workers, or increased communication about company policies or upcoming benefits. This is legal as long as management doesn't threaten, interrogate workers about union support, or promise benefits specifically to discourage unionization.

Data from the NLRB shows that in recent years, approximately 50-60% of representation elections result in union victories when workers proceed to a vote. However, campaigns differ greatly based on industry, employer response, worker demographics, and organizing quality. Union campaigns in certain industries, like healthcare and education, have achieved higher success rates in recent years.

Practical takeaway: Build your campaign on real workplace problems with documented examples. Focus on personal conversations with coworkers before public actions.