Choice, Control, and a Whole Lot of Rollback: Inside the Employee Rights Act of 2025
On June 26, Congressman Rick Allen (R-GA) introduced the Employee Rights Act of 2025, aiming to modernize U.S. labor laws and address emerging workforce trends. The bill is presented as a pro-worker update to the National Labor Relations Act, with a focus on striking a balance between employee rights and workplace flexibility.
Key Provisions:
- Guarantees secret ballot voting in union elections
- Clarifies independent contractor status for more predictable classification
- Narrows joint employer liability to protect small business models
- Requires annual opt-in for union political contributions
- Limits personal data access for union organizers
- Excludes DEI provisions from collective bargaining agreements
- Enhances election integrity and workplace privacy protections
- Addresses union-related violence by amending the Hobbs Act
- Grants tribal enterprises NLRA exemption, similar to state/local governments
Why it matters:
While the bill is unlikely to move forward under current Congressional leadership, it signals where federal labor policy could shift in a future administration. For employers, HR leaders, and labor relations professionals, the ERA outlines a potential policy roadmap with direct implications for organizing rights, union elections, and workforce structure.
Bottom line:
If your organization operates in heavily regulated labor environments—or you’re advising clients in these zones—you’ll want to track this bill closely. Even if it doesn’t become law, it sets the tone for future NLRB rulemaking, litigation strategies, and 2025 campaign talking points.
🔗 Read the full one-pager here (PDF)
