Know Your Labor Rights Act
- Sponsor
- Rep. Moore, Riley M. [R-WV-2]
- Committees
- Education and Workforce Committee (primary)
- Last action
- Apr 21, 2026
Bottom line
The bill requires employers to actively inform employees of their labor rights through posting and direct notification, backed by civil penalties for non-compliance.
What it actually does
This bill, titled the 'Know Your Labor Rights Act,' amends the National Labor Relations Act (NLRA) to mandate that employers post notices informing employees of their rights and protections under the Act, both physically and electronically. It also requires employers to notify each new employee of this information. Furthermore, the bill establishes a civil penalty of up to $500 for each violation if an employer fails to comply with these new notice requirements.
Proponents argue
Supporters argue that this bill is a crucial step towards empowering workers by ensuring they are fully aware of their fundamental rights to organize, form unions, and engage in collective bargaining, which are often unknown or misunderstood. They contend that increased transparency fosters fairer workplaces and helps prevent unfair labor practices by proactively informing employees of their protections.
Opponents contend
Critics may argue that this bill imposes an unnecessary and potentially burdensome regulatory mandate on employers, particularly small businesses, who already face numerous compliance requirements. They might also contend that existing avenues for information dissemination are sufficient and that this measure could be seen as an attempt to encourage unionization, which some employers oppose.
The bill is very short and clear, making it highly accessible for any reader to understand its core provisions quickly.
Section 2(a) - Amending Section 8 of the NLRA
Requirement for Employers to Post and Distribute Notice of Employee Rights
This provision mandates that all employers covered by the National Labor Relations Act must display a poster, both physically and electronically, informing their employees about their rights under federal labor law, such as the right to organize, form unions, and engage in collective bargaining. Additionally, employers would be required to provide this information directly to all new hires. The National Labor Relations Board is tasked with creating these regulations and providing the notice template.
Supporters argue
Supporters argue this provision enhances transparency and ensures employees are fully aware of their fundamental labor rights, which are often unknown or misunderstood. This proactive disclosure can prevent unfair labor practices by informing employees of their protections before issues arise, fostering a more balanced power dynamic in the workplace.
Critics contend
Critics might argue that this provision imposes an unnecessary administrative burden on employers, particularly small businesses, who already face numerous regulatory requirements. They may also contend that existing channels for information dissemination are sufficient and that this mandate could encourage unionization efforts, which some employers oppose.
Tradeoffs
This provision balances the goal of employee empowerment through information against the administrative burden placed on employers. It also navigates the tension between promoting labor rights awareness and potential employer resistance to union organizing.
Section 2(b) - Amending Section 12 of the NLRA
Establishment of Penalties for Non-Compliance with Notice Requirements
This provision establishes a new penalty structure for employers who fail to comply with the mandated notice-posting and new employee notification requirements. If the National Labor Relations Board finds an employer in violation, it must issue an order for compliance and can impose a civil penalty of up to $500 for each instance of non-compliance. This aims to ensure the new transparency requirements are taken seriously and enforced.