Business & Work

Worker rights

Federal labor law gives employees the right to join together at work “for mutual aid and protection.” So, even if there's no labor union, employees have the right to join together to raise group concerns and discuss topics such as: 

• Their pay,
• Hours, and
• Working conditions. 

Employers may not retaliate against employees for participating in those activities. They are known as “protected concerted activities.” Learn more your rights protected under federal labor laws. 

Unions

Employees also have the right to seek representation by a labor union. Before representing a group of employees, a union must first obtain the support of the group. With 30% support from the group, the union may petition (noun) A written request to a court (verb) To request from a court for an election. The federal government conducts the election. If a majority of voters selecting the union in the election, the union can start representing the employees. An employer can voluntarily recognize that the union has the support of a majority of employees. In that case, the representation can also start. Learn more about the representation process and elections.

Collective bargaining

After a union begins representing employees, it negotiates on their behalf for a union contract. It is known as a “collective bargaining agreement.” A collective bargaining agreement between a union and an employer typically lasts for several years. It covers virtually every part of the employment relationship, including: 

• Pay,
• Benefits,
• Hours, and
• Other working conditions. 

Learn more about collective bargaining negotiations. During negotiations: 

• A union may call a strike to build leverage in support of its demands, or
• An employer may “lock out” employees in support of its positions. By "locking out" the employees, the employer prevents them from working. 

Learn more about strikes and work stoppages.

The Illinois Worker Freedom of Speech Act

On January 1, 2025, the Illinois Worker Freedom of Speech Act went into effect. This law ensures that employees do not have to attend meetings about their employer’s views on religious and political matters, including union membership. Employees should not be intimidated, retaliated against, disciplined, or fired for choosing not to participate in these meetings. If you believe your employer violated this act, you can file a lawsuit within one year of the alleged violation. Also, any interested party A person or business involved in a court case in a role like plaintiff, petitioner, defendant, respondent, or intervenor. can file a complaint with the Illinois Department of Labor within three years of an alleged violation.