About NLRB

National Labor Relations Act

In 1935, Congress passed the National Labor Relations Act (“NLRA”), making clear that it is the policy of the United States to encourage collective bargaining by protecting workers’ full freedom of association. The NLRA protects workplace democracy by providing employees at private-sector workplaces the fundamental right to seek better working conditions and designation of representation without fear of retaliation.

The NLRB's Administrative Law Judges docket, hear, settle and decide unfair labor practice cases nationwide, operating through offices in Washington, New York, and San Francisco.

If your work-related issue isn’t on this checklist, it could be because it is handled by another federal or state agency.

For information about common workplace concerns and the federal labor laws that apply, please visit https://www.worker.gov.

For questions about wages, tips, work hours, overtime, breaks, vacation pay, or the Family Medical Leave Act, contact the Department of Labor’s Wage and Hour Division at 1-866-487-9243.

The Pathways Program is designed to provide students and recent graduates with the opportunity for Federal internships and potential careers in the Federal Government. Students interested in federal employment may find the Pathways Program as a good opportunity to begin their entry-level professional career. If you are interested, we highly recommend that you review the three components below.

The NLRB has issued a final rule revising the representation election regulations located at 29 CFR part 102, with a specific focus on amendments to the Board’s representation case procedures adopted by the Board’s final rule that was published on December 15, 2014.

Before visiting an NLRB office, please review the visitor requirements for NLRB Headquarters here or visitor requirements for Field Offices here and call to make an appointment. Please be prepared to sign the visitor requirements when you arrive to an NLRB office or to meet with an NLRB agent.

This report captures the NLRB’s affirmative action plan for persons with disabilities (PWD) and persons with targeted disabilities (PWTD).  EEOC regulations (29 C.F.R. § 1614.203(e)) and MD-715 require agencies to describe how their affirmative action plan will improve the recruitment, hiring, advancement, and retention of applicants and employees with disabilities.

The Attorney General’s FOIA Guidelines require the Chief FOIA Officer to submit a report to the Attorney General containing a detailed description of the steps taken by the agency to improve FOIA compliance and transparency. These reports contain details of FOIA administration at NLRB and the steps taken by the NLRB to implement the Attorney General's FOIA Guidelines during each reporting year.