The Richard L. Trumka Protecting the Right to Organize Act of 2025 has multiple sections that aim to revise labor laws. Title I introduces changes to the National Labor Relations Act, including rules on unfair labor practices and representatives' elections. Title II proposes updates to other labor-related legislation from 1947 and 1959, and Title III covers additional matters such as electronic voting in union elections and various reports and appropriations.

The section updates definitions in the National Labor Relations Act about who counts as a joint employer, an employee, and a supervisor. It defines a joint employer as companies that share control over workers' employment terms, broadens the definition of an employee to include most service providers unless they meet certain criteria, and narrows the definition of a supervisor by changing how their responsibilities are considered.

The amendment to the National Labor Relations Act requires that reports continue to be issued as before, despite a previous law ending some reporting requirements. Starting in 2027, these reports must include details about cases where officials advised or decided on whether a Board member should not participate in decisions due to conflicts of interest.

Section 103 changes the National Labor Relations Act by removing the phrase “, or for economic analysis” from a specific part of the law.

Section 104 of the bill makes important changes to the National Labor Relations Act regarding unfair labor practices. It prevents employers from threatening employees who go on strike, requires employers to notify employees of their rights under the Act, and establishes rules for fair communication during collective bargaining, including mediation and arbitration processes.

The amendments to the National Labor Relations Act make it easier for employees to have a union represent them by requiring investigations and hearings if there is a question about representation, simplifying the election process, and outlining conditions where the Board will certify unions without needing new elections if the employer was found to interfere unfairly. It also includes rules about when petitions can be dismissed or suspended, particularly if there is already a collective bargaining agreement in place.

The amendment to Section 10(c) of the National Labor Relations Act ensures that if an employer unfairly discriminates against or causes serious economic harm to an employee, the employee is entitled to full compensation, including back pay, front pay, and additional damages, without any reductions, even if the employee is an unauthorized alien.

The section outlines amendments to the National Labor Relations Act, which make orders from the labor board automatically enforceable unless changed by the board or a court. It also states that penalties may apply for non-compliance with these orders, ensures opportunities for judicial review, and updates procedural details for handling objections and additional evidence.

Section 108 of the bill proposes changes to the National Labor Relations Act to prioritize investigations and court actions involving unfair labor practices, particularly when employees face discharge or other serious economic harm. It mandates quick investigation and legal action if there is reasonable belief an employer violated workers' rights, while also repealing specific subsections of the existing law.

The proposed amendments to Section 12 of the National Labor Relations Act outline penalties for employers who interfere with board activities or violate posting requirements, including fines up to $500 per violation. Employers found guilty of unfair labor practices could face civil penalties of up to $50,000 per violation, which can double in cases of repeated offenses, and injured parties are allowed to sue in court for damages and legal fees.

Any person found interfering with the board will face penalties as described in this section.

The amendment to Section 13 of the National Labor Relations Act clarifies that strikes cannot be considered unprotected or illegal based on their length, scope, frequency, or if they happen intermittently.

In this section, the National Labor Relations Act is amended to allow collective bargaining agreements that require all employees in a bargaining unit to pay fees to a labor union for representation and other related costs, even if state or territorial laws say otherwise.

The Labor Management Relations Act, 1947, is being updated to change some references to different sections of the National Labor Relations Act and to remove section 303 altogether.

The amendments to the Labor-Management Reporting and Disclosure Act of 1959 include changes to whistleblower protections, ensuring that employees are not punished for reporting violations or refusing to participate in illegal activities, and require that such information be made available to the public online. It also outlines the processes for filing complaints, investigation procedures, and potential remedies for those facing retaliation, while making it clear that these protections cannot be waived by any agreement.

This section outlines protections for whistleblowers, stating that employers and labor organizations cannot fire or discriminate against employees, applicants, or former employees for reporting violations, testifying, or refusing to participate in illegal activities. It also details the procedure for handling complaints, the responsibilities of the Secretary of Labor, and the legal remedies available, while clarifying that these protections cannot be waived by any agreement.

The section outlines that within a year of enactment, the National Labor Relations Board must set up a system allowing union elections to be conducted remotely using electronic voting, either online or by phone. It also requires the Board to report details about each election and its costs to Congress annually.

The section requires the Comptroller General to review and report on how collective bargaining works at the industry level in various countries. The report will compare laws and policies, assess the impact on wages, employment, and other economic factors, and explain the methodology used.

If any part of the Act is found to be invalid or unenforceable, the rest of the Act remains in effect, except for situations specifically related to that invalid part.

The section authorizes the government to allocate as much money as needed to implement the measures and changes introduced by this Act.

The section explains that the changes made by this Act do not modify section 274A of the Immigration and Nationality Act.

The amendments made by this Act do not change how the National Labor Relations Board determines if a business impacts commerce under the National Labor Relations Act, including its criteria on business size and revenue.

The section clarifies that nothing in the Act or its amendments should be understood to change the privacy rights of employees regarding voter lists that employers give to labor organizations during Board-directed elections.

The amendments introduced by this Act do not change how the terms “employer” or “employee” are defined in state laws that relate to employee wages, work hours, workers’ compensation, or unemployment insurance.

The Comptroller General of the United States is tasked with conducting a study on how specific sections of this Act affect workers and employers, focusing on areas like union formation, workplace conditions, and technology use. The findings will be reported to Congress six months after the study begins and may lead to recommendations or changes in the legislation by the President and Congress.