On November 10, 2025, Senator Bill Cassidy (R-LA), Chair of the Senate Health, Education, Labor and Pensions (“HELP”) Committee, unveiled an expansive package of bills aimed at labor reform. The following contains a brief summary of each bill, and the potential implications if each bill is passed.

1. Worker Reforming Elections for Speedy and Unimpeded Labor Talks (RESULTS) Act – Bill Cassidy (R-LA)
   The Worker RESULTS Act is the most extensive bill in the package and is aimed at increasing the availability and speed of union elections and bargaining. Among its key provisions, it replaces the current one-year certification bar with a rule prohibiting decertification efforts until a collective bargaining agreement (“CBA”) is reached, unless the union is found to have bargained in bad faith, and shortens the contract bar from three years to two while expanding the window for decertification petitions. The Act mandates secret ballot elections with a two-thirds participation requirement, eliminates both the settlement bar and successor bar, and allows immediate decertification petitions following a successor employer’s takeover. It also imposes stricter requirements for blocking charges by requiring written proof and limiting ballot impoundment to serious cases, and it bars unions from making agreements with one another not to solicit or represent certain employee groups.
2. NLRB Stability Act – Bill Cassidy (R-LA
   The Stability Act would require the NLRB to follow the controlling precedent of the circuit court where the alleged unfair labor practice (“ULP”) arose, an approach intended to promote greater consistency and predictability in NLRB rulings. In addition, the Act authorizes the NLRB to seek enforcement of its orders not only in the court of appeals for the circuit in which the ULP occurred but also in the U.S. Court of Appeals for the D.C. Circuit.
3. Fairness in Filing Act – Bill Cassidy (R-LA)
   The Fairness in Filing Act would amend the NLRA to impose new procedural and evidentiary standards for initiating ULP charges, aiming to curb filings made in bad faith or without factual support. Under the proposal, every charge must be filed in good faith and accompanied by documentary evidence from an identified source, or by a sworn explanation detailing why such evidence cannot be provided and what supporting evidence does exist. Absent this showing, the NLRB would be barred from issuing a complaint. The legislation also guarantees the charged party an opportunity, before any hearing, to review, copy, and test all evidence that will be relied upon to determine whether a violation occurred. Individuals who submit ULP charges in bad faith or who repeatedly file frivolous or non-compliant charges could be subject to penalties of up to $5,000.
4. Union Members Right to Know Act – Bill Cassidy (R-LA)
   The Union Members Right to Know Act would modify the Labor Management Reporting and Disclosure Act (LMRDA) to expand the information unions must provide to their members. Unions would be required to furnish a copy of the statute, along with summaries of each of its titles, an explanation of employees’ rights to request a religious accommodation to avoid paying dues on religious grounds, and an overview of the rights recognized in Communications Workers v. Beck, which permit employees to limit dues to collective-bargaining–related expenses. The bill also restricts how unions may use dues by prohibiting expenditures on non-bargaining activities, such as political efforts, lobbying, or charitable contributions, unless the member affirmatively authorizes such use in writing. Overall, the measure is aimed at increasing transparency and giving union members greater control over how their dues are allocated.
5. Put American Workers First Act – Jim Banks (R-IN)
   The Put American Workers First Act has not yet been released publicly, but it is anticipated that the legislation will classify the unionization or hiring of individuals who are not legally authorized to work in the United States as an unfair labor practice.
6. Protection on the Picket Line Act – Tommy Tuberville (R-AL)
   The Protection on the Picket Line Act aims to clarify when employers may lawfully discipline employees for harassment or abusive conduct that occurs during otherwise protected labor activity, specifying that such discipline is not automatically an unfair labor practice. Under the bill, a disciplinary action would violate the NLRA only if the NLRB General Counsel establishes that the employee was engaged in protected activity, the employer was aware of that activity, and the discipline was motivated by anti-union animus with evidence showing a causal connection, and the employer cannot prove it would have imposed the same discipline even absent the protected conduct. The Act affirms that employers may take action against harassment or abuse occurring in the course of union activity so long as the discipline is not driven by anti-union hostility, adopting a burden-shifting framework consistent with current NLRB standards while making clear that protected activity does not insulate employees from accountability for misconduct.
7. Worker Privacy Act – Tim Scott (R-SC)
   The Worker Privacy Act would amend the NLRA to enhance employee privacy safeguards during and after union representation elections. It would require employers to furnish a voter list that includes each employee’s name and a single piece of contact information chosen by the employee, and it limits unions to using that information solely for purposes related to the representation process. The bill further bars unions from selling employee data, using it for political objectives, or retaining or using the information once the representation proceedings have ended.

One of the bills remains unpublished and none yet have legislative history. Thus, the package is still in the earliest stages of the congressional process. We will continue to monitor developments closely and will keep employers informed of any meaningful movement or potential impact as these bills advance.