Bill restricts unions from contacting workers about organizing

What it does

This bill requires employers to provide labor unions with a list of employee names and one contact detail (phone, email, or address) within two business days of a union election being directed or approved. It also prohibits unions from selling, sharing, or using that employee contact information for purposes other than the union representation election, and bars unions from using the information after the election concludes. Employers benefit by controlling what contact information is shared; unions lose access to employee contact lists for organizing or political purposes beyond the specific election.

Why we flagged it

The bill's functional effect is to constrain union organizing capacity by limiting access to employee contact information and prohibiting unions from using that data for advocacy or outreach beyond a single election. It is framed as worker privacy protection but operates as a structural impediment to union communication.

What the text implies

• Unions cannot use employee contact lists to communicate about workplace safety, wage disputes, or contract negotiations after an election—only during the election window itself.
• The bill allows employers to choose which contact method (phone, email, or address) to disclose, giving employers control over the union's ability to reach workers effectively.
• Unions cannot use the contact list for political activism or voter registration, even on issues directly affecting workers, narrowing union political voice.
• The restriction applies only to information provided by employers under this section; unions can still collect information voluntarily from workers, but the employer-provided list—the most comprehensive—is locked down.

Who it affects

Workers lose a key organizing tool—unions cannot use employee contact information to communicate about representation, workplace issues, or political advocacy—while employers retain control over what information is disclosed and can limit union outreach. The bill tilts the balance of power toward employers in union organizing campaigns.

Who stands to gain

• anti-union consulting firms
• employers in union-organizing sectors (retail, logistics, hospitality)

Named in the bill

National Labor Relations Board (NLRB), National Labor Relations Act (NLRA), labor organizations, employers, employees

Where it stands

1 cosponsor: 1 Republicans.

• Nov 6, 2025 — Introduced · Congress.gov: “Introduced in Senate”
• Nov 6, 2025 — Referred to Senate Committee on Health, Education, Labor, and Pensions · Congress.gov: “Read twice and referred to the Committee on Health, Education, Labor, and Pensions”

Dates and quoted wording are Congress.gov's action record; the timeline shows status changes, not every procedural step.

Money around this bill

1 lobbying clients named this bill on 1 disclosure filings across 1 quarter, Jun 2026 to Jun 2026. Those filings disclosed $489,143 in lobbying spend. A filing names 69 bills on average, so that figure is what each filing reported, not a share belonging to this bill.

More lobbying clients named this bill than 0% of bills with at least one filing.

Tim Scott, the sponsor, reported $214,300 in PAC receipts in the 2026 cycle.

• International Brotherhood of Teamsters — $489,143 on 1 filing

Lobbying Disclosure Act filings through Jul 20, 2026. A filing shows who paid to lobby on a bill it names, not what changed.