Right-to-Work Laws: 50-State Survey

The National Labor Relations Act allows an employer and a union to form an agreement under which an employee who does not join the union must make certain payments to it, often known as agency fees. These union security agreements aim to prevent a situation in which an employee benefits from the collective bargaining efforts of the union without bearing any of the related costs. (A union must represent all the workers in the bargaining unit, even non-members.) The NLRA does not prevent states from prohibiting union security agreements, though, and about half the states have chosen to do so. These laws are known as “right-to-work laws,” since they typically protect the right of a non-union member to work for an employer without paying agency fees. Some states have gone even further and embedded a right-to-work provision in the state constitution.

In 2018, the U.S. Supreme Court ruled in Janus v. AFSCME that states and public-sector unions cannot extract agency fees from employees without their consent. This violates their free speech rights under the First Amendment to the U.S. Constitution. The Supreme Court thus has created a version of a right-to-work law for government workers nationwide, even in states that do not have a right-to-work law for the private sector.

Click on a state below to find out whether it has a right-to-work law or constitutional provision (or both), as well as what the law specifically requires. If you suspect that your employer or a union may be violating a law, you can consult an employment lawyer to explore your potential options.

Alabama Right-to-Work Law

Alabama has a right-to-work law, as well as a related constitutional provision.

Code of Alabama Section 25-7-30 provides that the right to work will not be denied or abridged due to membership or non-membership in a labor union or organization. Under Section 25-7-32, an employer cannot require an employee to become or remain a union member as a condition of employment or continued employment. Similarly, under Section 25-7-34, an employer cannot require an employee to pay dues, fees, or other charges to a union as a condition of employment or continued employment. Section 25-7-35 provides a right to recover damages from an employer for a violation of these statutes.

Section 36.05 in Article I of the Alabama Constitution essentially mirrors these protections.

Alaska Right-to-Work Law

Alaska does not have a right-to-work law.

An employee in the private sector in Alaska who is not a union member may be required to pay agency fees as a condition of employment.

Arizona Right-to-Work Law

Arizona has a right-to-work law, as well as a related constitutional provision.

Arizona Revised Statutes Section 23-1302 prohibits denying anyone the opportunity to get or keep employment due to non-membership in a labor organization. It also prohibits entering into an agreement that excludes someone from employment or continued employment due to non-membership in a labor organization. Section 23-1306 provides that someone who violates the law, enters into an agreement containing a provision declared illegal by the law, or causes someone’s discharge or denial of employment because of their non-membership in a labor organization will be liable and may be sued. An injunction also may be available.

In addition, Article 25 Section 0 of the Arizona Constitution provides protections that parallel those in Section 23-1302. (While neither the statute nor the constitutional provision explicitly discusses fees, the Arizona Court of Appeals has ruled that they shield non-union members from being required to pay agency fees.)

Arkansas Right-to-Work Law

Arkansas has a right-to-work law, as well as a related constitutional provision.

Arkansas Code Section 11-3-303 prohibits denying employment to someone because of their membership in or affiliation with a labor union, or their failure or refusal to join or affiliate with a labor union. It also prohibits compelling an employee to pay dues or other monetary amounts to a labor organization as a condition of employment, unless the employee voluntarily consents to do this in writing. Section 11-3-304 prohibits anyone from entering into a contract to exclude any of the following people from employment:

  • People who are members of a labor union or affiliated with a union
  • People who are not members of a union, or who fail or refuse to join or affiliate with a union
  • People who have resigned their membership in a union or have been discharged, expelled, or excluded

A violation of Section 11-3-304 is a misdemeanor. Under Section 11-3-302, circuit courts have the power to enforce these laws.

In addition, Amendment 34 to the Arkansas Constitution provides protections that parallel those in Sections 11-3-303 and 11-3-304.

California Right-to-Work Law

California does not have a right-to-work law.

An employee in the private sector in California who is not a union member may be required to pay agency fees as a condition of employment.

Colorado Right-to-Work Law

Colorado does not have a right-to-work law.

An employee in the private sector in Colorado who is not a union member may be required to pay agency fees as a condition of employment.

Connecticut Right-to-Work Law

Connecticut does not have a right-to-work law.

An employee in the private sector in Connecticut who is not a union member may be required to pay agency fees as a condition of employment.

Delaware Right-to-Work Law

Delaware does not have a right-to-work law.

An employee in the private sector in Delaware who is not a union member may be required to pay agency fees as a condition of employment.

Florida Right-to-Work Law

Florida has a right-to-work law, as well as a related constitutional provision.

Florida Statutes Section 447.03 generally provides that employees have a right to form, join, or assist labor unions or organizations, or to refrain from this activity. A violation is a misdemeanor. Section 447.17 provides that anyone who is denied employment or subjected to discrimination in employment due to their membership or non-membership in a union can recover damages and litigation costs, including reasonable attorney’s fees, from the employer or other liable entity. If the defendant acted willfully and with malice or reckless indifference to the rights of others, the employee may recover punitive damages. They also may be entitled to injunctive relief.

In addition, Article I, Section 6 of the Florida Constitution provides in part that the right of people to work must not be denied or abridged due to their membership or non-membership in a labor union or organization. (While neither the statute nor the constitutional provision explicitly discusses fees, the Florida Supreme Court has ruled that they shield non-union members from being required to pay agency fees.)

Georgia Right-to-Work Law

Georgia has a right-to-work law.

Georgia Code Section 34-6-21 prohibits requiring anyone as a condition of employment or continued employment to be or remain a member or affiliate of a labor organization. Section 34-6-22 similarly prohibits requiring anyone as a condition of employment or continued employment to pay a fee, assessment, or other sum of money to a labor organization. Section 34-6-24 prohibits contracts between employers and labor organizations that require these actions. Section 34-6-25 prohibits an employer from deducting a payment for a labor organization from the earnings of an employee, unless the employee authorizes the deduction in writing, while Section 34-6-26 prohibits contracts between employers and labor organizations that violate this rule. A violation of any of the last three statutes is a misdemeanor.

Under Section 34-6-27, someone whose employment is affected (or may be affected) by a contract that is declared to be void or partly void under this law can pursue an injunction and any other available remedy. In these proceedings, an employee will be entitled to actual damages, litigation costs, and reasonable attorneys’ fees.

Hawaii Right-to-Work Law

Hawaii does not have a right-to-work law.

An employee in the private sector in Hawaii who is not a union member may be required to pay agency fees as a condition of employment.

Idaho Right-to-Work Law

Idaho has a right-to-work law.

Idaho Code Section 44-2003 prohibits requiring an employee to do any of certain things as a condition of employment or continued employment:

  • Resigning or refraining from voluntary membership in, affiliation with, or financial support of a labor organization
  • Becoming or remaining a member of a labor organization
  • Paying dues, fees, assessments, or other charges to a labor organization
  • Paying an equivalent amount to a third party like a charity in lieu of these payments
  • Being recommended, approved, referred, or cleared by a labor organization

Section 44-2004 prohibits deducting union dues, fees, assessments, or other charges from the wages, earnings, or compensation of an employee unless they have provided a signed written authorization. Section 44-2005 provides that an agreement between a labor organization and an employer that violates the rights of employees as provided by this law is unlawful and void. Section 44-2008 provides that an employee who has been harmed due to a violation of this law is entitled to injunctive relief and may also recover damages, including litigation costs and reasonable attorney’s fees. Moreover, a violation of the right-to-work law is a misdemeanor.

Illinois Right-to-Work Law

Illinois does not have a right-to-work law.

An employee in the private sector in Illinois who is not a union member may be required to pay agency fees as a condition of employment.

Indiana Right-to-Work Law

Indiana has a right-to-work law.

Indiana Code Section 22-6-6-8 prohibits requiring an employee to become or remain a member of a labor organization, pay dues, fees, assessments, or other charges to a labor organization, or pay an amount equivalent to union dues to a charity or third party as a condition of employment or continued employment. A violation is a misdemeanor. Section 22-6-6-9 provides that a contract between a labor organization and an employer that violates one of those prohibitions is unlawful and void.

Section 22-6-6-11 allows an employee to file a complaint alleging a violation with the attorney general, the Department of Labor, or the prosecuting attorney of the county. Under Section 22-6-6-12, an employee also may bring a civil lawsuit. They may recover liquidated damages up to $1,000 or actual and consequential damages resulting from the violation, whichever is greater, as well as reasonable attorney fees, litigation expenses, costs, and declaratory or equitable relief, including injunctive relief.

Iowa Right-to-Work Law

Iowa has a right-to-work law.

Iowa Code Section 731.2 prohibits refusing or denying employment to an employee because of union membership or affiliation, as well as their resignation or withdrawal from a labor union, organization, or association, or their refusal to join or affiliate with it. Section 731.3 prohibits agreements that exclude union members from employment, or that exclude people who do not belong to a union, refuse to join a union, or have resigned or withdrawn from a union. Section 731.4 prohibits requiring an employee to pay dues, charges, fees, contributions, fines, or assessments to a union as a prerequisite or condition of employment, while Section 731.5 prohibits deducting dues, charges, fees, contributions, fines, or assessments from an employee’s earnings, wages, or compensation unless the employer has received a signed written order to this effect from the employee. Someone who violates the law is guilty of a misdemeanor and may be subject to an injunction.

Kansas Right-to-Work Law

Kansas has a constitutional right-to-work provision and a law enforcing it.

Section 12 in Article 15 of the Kansas Constitution prohibits denying anyone the opportunity to get or retain employment because of their membership or non-membership in a labor organization. It also prohibits entering into an agreement that excludes someone from employment or continued employment because of membership or non-membership. (While this provision does not explicitly discuss fees, the Kansas Supreme Court has ruled that it prohibits agency fees.)

Kansas Statutes Section 44-831 provides that someone affected by a violation of this constitutional provision can bring a civil lawsuit for their actual damages. If they recover damages, the court generally will award reasonable attorneys’ fees to them as well.

Kentucky Right-to-Work Law

Kentucky has a right-to-work law.

Kentucky Revised Statutes Section 336.130 prohibits requiring an employee to become or remain a member of a labor organization, pay dues, fees, assessments, or similar charges to a labor organization, or pay an equivalent amount to a charity or other third party as a condition of employment or continued employment. The Kentucky Education and Labor Cabinet has the authority to investigate complaints of violations, which may lead to criminal penalties.

Louisiana Right-to-Work Law

Louisiana has a right-to-work law.

Louisiana Revised Statutes Section 23:983 prohibits requiring someone to become or remain a member of a labor organization, or to pay dues, fees, assessments, or other charges to a labor organization, as a condition of employment. A violation is a misdemeanor. Section 23:984 provides that a contract between an employer and a labor organization that violates this law is unlawful and void. An employee is entitled to injunctive relief to prevent violations. Under Section 23:986, an employee affected by a violation will be entitled to injunctive relief and may recover damages resulting from the violation.

Maine Right-to-Work Law

Maine does not have a right-to-work law.

An employee in the private sector in Maine who is not a union member may be required to pay agency fees as a condition of employment.

Maryland Right-to-Work Law

Maryland does not have a right-to-work law.

An employee in the private sector in Maryland who is not a union member may be required to pay agency fees as a condition of employment.

Massachusetts Right-to-Work Law

Massachusetts does not have a right-to-work law.

An employee in the private sector in Massachusetts who is not a union member may be required to pay agency fees as a condition of employment.

Michigan Right-to-Work Law

Michigan does not have a right-to-work law.

An employee in the private sector in Michigan who is not a union member may be required to pay agency fees as a condition of employment.

Minnesota Right-to-Work Law

Minnesota does not have a right-to-work law.

An employee in the private sector in Minnesota who is not a union member may be required to pay agency fees as a condition of employment.

Mississippi Right-to-Work Law

Mississippi has a right-to-work law, as well as a related constitutional provision.

Mississippi Code Section 71-1-47 prohibits requiring an employee to become or remain a member of a labor union or organization, to abstain or refrain from membership, or to pay dues, fees, or other charges to a labor union or organization as a condition of employment or continued employment. Moreover, an agreement between an employer and a labor union or organization that denies an employee who is not a union member the right to work for the employer, or makes their employment or continued employment conditional on membership, is illegal. An employee who is denied employment or deprived of continued employment in violation of these provisions may recover damages that they have sustained as a result. A violation is also a misdemeanor.

In addition, Section 198-A in Article VII of the Mississippi Constitution mirrors these provisions.

Missouri Right-to-Work Law

Missouri does not have a right-to-work law.

An employee in the private sector in Missouri who is not a union member may be required to pay agency fees as a condition of employment.

Montana Right-to-Work Law

Montana does not have a right-to-work law.

An employee in the private sector in Montana who is not a union member may be required to pay agency fees as a condition of employment.

Nebraska Right-to-Work Law

Nebraska has a right-to-work law, as well as a related constitutional provision.

Nebraska Revised Statutes Section 48-217 provides that nobody may be denied employment because of a labor organization membership or affiliation, or because of their resignation or expulsion from a labor organization or their refusal to join, affiliate with, or pay a fee to a labor organization. Moreover, nobody may enter into a contract to exclude people from employment because of their membership or non-membership in a labor organization. Entering into this type of contract is a misdemeanor.

This statute implements Section 13 in Article XV of the Nebraska Constitution. Section 13 contains largely the same language as Section 48-217, although it does not explicitly mention paying fees.

Nevada Right-to-Work Law

Nevada has a right-to-work law.

Nevada Revised Statutes Section 613.250 provides that an employee must not be denied the opportunity to get or keep a job because of non-membership in a labor organization. Moreover, nobody may enter into an agreement that excludes a person from employment or continued employment due to non-membership in a labor organization. A provision in an agreement that violates this law is illegal and void. Section 613.290 provides that someone who violates this law, enters into an agreement containing an illegal provision, or causes the discharge or denial of employment of any person due to their non-membership in a labor organization will be liable to that person and may be sued for damages as a result. An employee also may be entitled to injunctive relief. (While these statutes do not explicitly discuss fees, Nevada courts have ruled that the right-to-work law prohibits collecting agency fees from non-union members.)

New Hampshire Right-to-Work Law

New Hampshire does not have a right-to-work law.

An employee in the private sector in New Hampshire who is not a union member may be required to pay agency fees as a condition of employment.

New Jersey Right-to-Work Law

New Jersey does not have a right-to-work law.

An employee in the private sector in New Jersey who is not a union member may be required to pay agency fees as a condition of employment.

New Mexico Right-to-Work Law

New Mexico does not have a right-to-work law.

An employee in the private sector in New Mexico who is not a union member may be required to pay agency fees as a condition of employment.

New York Right-to-Work Law

New York does not have a right-to-work law.

An employee in the private sector in New York who is not a union member may be required to pay agency fees as a condition of employment.

North Carolina Right-to-Work Law

North Carolina has a right-to-work law.

North Carolina General Statutes Section 95-81 provides that an employer must not require an employee to abstain or refrain from membership in a labor union or organization as a condition of employment or continued employment. Similarly, Section 95-82 provides that an employer must not require anyone to pay dues, fees, or other charges to a labor union or organization as a condition of employment or continued employment. Section 95-79 correspondingly prohibits an agreement between an employer and a labor union or organization that denies people the right to work for the employer if they are not members of the union or organization, or that makes membership a condition of employment or continued employment. Under Section 95-83, someone who is denied employment or deprived of continued employment in violation of the right-to-work law will be entitled to recover damages that they sustained as a result.

North Dakota Right-to-Work Law

North Dakota has a right-to-work law.

North Dakota Century Code Section 34-01-14 provides that the right to work must not be denied or abridged based on membership or non-membership in a labor union or organization. Contracts to the contrary are invalid, void, and unenforceable. Meanwhile, a non-union employee may not be required to pay any expenses incurred by a labor union or organization in the course of general contract negotiations or collective bargaining.

On the other hand, a labor union or organization may collect actual representation expenses from a non-union employee when they specifically request to use representation by the labor union or organization in a grievance arising from an action occurring while the employee was a member of a bargaining unit of a management entity with which the union or organization has a contract, but while the employee was not a member of the union or organization. Actual representation expenses are limited to the expenses sustained by the labor union or organization in processing the grievance.

Ohio Right-to-Work Law

Ohio does not have a right-to-work law.

An employee in the private sector in Ohio who is not a union member may be required to pay agency fees as a condition of employment.

Oklahoma Right-to-Work Law

Oklahoma has a constitutional right-to-work provision.

Section XXIII-1A of the Oklahoma Constitution prohibits requiring someone to become or remain a member of a labor organization, pay dues, fees, assessments, or other charges to a labor organization, or pay an equivalent amount to a charity or other third party as a condition of employment or continued employment. (This provision contains certain other requirements as well, but the U.S. Court of Appeals for the Tenth Circuit has ruled that they are preempted by federal law.) A violation is a misdemeanor.

Oregon Right-to-Work Law

Oregon does not have a right-to-work law.

An employee in the private sector in Oregon who is not a union member may be required to pay agency fees as a condition of employment.

Pennsylvania Right-to-Work Law

Pennsylvania does not have a right-to-work law.

An employee in the private sector in Pennsylvania who is not a union member may be required to pay agency fees as a condition of employment.

Rhode Island Right-to-Work Law

Rhode Island does not have a right-to-work law.

An employee in the private sector in Rhode Island who is not a union member may be required to pay agency fees as a condition of employment.

South Carolina Right-to-Work Law

South Carolina has a right-to-work law.

South Carolina Code of Laws Section 41-7-30 prohibits requiring an employee to become or remain a member or affiliate of a labor organization or agency, abstain or refrain from membership in a labor organization, or pay fees, dues, assessments, or other charges to a person or organization as a condition of employment or continued employment. It also prohibits participating in an agreement that has the effect of requiring an employee to be, become, or remain a member of a labor organization or pay dues, fees, or other charges to a labor organization as a condition of employment.

Similarly, Section 41-7-20 prohibits an agreement between an employer and a labor organization that denies the right to work for the employer to people who are not members of the labor organization, or that makes membership a condition of employment or continued employment. Under Section 41-7-40, an employer may deduct from the wages of an employee to pay membership dues to a labor organization, but only if the employee has provided a written assignment to the employer that meets certain requirements.

Section 41-7-90 allows someone affected by a violation of the right-to-work law to pursue a legal remedy from a court. This may include a restraining order or injunction, as well as actual damages, costs, and attorneys’ fees. The court or jury also has the discretion to award treble damages and punitive damages in addition to actual damages. Moreover, a violation of the right-to-work law is a misdemeanor.

South Dakota Right-to-Work Law

South Dakota has a right-to-work law, as well as a related constitutional provision.

South Dakota Codified Laws Section 60-8-3 provides that the right of a person to work must not be denied or abridged due to their membership or non-membership in a labor union or organization. A violation is a misdemeanor. Similarly, Section 60-8-4 provides that an agreement related to employment that denies, abridges, interferes with, or curtails the free exercise of the right to work by a citizen of South Dakota is a misdemeanor. Section 60-9A-14, part of the South Dakota laws on collective bargaining, provides that these laws do not authorize agreements requiring membership in a labor organization, or requiring the payment of fees or contributions in lieu of membership, as a condition of employment.

In addition, Section 2 of Article 6 of the South Dakota Constitution mirrors the text of Section 60-8-3.

Tennessee Right-to-Work Law

Tennessee has a right-to-work law, as well as a related constitutional provision.

Tennessee Code Section 50-1-201 prohibits denying employment to someone based on their labor union membership or affiliation, as well as their resignation from a union or refusal to join or affiliate with a union. Meanwhile, Section 50-1-202 prohibits entering into a contract that provides for the exclusion from employment of any person based on these grounds. Section 50-1-203 prohibits excluding anyone from employment due to paying or failing to pay dues, fees, assessments, or other charges to a union. Under Section 50-1-204, nobody may execute an agreement with a union that includes a maintenance of membership clause prohibiting employees from withdrawing from the union before the agreement expires. A violation of the right-to-work law is a misdemeanor.

In 2022, Tennessee added an amendment to Article XI of the Tennessee Constitution that essentially mirrors Section 50-1-201.

Texas Right-to-Work Law

Texas has a right-to-work law.

Texas Labor Code Section 101.052 prohibits denying employment to a person based on their membership or non-membership in a labor union. Meanwhile, Section 101.053 provides that a contract is void if it stipulates that employees or job applicants cannot work for an employer unless they are or remain members of a union, or unless they are not or do not remain members of a union.

Section 101.301 similarly states that the right to work may not be denied or abridged based on membership or non-membership in a labor union or organization. Someone who violates this law is liable to anyone harmed by the violation for the resulting damages. (While these statutes do not explicitly discuss fees, the right-to-work law shields a non-union member from being required to pay dues to a union as a condition of employment, as noted by the Texas Attorney General. Under Section 101.004, meanwhile, a contract that provides for withholding union dues from an employee’s wages is void without their consent.)

Utah Right-to-Work Law

Utah has a right-to-work law.

Utah Code Section 34-34-8 prohibits an employer from requiring a person to become or remain a member of a labor union or organization as a condition of employment or continued employment. Section 34-34-10 prohibits requiring someone to pay dues, fees, or other charges to a labor union or organization as a condition of employment or continued employment. Meanwhile, Section 34-34-4 prohibits an agreement between an employer and a labor union that denies the right to work for the employer to anyone who is not a member of the union, or that makes employment or continued employment contingent on membership in the union.

Section 34-34-11 provides that anyone harmed due to a violation of the right-to-work law will be entitled to an injunction and damages resulting from the violation. Correspondingly, Section 34-34-13 provides that someone who is denied employment or deprived of continued employment due to a violation of the right-to-work law will be entitled to recover damages that they have sustained as a result. Moreover, a violation of the right-to-work law is a misdemeanor.

Vermont Right-to-Work Law

Vermont does not have a right-to-work law.

An employee in the private sector in Vermont who is not a union member may be required to pay agency fees as a condition of employment.

Virginia Right-to-Work Law

Virginia has a right-to-work law.

Code of Virginia Section 40.1-60 prohibits an employer from requiring someone to become or remain a member of a labor union or organization as a condition of employment or continued employment. (A parallel statute prohibits an employer from requiring someone to abstain from union membership.) Meanwhile, Section 40.1-62 prohibits an employer from requiring someone to pay dues, fees, or other charges to a labor union or organization as a condition of employment or continued employment. Section 40.1-59 prohibits an agreement between an employer and a labor union that denies the right to work for the employer to people who are not union members, or that makes employment or continued employment by the employer conditional on union membership.

Under Section 40.1-63, someone who is denied employment or deprived of continued employment in violation of Section 40.1-60 or Section 40.1-62 may recover damages that they have sustained as a result. More broadly, Section 40.1-67 allows someone harmed by a violation of the right-to-work law to get an injunction and damages resulting from the violation. Furthermore, a violation of the right-to-work law is a misdemeanor.

Washington Right-to-Work Law

Washington does not have a right-to-work law.

An employee in the private sector in Washington who is not a union member may be required to pay agency fees as a condition of employment.

Washington, D.C. Right-to-Work Law

Washington, D.C. does not have a right-to-work law.

An employee in the private sector in Washington, D.C. who is not a union member may be required to pay agency fees as a condition of employment.

West Virginia Right-to-Work Law

West Virginia has a right-to-work law.

West Virginia Code Section 21-5G-2 provides that an employee must not be required to become or remain a member of a labor organization, pay dues, fees, assessments, or other charges to a labor organization, or pay an equivalent amount to a charity or third party as a condition of employment or continued employment. A violation of this statute is a misdemeanor. In addition, Section 21-5G-3 provides that an agreement between a labor organization and an employer that provides for the exclusion from employment of a person due to their labor union membership or affiliation, or their resignation from the union or refusal to join or affiliate with the union, is illegal and void. Under Section 21-5G-5, someone harmed by a violation of the right-to-work law can bring a lawsuit. They may be able to recover compensatory damages, punitive damages, injunctive relief, and costs and reasonable attorney fees, depending on the circumstances.

Section 21-1A-3 provides more generally that employees have a right to refrain from paying dues, fees, assessments, or similar charges to a labor organization or any third party, among other forms of union participation. Section 21-1A-4 prohibits an employer from encouraging or discouraging membership in a labor organization by discriminating against an employee in any term or condition of employment. A labor organization also must not cause an employer to discriminate in this way. Section 21-1A-7 provides a right to sue a labor organization that violates this law, while Section 21-1A-6 provides for administrative enforcement procedures.

Wisconsin Right-to-Work Law

Wisconsin has a right-to-work law.

Wisconsin Statutes Section 111.04 provides that employees have a right to refrain from forming, joining, or assisting labor organizations. In addition, a person may not be required to become or remain a member of a labor organization, pay any dues, fees, assessments, or other charges or expenses to a labor organization, or pay an equivalent amount to a third party as a condition of getting or continuing employment. Any provision of a contract that violates this law is void. Section 111.06 prohibits an employer from interfering with its employees in the exercise of these rights. More specifically, it prohibits encouraging or discouraging membership in a labor organization by discrimination regarding terms and conditions of employment. It also prohibits deducting labor organization dues or assessments from an employee’s earnings unless the employee has given the employer a signed order to that effect that meets certain requirements. Under Section 111.07, a dispute over an alleged violation of this law may be resolved through an administrative process or in court.

Wyoming Right-to-Work Law

Wyoming has a right-to-work law.

Wyoming Statutes Section 27-7-109 provides that nobody is required to become or remain a member of a labor organization as a condition of employment or continued employment. In addition, Section 27-7-111 provides that nobody is required to pay any dues, fees, or other charges to a labor organization as a condition of employment or continued employment. Under Section 27-7-113, someone who violates the right-to-work law is not only guilty of a misdemeanor but also liable for damages. A person affected by a violation may be entitled to injunctive relief as well.

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