Over the past two years, the United States has seen an extraordinary shift in labor relations. More than 60 major labor strikes have occurred alongside over 3,800 union elections, according to the Bureau of Labor Statistics and the National Labor Relations Board.

These figures represent some of the highest levels of collective labor action in decades. As Ty Hyderally, an employment attorney practicing for over two decades, I can tell this is a transformation in how workers respond to economic pressure, workplace treatment, and the broader labor climate.

Workers across several industries are organizing at unprecedented rates. Moreover, these efforts are no longer isolated incidents. Instead, they represent a broader movement toward collective empowerment, fueled by growing dissatisfaction and renewed confidence in union protections.

I’ve seen waves of labor activity before. But, what’s happening now is different in tone, intent, and scale.

About the Author

Ty Hyderally is a respected employment law attorney based in Montclair, New Jersey. He is the principal of Hyderally & Associates, a law firm focused on employment-related legal matters such as:

• Labor law
• Wage and hour violations
• Workplace discrimination
• Retaliation claims

With decades of experience in representing both employees and employers, Mr. Hyderally is frequently sought out for his deep understanding of employment, wage, and labor law.

What’s Driving the Rise in Labor Strikes?

The main drivers behind increasing labor strikes are multifaceted. Wage stagnation tops the list, followed closely by unsafe working conditions and growing frustration with employer practices, especially after the pandemic.

Additionally, workers feel more empowered than ever before. Social media connects and combines their voices, and public support for unions continues to grow.

In 2023, the United States recorded 33 major work stoppages, the highest annual total since 2000. These strikes involved over 458,900 workers, according to the Bureau of Labor Statistics.

The trend continued into 2024, with 31 more strikes involving another 271,500 workers. While the raw number of strikes matters, so does the the volume of people involved. That metric reveals the depth of worker engagement and dissatisfaction.

Much of this unrest stems from conditions that worsened during the COVID-19 pandemic. Essential workers, particularly in healthcare and education, bore the brunt of staff shortages and burnout.

Meanwhile, private sector employees in manufacturing and information industries pushed back against stagnant wages and increased productivity demands.

Today’s workers are also more connected than previous generations. Social media has amplified organizing efforts and publicized labor disputes. That led to gaining sympathy from the public.

Combined with broader economic pressures, these forces help employees take action where they may have stayed silent in the past.

Rising reports of workplace discrimination have also fueled worker dissatisfaction, further contributing to the momentum behind strikes and organizing.

How Has Union Activity Changed?

Union activity has significantly increased, particularly in organizing efforts through official channels. In Fiscal Year 2024, the National Labor Relations Board (NLRB) reported 1,790 union representation elections. That’s a sharp rise from 1,525 the previous year.

This jump represents a 17.4% increase, continuing a trend that began in the wake of the pandemic.

The scale of this growth becomes especially notable when compared to prior years. In FY 2021, there were fewer than 1,000 such elections. Within just three years, that figure has nearly doubled.

This signals rising interest in unionization and increased follow-through among employees willing to go through with it.

These elections aren’t limited to a single industry. While healthcare and education are still the forerunners, union petitions are also being filed in logistics, retail, technology, and hospitality.

Many of these campaigns are grassroots-led, organized by younger workers who see unionization as a tool for workplace fairness and long-term stability.

What’s also changing is how elections unfold. With the NLRB taking a more proactive role in monitoring employer conduct, we’re seeing more cases involving unfair labor practices alongside election activity.

This suggests that while interest in unions is growing, friction between management and labor remains high.

Which Industries Are Seeing the Most Action?

The education, healthcare, and manufacturing sectors have experienced the highest levels of labor unrest. These industries account for the majority of union elections and major strikes in both 2023 and 2024.

In 2023, the education and health services sector alone accounted for 188,900 idled workers due to strikes. That number remained high in 2024, with 126,500 workers participating in stoppages.

Staffing shortages, burnout, and safety concerns were amongst recurring themes behind these walkout. Nurses, teachers, and support staff led the charge.

Manufacturing, another traditionally unionized sector, saw 61,200 workers involved in stoppages in 2023 and 38,000 in 2024. This highlights continued unrest over pay disparities, automation, and working conditions.

Meanwhile, the information sector, including publishing, media, and tech, was home to 171,500 idled workers in 2023. These strikes focused on layoffs, remote work policies, and content oversight. Workplace safety laws, like New York’s Retail Worker Safety Act, have also spotlighted the risks that frontline workers face daily.

Notably, public sector workers also ramped up activity. In 2024, over 113,000 state and local government employees were involved in labor stoppages.

These included walkouts by public school employees and state agency workers, signaling that public institutions are no longer immune to the nationwide wave of worker unrest.

While the scale varies across industries, the common thread remains clear. Today’s workforce is more organized, more vocal, and increasingly willing to use collective action as a tool for change.

Why Are Union Elections Increasing Now?

Union elections are surging due to several converging factors. Heightened awareness of labor rights plays a major role, as does a pro-union political climate and growing backlash against corporate practices that workers view as exploitative or unsustainable.

The pandemic catalyzed a major shift in how employees view their roles and rights. Frontline workers experienced the brunt of unsafe conditions and insufficient support.

At the same time, white-collar employees dealt with rigid return-to-office mandates and sudden layoffs. These shared frustrations sparked a broader cultural movement around workplace fairness.

Several other factors are accelerating union activity:

• High-profile organizing successes at large corporations have served as inspiration for smaller workplaces
• Digital organizing tools, like social media, have made it easier to rally support and file petitions quickly
• Legal advocacy and media coverage have improved public understanding of the National Labor Relations Act (NLRA) and its protections
• Generational shifts are also playing a role, as younger workers are more likely to support unions and see them as mechanisms for economic stability and equity

New protections for domestic workers in New Jersey are part of a larger wave of legislative changes that reflect increased attention to worker rights across all sectors.

Recent restrictions on non‑compete agreements have also empowered employees to explore unionization without fear of being locked into current roles.

Meanwhile, employer resistance to unionization has drawn increased scrutiny. As more workers encounter pushback during organizing campaigns, they’re turning to the NLRB in record numbers to resolve disputes and protect their rights.

The combination of worker momentum and institutional support is helping union elections grow at a pace not seen in decades.

What Legal and Employer Trends Are Emerging?

Legally, more employers are being investigated for unfair labor practices. The regulatory environment is shifting to hold companies accountable when they attempt to interfere with organizing.

At the same time, several states are expanding worker protections, while others are moving to restrict them.

The National Labor Relations Board has stepped up enforcement efforts, especially in cases involving:

• Retaliation against employees who support union efforts
• Captive audience meetings where workers are pressured to reject unionization
• Delays in scheduling elections or recognizing valid petitions

This increased scrutiny reflects a broader policy shift toward protecting workers’ right to organize. The NLRB has also clarified its willingness to pursue remedies such as reinstatement, back pay, and injunctive relief when employers violate the law.

Meanwhile, New Jersey’s Civil Rights and Technology Initiative reflects how some states are strengthening workplace protections while others take the opposite approach.

Employers should be particularly cautious. Less workers are willing to let legal violations slide, and organized labor is cultivating the court of public opinion.

Companies seen as obstructing organizing efforts may face reputational consequences, even if they stay technically within the law.

As union momentum builds, businesses need to shift from a reactive stance to a preventive one. Understanding that labor compliance now carries both legal and strategic implications is crucial.

What Should Employers and Employees Do Next?

Employers should review their labor relations policies and train managers on lawful conduct. Employees should understand their organizing rights and how to file petitions or unfair labor practice claims.

For Employers:

Now is the time to get ahead of potential legal and reputational risks. Audit all policies related to workplace conduct, communication, and discipline.

Make sure none of them could be interpreted as discouraging protected activity. Train supervisors on the limits of what they can say or do during union campaigns, and avoid surveillance or coercive tactics.

Equally important, develop internal systems for addressing worker concerns before they escalate. Many recent strikes and organizing drives started in workplaces where management didn’t listen or respond to legitimate employee issues.

For Employees:

If you’re considering forming or joining a union, learn what your rights are under the National Labor Relations Act. You’re protected when discussing wages, working conditions, or organizing with coworkers, even in non-union workplaces.

Keep a record of any threats, sudden policy changes, or disciplinary actions you believe may be tied to organizing activity.

If management crosses the line, you can file an unfair labor practice charge with the NLRB. You don’t need a lawyer to do that, but speaking with one can help you better understand your options and how to proceed strategically.

By understanding the rules, both sides can avoid unnecessary conflict. Furthermore, they can make informed decisions about how to move forward in today’s fast-changing labor climate.

Frequently Asked Questions (FAQ)

How many workers were involved in major strikes in 2023?

In 2023, more than 458,900 workers participated in major work stoppages—the highest number in over two decades.

What is considered a major work stoppage?

A major work stoppage involves 1,000 or more workers and lasts at least one full shift during a standard Monday–Friday workweek, excluding federal holidays.

How many union elections occurred in 2024?

The NLRB reported 1,790 union representation elections in Fiscal Year 2024, up from 1,525 in FY 2023—a 17.4% increase.

What industries have the most union activity?

The education, healthcare, manufacturing, and public sector industries have led in both union elections and work stoppages during 2023 and 2024.

The Shift in Labor Relations

The past two years have marked a turning point in American labor relations. Union elections are rising, strikes are gaining momentum, and workers across sectors are pushing for real change in how they’re treated and compensated.

Whether you examine the numbers, or the broader trends, one thing is clear. Collective action is once again a central force in shaping the workplace.

For employers, this means developing thoughtful, legally sound approaches to labor relations. For employees, it’s a reminder that organizing efforts have support not just under the law, but increasingly from the public.

As the landscape continues to shift, staying informed is more than just helpful. It’s necessary. Understanding where we’ve been and where we’re headed can help both sides navigate the next chapter in the evolving world of work.