National Labor Relations Act (NLRA) (1935)

1) Link to the Text of the Act
Read the statute (29 U.S.C. § 151 et seq.)

2) Why It Was Done
The NLRA was enacted to protect employees’ rights to organize, form unions, engage in collective bargaining, and take collective action, including strikes, in order to balance the power between employers and workers.

3) Pre-existing Law or Constitutional Rights
Before the NLRA, union activity was often suppressed through injunctions and antitrust laws. The 1926 Railway Labor Act gave some protections, but coverage was limited. The NLRA provided nationwide labor rights for most private-sector employees.

Labor & Employment Rights – Timeline of Key Acts

U.S. labor and employment law has evolved over decades to protect workers’ rights, expand equality, and balance the power of employers and employees. Below is a timeline of the most impactful laws still shaping the workplace today.

Fair Labor Standards Act (FLSA, 1938)

• Established the minimum wage, overtime pay, and child labor protections.
• Codified at 29 U.S.C. § 201 et seq.
• Continues to be amended to adjust wage and hour standards.

Equal Pay Act (1963)

• Amended the FLSA to require equal pay for equal work regardless of sex.
• Foundation for modern pay equity litigation.

Civil Rights Act of 1964 (Title VII)

• Prohibited employment discrimination based on race, color, religion, sex, or national origin.
• Created the Equal Employment Opportunity Commission (EEOC).

Age Discrimination in Employment Act (ADEA, 1967)

• Prohibited discrimination against workers age 40 and over.
• Still a key protection for older employees.

Occupational Safety and Health Act (OSHA, 1970)

• Established the Occupational Safety and Health Administration.
• Required employers to provide workplaces “free from recognized hazards.”

Rehabilitation Act (1973)

• Prohibited discrimination on the basis of disability in federal programs and contractors.
• Precursor to the ADA.

Americans with Disabilities Act (ADA, 1990; amended 2008)

• Prohibited discrimination based on disability in employment, public accommodations, and government services.
• Amended in 2008 to broaden the definition of disability.

Family and Medical Leave Act (FMLA, 1993)

• Guaranteed eligible employees up to 12 weeks unpaid, job-protected leave for family or medical reasons.
• Expanded to include military caregiver leave provisions.

Uniformed Services Employment and Reemployment Rights Act (USERRA, 1994)

• Protects the employment and reemployment rights of servicemembers returning from duty.
• Codified at 38 U.S.C. §§ 4301–4335.

Civil Rights Act of 1991

• Strengthened Title VII protections.
• Allowed jury trials and damages for intentional discrimination.

Recent Updates & Continuing Impact

• Wage, overtime, and leave standards continue to evolve through regulation and litigation.
• Debates continue over paid leave, minimum wage, gig work, and workplace discrimination.
• These laws remain the foundation of worker rights in the U.S.

Official Sources

• U.S. Department of Labor – Major Laws
• U.S. Code – Title 29 (Labor)
• EEOC – Employment Discrimination Laws
• USERRA – 38 U.S.C. §§ 4301–4335

Occupational Safety and Health Act (OSH Act) (1970)

1) Link to the Text of the Act
Read the statute (29 U.S.C. § 651 et seq.)

2) Why It Was Done
Enacted to ensure safe and healthful working conditions for employees by authorizing standards, enforcement, and education programs through the Occupational Safety and Health Administration (OSHA).

3) Pre-existing Law or Constitutional Rights
Before 1970, workplace safety laws were minimal and mostly state-based. Rising workplace injuries and fatalities pushed Congress to establish a uniform federal standard.

Immigration Reform and Control Act (IRCA, 1986)

1) Link to the Text of the Act
Read the statute (8 U.S.C. § 1324a et seq.)

2) Why It Was Done
The IRCA was passed to address concerns about unauthorized immigration. It combined stronger enforcement with a legalization program, attempting to balance border security with humanitarian relief.

3) Pre-existing Law or Constitutional Rights
Before IRCA, there were no federal penalties for employers hiring unauthorized immigrants. IRCA introduced employer sanctions while providing a path to legal status for many undocumented residents.