As of 2026, 26 states have right-to-work laws covering both private and public-sector workers. This guide covers the full list of right-to-work states and what these laws mean for employers.<\/p>\n\n\n\n
A right-to-work state is a US state that has passed a <\/strong>right-to-work law<\/strong><\/a> prohibiting employers from requiring union membership or union dues as a condition of employment.<\/strong><\/p>\n\n\n\n In a right-to-work state, workers can choose whether to join a union<\/a> without risking their jobs. Similarly, employers also can\u2019t withdraw union dues<\/a> from an employee\u2019s wages without their consent.<\/p>\n\n\n\n What is a union security agreement?<\/strong><\/p>\n\n\n\n A union security agreement<\/a> is a contract between an employer and a labor union that requires employees to join the union or pay union dues as a condition of keeping their jobs. Right-to-work laws specifically prohibit these agreements.\u00a0<\/p>\n\n\n\n In states without right-to-work laws, union security agreements are generally permitted.<\/p>\n\n\n\n What is the opposite of a right-to-work state?<\/strong><\/p>\n\n\n\n The opposite of a right-to-work state is a state without<\/em> a right-to-work law. In those states, employers may enter into union security agreements that make union membership or fee payment a condition of employment. Roughly half of US states fall into this category.<\/p>\n\n\n\n Staying on top of labor law compliance gets harder as your workforce grows across state lines. A workforce management tool like Clockify<\/a> helps you keep accurate, location-specific records for every employee. That way, you\u2019re always ready to apply the right rules and respond to compliance questions as they come up.<\/p>\n\n\n\n