Estados con derecho a trabajar: Guía para 2025

The right-to-work law dictates that you can’t require your employees to become union members as a condition of employment. On the other hand, in states where this law isn’t in effect, it may be possible to withdraw union fees from your workers’ wages under certain conditions.

In any case, to make sure your business doesn’t violate any labor laws, it’s essential to keep up with the so-called right-to-work laws in your state.

If you’d like to learn more about the states which have and haven’t passed the right-to-work law, stick with us.

En esta guía de estados con derecho a trabajar, vamos a:

• Explicar qué es la ley de derecho a trabajar,
• Definir los estados con el derecho a trabajar,
• Tell you which US states have right-to-work laws and which don’t,
• Notificarte sí existen leyes federales de derecho a trabajar, y
• Proporcionarte algunas respuestas a preguntas frecuentes relacionadas con los estados con derecho a trabajar.  

*Note: The information regarding right-to-work laws and regulations in the US has been checked and updated for 2025.

• The right-to-work law aims to give US employees the freedom to decide whether they want to be a part of a labor organization.
• Some states that don’t have right-to-work laws allow employers to require employees to join a labor union as a condition of employment.
• In the states that haven’t enacted right-to-work laws, employers are typically permitted to withdraw union dues from workers’ wages, even if they’re not members of any labor organization.
• The National Labor Relations Act is a federal law that protects the rights of private-sector employees to bargain collectively through the representative of their choosing.

¿Qué es la ley de derecho a trabajar?

The right-to-work law in the US is a law that says that workers aren’t required to join a union at their workplace nor pay any union dues “as a condition of their employment.”

In other words, a right-to-work law is a US law that gives workers the freedom to choose whether they want to join a labor union at the company they are working for or not. 

What is meant by a right-to-work state?

A right-to-work state is a state that “has a law prohibiting union security agreements.” In such cases, the employer can’t demand that the employees join a labor union and/or pay union fees.

According to the said source, if workers are represented by unions, such employees are obliged to pay union dues. Union dues are the amounts that such workers need to pay within 30 days after they are hired.

¿Cuáles son los estados con derecho a trabajar?  

While some states in the US have right-to-work laws, others don’t. To see all US states and their status when it comes to right-to-work laws, take a look at the table below. 

También hemos incluido la sección “Notas” en la tabla para explicar las leyes y regulaciones adicionales sobre los derechos de sindicatos y trabajadores en los EE.UU..

This table refers to workers who are employed by the federal, state, or local government (it doesn’t refer to private-sector employees). 

Estado	Ley de derecho a trabajar	Explanation of the law	Additional notes
Alabama	✅	The state of Alabama’s right-to-work policy declares that no employer may require their employees, as a condition of employment, to: – Join a union, or refrain from doing so, – Remain a member of a union they had previously joined, nor – Pay union dues as a nonmember.	/
Alaska	❌	/	Following the Janus v. American Federation of State, County and Municipal Employees (AFSCME) decision, Attorney General Kevin G. Clarkson released a formal opinion. He stated that, in order to protect employees’ constitutional rights, the state of Alaska should prohibit employers from withdrawing union dues and fees from an employee’s paycheck unless the employee gives them the authorization to do so.
Arizona	✅	The state of Arizona’s right-to-work policy prohibits employers from: – Denying employment on the basis of individual’s union membership or nonmembership, and – Coercing employees into joining a union (i.e. threatening them, or their families, or interfering with their property).	/
Arkansas	✅	The state of Arkansas’ right-to-work policy states that employees are at liberty to: – Join, form, or assist in a labor union, – Bargain collectively (organized labor) or individually (unorganized labor), and – Refuse to join a union (in which case they aren’t obligated to pay union dues).	/
California	❌	/	According to California’s State Employer-Employee Relations Act, state employees have the right to form or join the labor union or refrain from doing so. However, a nonmember may have to pay their “fair share fee,” that is, their employer may withdraw a specific fee from their wages for the union’s representational services.
Colorado	❌	/	According to the Colorado Labor Peace Act, employees at most workplaces have the right to form or join a labor union or refrain from doing so.  However, an employer has the right to enter into an all-union agreement (an agreement requiring employees to be union members or pay union fees if they aren’t members) with the employees’ representative.
Connecticut	❌	/	Under Connecticut’s Labor Relations Act, most employers can’t require an employee to join a labor union or refrain from doing so.  However, an employer is allowed to make an agreement with the employees’ representative that requires membership as a condition of employment. Under Connecticut’s collective bargaining laws following the Janus v. AFSCME decision, public employers can’t deduct union fees from an employee who’s a nonmember unless the employee gives them the authorization to do so.
Delaware	❌	/	According to Delaware’s Public Employment Relations Act, public employees have the right to form or join labor unions or refrain from doing so. Sin embargo, un empleador tiene el derecho de celebrar un acuerdo de negociación colectiva con el representante de los empleados, donde puede exigir que cada empleado que no sea miembro de sindicato pague una tarifa de participación justa a través de sus salarios.
Distrito de Columbia	❌	/	According to the Code of the District of Columbia, Section § 1–617.06, all employees have the right to form or join a labor union or refrain from doing so. However, an employee may have to become a member of a union as a condition of employment if there’s an agreement requiring so. Furthermore, if there is no such agreement, and the employee chooses not to become a union member, they may still have to pay union fees (a portion of union dues intended for representational services), under the Code of the District of Columbia, Section § 1–617.11.
Florida	✅	The state of Florida’s right-to-work policy establishes the workers’ rights to: – Join, form, or assist a labor organization, – Refrain from joining a union, and – Choose the labor representative for collective bargaining. Violation of these provisions is considered a misdemeanor of the second degree, punishable by law.	/
Georgia	✅	According to the state of Georgia’s right-to-work policy, it’s unlawful to coerce employees into joining a labor union or refrain from doing so. It’s also prohibited to demand any payment to a labor organization as a condition of employment.	/
Hawái	❌	/	According to the Hawaiʻi Revised Statutes, Section 89-3, public employees have the right to join or form a labor union or refrain from doing so. Sin embargo, un empleador puede celebrar un acuerdo de negociación colectiva que establezca que cada empleado se exige afiliarse a un sindicato o pagar una cantidad idéntica de cuotas sindicales como una condición del empleo.
Idaho	✅	According to the state of Idaho’s right-to-work policy, freedom of choice is guaranteed, as no employer can require the employee, as a condition of employment, to do the following: – To refrain from supporting a labor organization of their choice, – To join, or remain in a labor organization against their will, – To pay any amount of money to a labor organization in the form of fees, assessment, or charity, and – To be recommended, referred, approved, or cleared through or by a labor union.	/
Illinois	❌	/	According to the Illinois Public Labor Relations Act, public employees have the right to form or join labor unions or refrain from doing so.  Sin embargo, un empleador puede celebrar un acuerdo de negociación colectiva con el representante de los empleados donde puede exigir que cada empleado que no es miembro del sindicato paga una tarifa de participación justa a través de sus salarios.
Indiana	✅	The state of Indiana’s right-to-work policy permits agreements that would require employees to: – Become members of a labor union, – Pay dues, fees, assessments, or similar charges to a labor union, – Pay the equivalent of union dues to a charity or a third party.	/
Iowa	✅	As per the state of Iowa’s right-to-work policy, employees are free to: – Organize, form, join, or assist in any labor union, – Participate in collective negotiations through representatives of their choice, – Refuse to join and/or participate in activities of a labor union, and – Pay union dues.	/
Kansas	✅	The state of Kansas’ right-to-work policy states that no one can be denied work on the basis of labor union membership or nonmembership. An employee whose employer violated this policy has the right to take civil action for damages.	/
Kentucky	✅	The state of Kentucky’s right-to-work policy gives employees the freedom to choose whether they want to be part of an employee union, or financially support such a union. Kentucky’s RTW law applies to most employees, except for federal workers, such as those working in the airline industry.	/
Louisiana	✅	The state of Louisiana’s right-to-work policy states that all workers shall join or refrain from joining any labor organization without the fear of punishment.	/
Maine	❌	/	According to the Maine Municipal Public Employees Labor Relations Law, public employees have the right to form or join a labor union or refrain from doing so. Sin embargo, es posible que un empleado sea exigido pagar una tarifa de participación justa para los servicios de representación del sindicato.
Maryland	❌	/	According to the Maryland Labor and Employment Statute, any type of promise (whether oral or written) of becoming or not becoming a member of a union made between an employee and an employer is invalid.  Furthermore, as Maryland Collective Bargaining Law indicates, state employees have the right to form or join a labor union or refrain from doing so. Employers may not deduct a fair-share fee from nonmembers’ wages without their consent. Sin embargo, es posible que un empleado sea exigido pagar la cuota sindical si es representado por este sindicato.
Massachusetts	❌	/	According to Massachusetts Labor Relations Law, employees at most workplaces have the right to form or join a labor union or refrain from doing so. However, an employer may enter into an agreement with the employees’ representative that requires membership as a condition of employment. Furthermore, an employer may require each employee to pay a fee for the union’s representational services if there’s a collective bargaining agreement that states so.
Míchigan	✅	Due to recent changes, the state of Michigan’s right-to-work policy is still valid only when it comes to the public sector. RTW law in relation to the private sector has been repealed.	On March 24, 2023, the Senate introduced Bill No. 34 to repeal Michigan’s right-to-work law.  The repeal took effect on February 13, 2024. Under this Bill, private-sector employers may enter into a collective bargaining agreement with the labor union and require each employee who’s a part of the bargaining unit to pay a fair share fee.
Minnesota	❌	/	According to Minnesota Statutes, Section 179A.06, public employees have the right to form or join a labor union or refrain from doing so. Sin embargo, un empleador puede celebrar un acuerdo sindical con el representante de los empleados. Adicionalmente, es posible que los empleados sean exigidos pagar una tarifa de participación justa por los servicios de representación del sindicato.
Misisipi	✅	The state of Mississippi’s right-to-work policy prohibits denial of work on account of: – Refusing to join a labor organization, – Refusing to leave a labor organization, and – Refusing to pay union fees.	/
Misuri	❌	/	According to Missouri’s SB 54 Act, employees have the right to form or join a labor union or refrain from doing so.  However, this act is valid in counties “where the governing body of the county has submitted a question to its qualified voters asking whether the county shall be subject to this act; If a majority of the votes are in favor of the question, the provisions of this act become effective in the county upon approval.”
Montana	❌	/	According to the Montana Code Annotated, Section 39-31-201, public employees have the right to form or join a labor union or bargain collectively through an agreement. Whether they may refrain from joining a union isn’t clearly stated. Furthermore, each state employee who’s represented by the union may be required to pay a union fee if there’s a collective bargaining agreement that states so.
Nebraska	✅	The state of Nebraska’s right-to-work policy prohibits denial of employment on the basis of labor union membership or nonmembership. No individual, association, or corporation is permitted to enter into any contract (oral or written) that would exclude anyone from employment due to affiliation with a labor organization or lack thereof.	/
Nevada	✅	According to the state of Nevada’s right-to-work policy, it’s unlawful to make any agreement (oral or written) that would require a person to become a member of a labor union, or refrain from doing so, as a condition of employment.	/
Nuevo Hampshire	❌	/	According to the New Hampshire Public Employee Labor Relations Act, public employers can’t deny their employees the right to form or join a labor union or bargain collectively through an agreement. Furthermore, employees may be required to pay certain fees to a union if they are represented by that union.
Nueva Jersey	❌	/	As an at-will state, New Jersey allows employers to terminate employment without cause, as long as no state or federal laws are violated. La New Jersey Law Against Discrimination prohibits employers and labor unions from discriminating against persons based on their race, age, gender, marital status, etc.
Nuevo México	❌	/	According to New Mexico House Bill 85, employers who aren’t governed by the NLRA have the right to enter into union-security agreements with labor organizations.
Nueva York	❌	/	As the New York State Public Employees’ Fair Employment Act declares, public employees have the right to form or join a labor union or refrain from doing so.  Sin embargo, un empleador puede celebrar un acuerdo con el representante de los empleados que exige una membresía como una condición del empleo.
Carolina del Norte	✅	The state of North Carolina’s right-to-work policy makes it unlawful to: – Require labor union membership as a condition of employment, – Require payment of union dues as a condition of employment, and  – Require leaving a labor union as a condition of employment.	/
Dakota del Norte	✅	According to the state of North Dakota’s right-to-work policy, employees are free to: – Join, form, or assist in a labor union, – Bargain collectively through a representative of their choice, and – Refuse to join a union.	/
Ohio	❌	/	Under the Ohio Revised Code, any type of promise (whether oral or written) of becoming or not becoming a member of a union made between an employee and an employer is invalid. Moreover, public employees have the right to form or join a labor union or refrain from doing so. Sin embargo, un empleador puede celebrar un acuerdo que exige a un empleado que no es miembro del sindicato pagar una tarifa de participación justa por los servicios de representación como una condición de empleo.
Oklahoma	✅	The state of Oklahoma’s right-to-work policy states that it’s unlawful to use the condition of employment to: – Require labor union membership or nonmembership, – Require payment of union dues, and – Require persons to be recommended, referred, approved, or cleared by or through a labor union.	/
Oregón	❌	/	Under Oregon Revised Statutes, Section 663.110, employees at most workplaces have the right to form or join a labor union or refrain from doing so. Sin embargo, un empleador tiene el derecho de celebrar un acuerdo con un sindicato que exige que cada empleado se afilie a un sindicato como condición del empleo.
Pensilvania	❌		According to the Pennsylvania Labor Relations Act, employees at most workplaces have the right to form or join a labor union or bargain collectively through an agreement. Furthermore, an employer may enter into an agreement with the employees’ representative that requires membership as a condition of employment.
Rhode Island	❌	/	As the Rhode Island Labor Relations Act states, employees at most workplaces have the right to form or join a labor union or refrain from doing so.  Sin embargo, un empleador puede celebrar un acuerdo de negociación colectiva con el representante de los empleados que exige una membresía como una condición de empleo. Adicionalmente, es posible que un empleado sea exigido pagar una cierta cantidad de cuotas sindicales si está representado por el sindicato.
Carolina del Sur	✅	The state of South Carolina’s right-to-work policy prohibits employers from using the condition of employment to force employees to: – Become members of a labor union, – Refrain from becoming members of a labor union, and – Pay union dues.	/
Dakota del Sur	✅	The state of South Dakota’s right-to-work policy makes it unlawful to: – Deny work for refusing to join or refrain from joining a labor organization, and – Enter into any agreement that would violate a person’s right to work. Violation of these provisions is classified as a misdemeanor.	/
Tennessee	✅	The state of Tennessee’s right-to-work policy allows employees to: – Freely join or leave a labor organization, – Bargain individually or collectively, and – Refuse to pay union fees. Violation of these provisions by the employer is classified as a Class A misdemeanor.	/
Texas	✅	The state of Texas’ right-to-work policy protects persons from being denied employment for: – Refusing to join or leave a labor organization, and – Failing to pay union fees.	/
Utah	✅	According to the state of Utah’s right-to-work policy, it’s unlawful for an employer to require any person to join a labor union or refrain from doing so, as a condition of employment. The employer is also prohibited from requiring employees to pay union dues. Violation of these provisions is classified as a misdemeanor. A person who was denied employment in violation of Utah’s right-to-work law is entitled to compensation.	/
Vermont	❌	/	According to Vermont’s State Employees Labor Relations Act, a state employee has the right to form or join a labor union or refrain from doing so. Sin embargo, un empleador puede celebrar un acuerdo de negociación colectiva con el representante de los empleados que exige una membresía como una condición de empleo. Adicionalmente, es posible que un empleado sea exigido pagar una tarifa de participación justa para los servicios de representación del sindicato.
Virginia	✅	The state of Virginia’s right-to-work policy prohibits employers from: – Denying employment due to membership or nonmembership in any labor union, – Requiring payment of union fees, and – Entering into an agreement (oral or written) that would require a person to become a member of a labor union as a condition of employment.	/
Washington	❌	/	Under the Revised Code of Washington, Section 41.80.050, state employees have the right to form or join a labor union or refrain from doing so. Furthermore, an employee who’s a nonmember may be required to pay their fair share fee for the union’s representational services.
Virginia Occidental	✅	According to the state of West Virginia’s right-to-work policy, employees are free to: – Join or leave any labor union, and – Refuse to pay union dues.	/
Wisconsin	✅	The state of Wisconsin’s right-to-work policy gives the right to employees to become members of any labor organization or refrain from doing so. They also can’t be forced to pay union dues.	/
Wyoming	✅	The state of Wyoming’s right-to-work policy prohibits employers from requiring employees to: – Join or remain in a labor organization, – Leave a labor organization, – Pay labor dues, and – To be recommended, referred, approved, or cleared through or by a labor union.	/

¿Cuáles son las leyes federales de derecho a trabajar?  

The National Labor Relations Act (NLRA) is the only right-to-work law on a federal level in the US, and it only refers to certain private employers. 

According to the NLRB, the National Labor Relations Act is a federal law that grants employees the right to:

• form or join employee unions,
• participate in other concerted activities in order to engage in collective bargaining or other form of mutual aid or protection, and
• refuse to participate in any activities pertaining to any labor organization.

In addition, the National Labor Relations Act covers only private-sector employees. 

Cuando se trata de los empleados del sector público, los derechos a trabajar dependen de leyes y regulaciones publicadas individualmente por cada estado.

🎓 If you’re interested in finding out how calculating federal taxes works and more, here’s a helpful resource for you — Federal Paycheck Calculator

Preguntas frecuentes sobre los estados con derecho a trabajar

Para proporcionar alguna información adicional sobre los estados con derecho a trabajar, hemos respondido a algunas preguntas frecuentes sobre este tema, así que echa un vistazo a la siguiente sección.

Para resumir, ¿cuáles son los estados con derecho a trabajar?

In total, there are 27 US states that have right-to-work laws.

A continuación tienes una lista de estados con derecho a trabajar:

• Alabama,
• Arizona,
• Arkansas,
• Florida,
• Georgia,
• Idaho,
• Indiana,
• Iowa,
• Kansas,
• Kentucky,
• Louisiana,
• Misisipi,
• Michigan (only in regard to the public sector),
• Nebraska,
• Nevada,
• Carolina del Norte,
• Dakota del Norte,
• Oklahoma,
• Carolina del Sur,
• Dakota del Sur,
• Tennessee,
• Texas,
• Utah,
• Virginia,
• Virginia Occidental,
• Wisconsin, y
• Wyoming.

To sum up, what states aren’t right-to-work states?

There are 24 US states in total that don’t have right-to-work laws.

The following is a list of states that aren’t right-to-work states:

• Alaska,
• California,
• Colorado,
• Connecticut,
• Delaware,
• Distrito de Colombia,
• Hawái,
• Illinois,
• Maine,
• Maryland,
• Massachusetts,
• Misuri (excepto en ciertos condados, siempre que las disposiciones sobre el derecho al trabajo sean votadas por mayoría),
• Minnesota,
• Montana,
• Nuevo Hampshire,
• Nueva Jersey
• Nuevo México,
• Nueva York,
• Ohio,
• Oregón,
• Pensilvania,
• Rhode Island,
• Vermont, y
• Washington.

¿Cuál es la historia de las leyes de derecho a trabajar?

Originalmente, la expresión “derecho a trabajar” fue construida por el líder socialista Louis Blanc, mucho antes de que se promulgara la primera ley de derecho a trabajar. 

According to research on the history of right-to-work claims, Louis Blanc believed that society — that is, the state — should provide employment to everyone. He also believed that every man should have a “right to work.”

El 5 de julio de 1935, el ex presidente de los EE.UU., Franklin Roosevelt firmó la Ley Nacional de Relaciones Laborales, conocida como “Ley de Wagner.”

According to the National Archives, the motive behind the Wagner Act was to give certain freedoms to employees such as:

• the right to form, join, or assist any labor organization,
• the right to choose their own representatives for the purpose of collective bargaining, and
• the right to refuse to join a labor organization and pay any related fees.

En 1947 se promulgó la ley denominada “Ley Taft-Hartley”, cuyo propósito era modificar la Ley Wagner regulando aún más los sindicatos.   

The Taft-Hartley Act was supposed to protect workers from certain “unfair practices by unions” such as coercion or discrimination by unions. 

Según la Oficina del Representante Estadounidense Joe Wilson, en Febrero de 2023, el congresista Joe Wilson reintrodujo la Ley Nacional de Derecho a Trabajar al Congreso. Con esta ley, Wilson quería garantizar la libertad de elección para todos los empleados de EE.UU. con respecto a la afiliación de sindicato y el pago de cuotas sindicales. 

Sin embargo, esta ley aún no se ha convertido en una ley oficial en los EE.UU..

What is the difference between at-will and right-to-work? 

According to the Bureau of Labor Statistics, at-will employment is a legal doctrine indicating that anyone can enter into an employment contract of a specified validity period. In the absence of such contract, no obligations shall fall on employee nor employer.

It also dictates that either employer or employee can terminate such a contract for any reason, at any time, unless there’s an employment agreement to state otherwise.

While right-to-work laws protect employees against being forced to join a union during their employment, at-will employment laws give both employers and employees certain rights upon the termination of employment.

🎓 If you want to learn more about at-will employment contracts and what the advantages and disadvantages of at-will employment are for both employers and employees, read the guide below — At-Will Employment by State Guide 

¿Quién está cubierto bajo las leyes de derecho a trabajar?

According to the National Labor Relations Board, most private-sector workers are covered by the National Labor Relations Act. This act is only applicable on a federal level. 

Para ser más específico, la NRLA se refiere a la mayoría de los empleadores del sector privado, como:

• Fabricantes,
• Minoristas,
• Centros de salud privados, y otros.

Los empleados estadounidenses que trabajan para los empleadores del sector privado tienen el derecho de elegir si quieren formar o afiliarse a un sindicato en su espacio de trabajo o abstenerse de hacerlo. En otras palabras, su decisión no afecta su empleo.

On the other hand, the NLRA doesn’t cover:

• Los trabajadores que son contratados por el gobierno federal, estatal, o local.
• Los trabajadores agrícolas,
• Los contratistas independientes, 
• Los trabajadores que son contratados por padre/madre o cónyuge, y otros.

Para los trabajadores no cubiertos por la NLRA, las leyes de derecho a trabajar varían de estado a estado, como hemos explicado en la tabla anterior. Estas leyes de derecho a trabajar definen si un determinado empleado puede tener que afiliarse a un sindicato como condición del empleo o pagar cuotas sindicales, por ejemplo.

Cuando se trata de pagar las cuotas sindicales y membresía, los derechos de los trabajadores de EE.UU. dependen de:

• Las leyes estatales, y 
• La decisión del tribunal. 

Moreover, under the NLRA, employers have the right to enter into agreements with labor organizations, such as all-union agreements. These agreements may require all employees in a bargaining unit to pay fees to a labor union or even become union members.

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What does it mean to have the legal right to work in the US?

Whether you have the right to work in the US or not mainly depends on your work authorization. 

Estar autorizado para trabajar significa que tienes permiso legal para trabajar en los EE.UU..

Adicionalmente, los estadounidenses, independientemente si son nacidos en los EE.UU. o si han adquirido la ciudadanía estadounidense, son automáticamente autorizados de trabajar en los EE.UU.. 

Por otra parte, si no eres ciudadano estadounidense, es posible que aún puedes trabajar legalmente en los EE.UU., pero bajo ciertas condiciones. 

Como está explicado por los Servicios de Ciudadanía e Inmigración de los Estados Unidos, es posible que seas autorizado de trabajar en los EE.UU. si tienes un visado de inmigrante basado en empleo, por ejemplo. Con este tipo de visado puedes trabajar en los EE.UU. permanentemente.

Then again, if you intend to work in the US for a certain period of time, you may apply for a nonimmigrant visa. As the US Department of State’s Bureau of Consular Affairs also adds, it’s up to either the US embassy or consulate where you apply for a visa to decide what type of visa you qualify for.     

Right-to-work states — Conclusion and Disclaimer

If you’re a business owner in the US and want to know whether the right-to-work law applies to you, be sure to check:

• The federal law (the NLRA), and
• If the state your business is registered in has its own right-to-work law.

We hope our right-to-work states guide for 2025 has helped you better understand the concept and regulations regarding right-to-work laws in the United States.

Para obtener más información sobre las leyes de derecho a trabajar y otras leyes laborales para cada estado:

• Sigue los enlaces proporcionados como fuentes al final de esta guía, y
• Visita la sección de Leyes Laborales Estatales de nuestro sitio web.

Please bear in mind that this article was written in Q1 of 2025. Thus, it may not include changes introduced after it was published. 

Te recomendamos consultar las instituciones adecuadas y/o los representantes certificados antes de tomar acciones legales.

Clockify isn’t responsible for any losses or risks incurred should this guide be used without legal guidance.