Global Law Experts
Discover award-winning Labour lawyers in our trusted directory. Connect with independent legal experts worldwide.
Labour law governs the collective relationship between employers, employees, and trade associations, focusing on the rights and obligations that arise within the organised workforce. This practice is essential for navigating the complexities of collective bargaining, union certifications, and industrial actions such as strikes or lockouts. Attorneys provide the necessary legal framework for drafting enterprise agreements, managing workplace grievances, and ensuring compliance with national labour relations standards and fair work acts.
Global Law Experts connects you with premier labour specialists who possess the strategic depth required to manage sensitive industrial relations. These lawyers are established experts within their own fields, offering the tactical foresight needed to handle large-scale redundancies, workplace safety audits, and the nuances of transfer of undertakings (TUPE) during corporate restructuring. Whether you are an employer seeking to foster a productive union relationship or an organisation navigating a contentious labour dispute, they provide the strategic advocacy needed to mitigate operational disruptions and ensure a fair, compliant workplace.
Every GLE member is independently vetted by practice area and jurisdiction.
While often used interchangeably, the legal distinction lies in the “who.” Employment Law governs the relationship between an employer and an individual employee, covering issues like discrimination, wages, and wrongful termination. Labor Law strictly regulates the relationship between an employer and groups of employees, specifically unions and collective bargaining units. In the United States, Labor Law is primarily dictated by the National Labor Relations Act (NLRA), whereas Employment Law is a mix of federal statutes like Title VII and state-level regulations.
Negotiating a CBA is a structured legal process that begins with “preparation” and moves to the “bargaining table,” where both sides must meet the legal standard of “good faith” negotiation. A lawyer’s role is to ensure that mandatory subjects of bargaining—wages, hours, and working conditions—are addressed without violating labor statutes. Once a tentative agreement is reached, it must be ratified by a vote of the union members; if rejected, the parties return to the table, often bringing in a federal mediator to prevent a strike.
Yes, but they must tread a very fine legal line to avoid violating federal labor rights. A lawyer helps management craft a communication strategy that educates employees on the downsides of unionizing without crossing into illegal territory known as “TIPS” (Threats, Interrogation, Promises, or Surveillance). Since the National Labor Relations Board (NLRB) reported a 35% increase in union election petitions in early 2024, legal counsel is critical to ensure the company’s campaign remains compliant and that any election results are valid.
The right to strike is protected but not absolute; legally, employees cannot block engaging in “sit-down” strikes where they occupy the premises, nor can they engage in secondary boycotts against neutral companies. Picketing must be peaceful and generally confined to public property, while “lockouts”—where an employer bars employees from working—are a legal defensive tool used to pressure the union during stalled negotiations. A lawyer ensures that any economic pressure tactic used by either side complies with the strict timing and notice requirements of the NLRA to avoid unlawful termination lawsuits.
When a union or employee files an Unfair Labor Practice (ULP) charge—21,300 of which were filed with the US NLRB in Fiscal Year 2024—a lawyer acts as the defense shield. They investigate the factual basis of the claim, such as an alleged retaliatory firing, and represent the company during the government’s investigation and subsequent administrative hearings. Their goal is to prove that the employer’s actions were motivated by legitimate business reasons (like poor performance) rather than anti-union animus, thereby avoiding costly reinstatement orders and back-pay penalties.
Misclassification is one of the most expensive legal mistakes a company can make, often triggering audits from both the Department of Labor and the IRS. If found guilty, a company faces liability for years of unpaid overtime, back taxes, and workers’ compensation premiums, plus liquidated damages that can double the total amount owed. In the UK, HM Revenue and Customs (HMRC) can impose penalties of up to 100% of the tax due if the misclassification is deemed deliberate, making legal review of all contractor agreements essential.
It is highly recommended, especially since a new 2024 OSHA rule now allows employees to designate a third-party representative—including a union agent—to accompany federal inspectors during the walkaround. A lawyer protects the company’s rights by ensuring the inspection stays within its legal scope (preventing a “fishing expedition”), preparing managers for interviews so they don’t accidentally admit liability, and negotiating down the severity of any citations issued. This legal buffer is crucial because OSHA citations can serve as evidence of negligence in future personal injury lawsuits.
Defending these lawsuits focuses on “defeating certification,” which means proving that the employees’ claims are too different to be grouped together as a single class. A lawyer analyzes payroll data and job descriptions to argue that individual managers had discretion over hours and breaks, thereby destroying the “commonality” required for a class action. This strategy is vital because once a class is certified, the pressure to settle is immense; in 2024, the top 10 wage and hour class action settlements alone totaled approximately $614 million in the US.
While often used interchangeably, the legal distinction lies in the "who." Employment Law governs the relationship between an employer and an individual employee, covering issues like discrimination, wages, and wrongful termination. Labor Law strictly regulates the relationship between an employer and groups of employees, specifically unions and collective bargaining units. In the United States, Labor Law is primarily dictated by the National Labor Relations Act (NLRA), whereas Employment Law is a mix of federal statutes like Title VII and state-level regulations.
Negotiating a CBA is a structured legal process that begins with "preparation" and moves to the "bargaining table," where both sides must meet the legal standard of "good faith" negotiation. A lawyer’s role is to ensure that mandatory subjects of bargaining—wages, hours, and working conditions—are addressed without violating labor statutes. Once a tentative agreement is reached, it must be ratified by a vote of the union members; if rejected, the parties return to the table, often bringing in a federal mediator to prevent a strike.
Yes, but they must tread a very fine legal line to avoid violating federal labor rights. A lawyer helps management craft a communication strategy that educates employees on the downsides of unionizing without crossing into illegal territory known as "TIPS" (Threats, Interrogation, Promises, or Surveillance). Since the National Labor Relations Board (NLRB) reported a 35% increase in union election petitions in early 2024, legal counsel is critical to ensure the company’s campaign remains compliant and that any election results are valid.
The right to strike is protected but not absolute; legally, employees cannot block engaging in "sit-down" strikes where they occupy the premises, nor can they engage in secondary boycotts against neutral companies. Picketing must be peaceful and generally confined to public property, while "lockouts"—where an employer bars employees from working—are a legal defensive tool used to pressure the union during stalled negotiations. A lawyer ensures that any economic pressure tactic used by either side complies with the strict timing and notice requirements of the NLRA to avoid unlawful termination lawsuits.
When a union or employee files an Unfair Labor Practice (ULP) charge—21,300 of which were filed with the US NLRB in Fiscal Year 2024—a lawyer acts as the defense shield. They investigate the factual basis of the claim, such as an alleged retaliatory firing, and represent the company during the government’s investigation and subsequent administrative hearings. Their goal is to prove that the employer’s actions were motivated by legitimate business reasons (like poor performance) rather than anti-union animus, thereby avoiding costly reinstatement orders and back-pay penalties.
Misclassification is one of the most expensive legal mistakes a company can make, often triggering audits from both the Department of Labor and the IRS. If found guilty, a company faces liability for years of unpaid overtime, back taxes, and workers' compensation premiums, plus liquidated damages that can double the total amount owed. In the UK, HM Revenue and Customs (HMRC) can impose penalties of up to 100% of the tax due if the misclassification is deemed deliberate, making legal review of all contractor agreements essential.
It is highly recommended, especially since a new 2024 OSHA rule now allows employees to designate a third-party representative—including a union agent—to accompany federal inspectors during the walkaround. A lawyer protects the company’s rights by ensuring the inspection stays within its legal scope (preventing a "fishing expedition"), preparing managers for interviews so they don't accidentally admit liability, and negotiating down the severity of any citations issued. This legal buffer is crucial because OSHA citations can serve as evidence of negligence in future personal injury lawsuits.
Defending these lawsuits focuses on "defeating certification," which means proving that the employees’ claims are too different to be grouped together as a single class. A lawyer analyzes payroll data and job descriptions to argue that individual managers had discretion over hours and breaks, thereby destroying the "commonality" required for a class action. This strategy is vital because once a class is certified, the pressure to settle is immense; in 2024, the top 10 wage and hour class action settlements alone totaled approximately $614 million in the US.
Global Law Experts is dedicated to providing exceptional legal services to clients around the world. With a vast network of highly skilled and experienced lawyers, we are committed to delivering innovative and tailored solutions to meet the diverse needs of our clients in various jurisdictions.
Global Law Experts is dedicated to providing exceptional legal services to clients around the world. With a vast network of highly skilled and experienced lawyers, we are committed to delivering innovative and tailored solutions to meet the diverse needs of our clients in various jurisdictions.
Send welcome message
