How California Workers Are Reviving Unions and Collective Action in the Modern Workplace

In recent years, a quiet revolution has been brewing across California’s job sites, warehouses, classrooms, and coffee shops. Workers from every industry—whether white-collar professionals or hourly wage earners—are increasingly turning to unions and collective organizing to demand better wages, benefits, and working conditions.

California, long known for its progressive labor laws, is once again at the forefront of a national resurgence in worker-driven movements. But in an economy reshaped by gig work, automation, and corporate consolidation, organizing a workplace—and protecting the right to do so—has never been more complex or more urgent.

A Legal Right Rooted in History

Under both federal and state law, workers have the right to organize. The National Labor Relations Act (NLRA) of 1935, a cornerstone of American labor rights, gives employees the freedom to form, join, or assist labor organizations and engage in collective bargaining without fear of retaliation. In California, those protections are reinforced by state-specific statutes, administrative agencies, and a political climate generally supportive of labor rights.

Workers in the public sector—teachers, transit operators, and government employees—are further protected under California’s Meyers-Milias-Brown Act and similar laws that recognize the right of public employees to unionize and negotiate collectively.

However, while these legal protections exist on paper, the reality on the ground is often more complicated.

Why Workers Organize

For many California workers, organizing isn’t about ideology—it’s about survival.

At the heart of most union drives are concerns over:

• Wages that don’t keep up with the cost of living

• Lack of access to affordable healthcare

• Unstable scheduling and understaffing

• Unsafe or exploitative working conditions

• Retaliation against whistleblowers or injured workers

In cities like Los Angeles, Oakland, and San Diego, the rising cost of housing has added new urgency to these demands. A full-time job is no longer a guarantee of financial stability, and many low- and middle-income workers find themselves living paycheck to paycheck—even as employers report record profits.

The pandemic further highlighted these inequalities, as “essential” workers—grocery clerks, warehouse staff, janitors—were hailed as heroes but often denied the very benefits, hazard pay, or sick leave needed to stay safe.

A Surge in Union Activity

California has seen a surge in union activity over the past five years. From Starbucks baristas in Santa Cruz to Amazon warehouse workers in San Bernardino, employees are testing the limits of what organizing can accomplish in the modern era.

In the tech sector—historically resistant to unionization—workers at companies like Google and Apple have begun forming “solidarity unions” to voice concerns over discrimination, ethics, and workplace transparency. Although these unions may not yet have bargaining power, they are shifting the culture of organizing within professional sectors once thought immune to collective action.

Meanwhile, established unions like SEIU, Teamsters, and UNITE HERE continue to expand their influence, especially among janitorial workers, hotel staff, and healthcare employees. Recent high-profile strikes by California nurses, school district employees, and Hollywood writers have shown the public just how effective collective action can be.

Employer Pushback and Legal Risks

Despite the legal protections in place, union organizing still comes with risk. Employers often engage in both subtle and overt union-busting tactics, including:

• Surveillance of organizing activity

• Captive audience meetings with anti-union messaging

• Retaliation against pro-union employees

• Delays in contract negotiations

• Misclassifying employees as independent contractors to avoid union eligibility

In California, these actions can constitute Unfair Labor Practices (ULPs) under both federal and state law. Workers who experience retaliation or interference in organizing efforts can file charges with the National Labor Relations Board (NLRB) or, in some industries, the California Public Employment Relations Board (PERB).

California law also provides added layers of protection through recently enacted statutes like SB 931, which allows public sector unions to sue employers who deter union membership and collect civil penalties.

Still, the legal process can be slow and intimidating. Workers often hesitate to come forward, fearing blacklisting or job loss—even when retaliation is unlawful.

The Role of Digital Organizing

The modern union movement in California has increasingly embraced technology to organize and mobilize. Workers now use encrypted group chats, Slack channels, and online petitions to coordinate campaigns. Social media has become a powerful tool to expose unsafe conditions, rally public support, and apply pressure on employers.

One notable example: When Southern California grocery chain employees launched a wage campaign in 2023, workers posted behind-the-scenes footage of dangerous conditions in their breakrooms. The videos went viral and triggered a public outcry, ultimately pressuring the company into contract negotiations.

Digital organizing, however, is not without its pitfalls. Employers have been known to monitor employee social media or misuse cybersecurity policies to discipline organizers. That’s why understanding your rights—and keeping documentation—is key.

What Workers Should Know

For California employees considering organizing, the first step is education. Understanding what’s legal and what’s not can mean the difference between a successful campaign and a retaliatory firing.

Here are some core rights all employees should know:

• You have the right to discuss wages, hours, and working conditions with coworkers.

• You have the right to distribute union materials during non-work time and in non-work areas.

• You cannot be fired, disciplined, or demoted for supporting a union.

• You can’t be forced to attend anti-union meetings as a condition of employment (under proposed state laws).

If you believe your rights have been violated, contact an employment lawyer or labor board immediately. Time is a factor—there are strict deadlines for filing unfair labor practice charges.

The Future of Labor in California

California’s labor landscape is shifting. With new generations entering the workforce—and older generations demanding long-overdue change—organizing is becoming more normalized and more urgent. As gig workers, freelancers, and part-time employees push for inclusion in labor protections, the definition of “the worker” itself is evolving.

Legislation like AB 5, which restricts the use of independent contractors, and AB 257, the Fast Food Accountability and Standards Recovery Act (though still under legal challenge), signal California’s broader commitment to expanding collective power for workers across the board.

As public support for unions grows and more employers are held accountable for anti-worker practices, California appears poised to lead the next era of labor rights—one where dignity, security, and fairness are not optional but expected.

Final Word

Unions and collective organizing are not relics of the past—they’re tools for shaping the future of work in California. For employees seeking a voice in their workplace, and for employers aiming to build sustainable, fair operations, understanding the legal framework around organizing is essential.

If you’re exploring your right to organize, or believe your rights have been violated, connect with a qualified employment attorney through a certified referral service like 1000Attorneys.com. You’ll get a free, confidential consultation in under 10 minutes and be matched with a vetted California labor law attorney ready to help.