## Section 7 NLRA (29 USC 157): What It Covers and How Employers Stay Compliant
If you’re searching for **Section 7 NLRA** guidance, you’re likely trying to understand what employees can legally do at work—talking about pay, raising safety concerns, organizing, or acting together—and what HR and managers must *not* do in response. **NLRA Section 7 rights**, codified at **29 USC 157**, protect employees’ rights to engage in “concerted activities” for mutual aid or protection, whether or not a union is involved.
This SwiftSDS guide explains **what is Section 7**, what activities are protected, common employer mistakes, and practical compliance steps for workplace policies and manager training.
---
## What Is Section 7? (29 USC 157) in Plain English
**Section 7 of the National Labor Relations Act (NLRA)**—**29 U.S.C. § 157**—provides that employees have the right to:
- **Self-organize**
- **Form, join, or assist labor organizations**
- **Bargain collectively** through representatives of their choosing
- **Engage in other concerted activities** for “mutual aid or protection”
- **Refrain** from any or all of these activities (with certain union-security exceptions under other provisions)
For HR leaders, the key phrase is **“concerted activities.”** Section 7 protects employees when they act together (or try to act together) to improve wages, hours, or other working conditions—even if the workplace is non-union.
For broader context on federal worker protections beyond the NLRA, see SwiftSDS’s hub on **federal employment laws** in our [employment legislation list](/laborposters/federal-laws).
---
## Who Is Covered by NLRA Section 7 Rights?
### Most private-sector employees are covered
Section 7 generally covers **non-supervisory employees in the private sector**. Coverage often includes full-time, part-time, and many temporary employees.
### Common exclusions HR should note
Some categories are not covered by the NLRA (or may be excluded from certain protections), including:
- **Supervisors** (as defined by the NLRA)
- **Independent contractors** (classification disputes are common)
- **Public-sector employees** (federal/state/local government workers are generally covered by other laws)
- Certain workers in rail/air industries (covered by the Railway Labor Act)
Because worker classification affects many compliance areas (not only NLRA), SwiftSDS also addresses related topics like leave eligibility in [are contractors eligible for fmla](/laborposters/federal-laws/are-contractors-eligible-for-fmla).
---
## What Counts as “Concerted Activity” Under Section 7?
**Concerted activity** typically means two or more employees acting together—or one employee acting on behalf of others—to improve terms and conditions of employment. It can also include an employee seeking to initiate group action.
### Examples of protected Section 7 activity
- Employees **discussing wages** or comparing pay rates
- Coworkers **raising scheduling issues** together
- A group **complaining about safety concerns** to management
- Employees circulating a petition about workload, staffing, or break practices
- Workers discussing workplace treatment or discrimination concerns as a group (even if other laws also apply)
This protection overlaps with broader worker-rights concepts. For a high-level overview that complements Section 7, review [5 rights of workers](/laborposters/federal-laws/5-rights-of-workers).
### Protected activity can happen on or off duty—and online
Section 7 issues frequently arise from:
- Team chats and messaging apps
- Social media posts involving coworker support or group workplace concerns
- Offsite conversations connected to workplace conditions
The compliance risk is often not the speech itself, but an employer’s *response*—discipline, threats, surveillance, or policies that chill protected activity.
---
## How Section 7 Connects to Section 8(a)(1): The Core Compliance Risk
Section 7 gives employees rights; **NLRA Section 8(a)(1)** makes it an unfair labor practice for an employer to **interfere with, restrain, or coerce** employees in exercising those rights (29 U.S.C. § 158).
In practice, most employer violations are framed as **8(a)(1) interference** with Section 7 rights. SwiftSDS breaks down the employer-side rules and common pitfalls in [Nlra 8 a 1](/laborposters/federal-laws/nlra-8-a-1).
**Actionable compliance takeaway:** When evaluating discipline or a policy change, ask: *Could this reasonably chill employees from acting together about wages, hours, or working conditions?* If yes, assess and document a legitimate, consistently applied business reason—and consider narrowing the action.
---
## Common Policy Traps: Where Employers Accidentally Violate Section 7
### 1) Overbroad confidentiality rules
Policies that broadly prohibit employees from discussing:
- wages/compensation,
- scheduling,
- workplace investigations (without nuance),
may raise Section 7 issues depending on wording and context.
**Fix:** Limit confidentiality rules to legitimate business needs (trade secrets, customer data, non-public financials) and avoid blanket bans on discussion of “workplace issues” or “management decisions.”
### 2) “Civility” and non-disparagement policies that chill complaints
Rules requiring employees to always be “positive” or banning “negative comments” about the company can be problematic if they deter protected complaints.
**Fix:** Focus on genuinely unlawful conduct (harassment, threats, discrimination) rather than protected criticism about working conditions. If you’re aligning policies with anti-discrimination requirements, also see [ada hr](/laborposters/federal-laws/ada-hr) and [ada forms for employers](/laborposters/federal-laws/ada-forms-for-employers).
### 3) Social media policies that prohibit group discussion
Policies banning employees from posting about the workplace can implicate Section 7 if they cover protected concerted activity.
**Fix:** Prohibit disclosure of confidential/proprietary information and unlawful harassment, but avoid broadly restricting employee discussion of wages and working conditions.
### 4) Manager “don’ts” during organizing or group complaints
Unlawful conduct can include threatening job loss, promising benefits to stop organizing, interrogating employees about union support, or creating the impression of surveillance.
**Fix:** Train supervisors with clear scripts and escalation steps to HR/legal when organizing activity or group grievances arise.
---
## Posting and Notice Requirements: What Employers Should Know
Unlike some federal laws, the NLRA’s **general notice-posting requirement** has been the subject of legal challenges over the years. However, many employers still choose to post NLRA-related rights information as a best practice—especially when required by contract, policy, or specific circumstances.
SwiftSDS maintains guidance on the NLRA-focused notice commonly referenced by employers in [Employee rights under nlra poster](/laborposters/federal-laws/employee-rights-under-nlra-poster).
Also remember: even if you’re focused on Section 7, workplaces typically have **multiple mandatory postings** under other federal laws. For example, most employers must display the FLSA minimum wage notice, such as [Employee Rights Under the Fair Labor Standards Act](https://h64afuvta1tdgdma.public.blob.vercel-storage.com/posters/1767652262511-minwagep.pdf).
For a consolidated view of required workplace postings, start with [Federal (United States) Posting Requirements](/postingrequirements/us). If you operate in specific jurisdictions, consult the relevant state/local page (for example: [Alabama (AL) Posting Requirements](/postingrequirements/us/al)).
---
## Practical Compliance Checklist for HR and Business Owners (Section 7 Focus)
### Audit policies for Section 7-friendly language
- Review confidentiality, social media, non-disparagement, solicitation/distribution, and complaint-reporting policies.
- Remove broad bans on discussing pay or “work issues.”
- Ensure policies are written in plain language and enforced consistently.
### Train supervisors on protected activity and escalation
- Teach leaders to recognize protected concerted activity (pay discussions, group complaints, petitions).
- Prohibit threats, interrogation, retaliation, and surveillance.
- Establish an internal process: when managers see group activity, they should document facts and loop in HR.
### Standardize investigations and discipline documentation
- Use neutral, behavior-based documentation (e.g., policy violations unrelated to protected activity).
- Compare proposed discipline to prior similar cases to ensure consistency.
- If an employee engaged in protected activity, confirm that discipline is not tied to that activity.
### Ensure your posting compliance program is complete
Section 7 risk increases when workplaces feel uninformed or mistrustful. A clean posting program supports transparency and reduces confusion about rights. Start with the [employment legislation list](/laborposters/federal-laws) and align it with your jurisdiction using [Federal (United States) Posting Requirements](/postingrequirements/us).
---
## FAQ: Section 7 NLRA
### Are non-union employees protected by NLRA Section 7 rights?
Yes. **NLRA Section 7 rights apply whether or not a union exists.** Protected concerted activity includes employees acting together to improve wages, hours, or working conditions in non-union workplaces.
### Can employees discuss pay at work under Section 7?
Often, yes. Discussing wages and compensation with coworkers is frequently **protected concerted activity**. Employers should avoid policies or discipline that could chill pay discussions, unless there is a narrow, lawful, and consistently applied reason unrelated to protected activity.
### What should a manager do when employees start organizing or circulating a petition?
Managers should **stay neutral, avoid threats/promises/interrogation**, and promptly escalate to HR. The highest risk is an impulsive response that could be viewed as interfering with **29 USC 157** rights and triggering an **8(a)(1)** unfair labor practice claim.
---
SwiftSDS helps employers translate federal labor law requirements into practical workplace compliance. For related NLRA employer duties and common violations, continue to [Nlra 8 a 1](/laborposters/federal-laws/nlra-8-a-1), and for posting guidance, review [Employee rights under nlra poster](/laborposters/federal-laws/employee-rights-under-nlra-poster).