LaborLab, a workers' rights watchdog, has launched two free online tools designed to give workers a clearer picture of the opposition they face when organizing: a union-buster search tool and a union-busting cost calculator. The tools, launched on September 8, aim to expose the $1.7 billion union-avoidance industry in the United States, which often operates in the shadows despite legal disclosure requirements.
Many U.S. employers hire anti-union consultants and law firms to discourage workers from organizing and bargaining for better pay and working conditions. These specialists, typically paid more than $400 per hour, coach supervisors on anti-union messaging, track union support, prepare campaign literature and speeches designed to sow fear and doubt, and sometimes directly persuade workers while presenting themselves as "educators." By law, many of these relationships must be disclosed, but the information is scattered across federal databases that are notoriously difficult to search.
LaborLab's union-buster search tool compiles data from National Labor Relations Board and Department of Labor filings, covering more than 800 consultants, 8,000 law firms, and 21,000 attorneys. Users can research the attorneys and consultants their employer has hired, see how much they are paid when available, and identify patterns in their activity. The tool also shows the employers union-busters represent, the rates they charge, their campaign history, the unions they target most often, and, where available, their win-loss records, with direct links to NLRB cases and DOL disclosures.
Complementing the search tool is a cost calculator that estimates up to seven costs employers bear by fighting a union rather than voluntarily recognizing one upon proof of majority support. These include direct expenditures on attorneys and consultants and hidden internal costs, such as paid employee time spent in anti-union one-on-ones and staff meetings. The calculator also estimates a wage increase that the employer could have provided with those resources instead. LaborLab's estimates have been presented to the Minnesota Senate and cited in coverage of organizing campaigns by nurses, therapists, and mechanics.
"These tools advance LaborLab's vision of providing resources that can help directly empower workers to organize their workplaces," said Bob Funk, executive director of LaborLab. "We envision worker-organizers, union staffers and labor attorneys using the search tool to identify unions that have previously dealt with a particular anti-union attorney or consultant, learn from their experience and share that information with other workers."
The launch comes amid a long-standing information gap. In 1959, Congress required union-avoidance consultants and employers to disclose many of their activities and related payments, concluding that "this type of activity by or on behalf of employers is reprehensible" and "should be exposed to public view." However, reporting loopholes, weak enforcement, and fragmented government databases have made that information difficult for workers to find. As the Department of Labor and Congress fail to implement long-needed reforms, LaborLab's new tools are an important step toward closing the information gap for workers—a gap detailed in a new LaborLab report.
Founded in 2021, LaborLab is the nation's leading watchdog tracking the union-avoidance industry. It empowers tens of thousands of workers annually through research and educational resources and holds corporations accountable for violating workers' rights. The organization is a 501(c)(3) nonprofit that tracks, exposes, and counters the employer opposition industry through LMRDA compliance monitoring, investigative research, and real-time campaign intelligence, helping workers organize and win strong first contracts.
By providing workers with accessible data on the consultants and resources mobilized against them, LaborLab's tools could shift the balance of power in organizing campaigns. Workers can now better understand, expose, and push back against the specialists their employer hires to deny them a voice in the workplace—a development that may lead to more successful union drives and stronger first contracts.
