How to start a union at work.
Most union drives do not begin with paperwork. They begin with two people on a break agreeing that something has to change. This guide walks through what comes after that conversation — the steps, the timing, and the ways workers protect themselves along the way.
The steps
- 01
Get clear on what you want to change
Before anything else, name the problem in concrete terms: the pay rate, the scheduling practice, the unsafe task, the rule applied unevenly. Specific, shared grievances are what move coworkers; abstract talk about unions rarely does. Write down two or three changes that most people in your workplace would recognize instantly.
- 02
Talk to a few coworkers you trust — quietly
Start one-on-one, off work time and off company systems. Ask questions rather than pitching: what bothers them most, what they'd change, whether they think things can improve. Listen for people others already look to. Keep the circle small at first — public campaigns that go loud before they are strong give the employer time to respond.
- 03
Build an organizing committee
Aim for a small group that mirrors the workplace: every shift, department, job title, language and location. A committee of 5–10% of the workforce is a common starting benchmark. This group makes decisions together, so no single person is the face of the effort — and no single firing can stop it.
- 04
Map the workplace and count real support
List everyone in the potential bargaining unit. For each person, track whether they are supportive, undecided or opposed, and who is best placed to talk to them. This is the difference between guessing and knowing. Keep the list off employer devices and accounts.
- 05
Decide independent or affiliated
You can form an independent union, or affiliate with an established one that provides organizers, lawyers and bargaining experience. Talk to more than one union before deciding, and ask what support you would actually get during the campaign and at the bargaining table.
- 06
Collect authorization cards
In the U.S., signed authorization cards show that workers want union representation. The NLRB requires cards from at least 30% of the unit to hold an election, but most organizers wait until around 70% have signed, because employer campaigns erode support. Cards are confidential and the employer is not entitled to see who signed.
- 07
File for an election — and go public together
Once support is strong, the union files a petition with the labor board and the campaign becomes public. Go public as a group, on your own timing, with a clear public statement of what you are asking for. Expect the employer to respond with meetings, letters and one-on-one conversations; prepare your committee for that in advance.
- 08
Win the vote, then bargain the first contract
A majority of votes cast wins the election. Certification does not hand you improvements — it obligates the employer to bargain in good faith. The first contract is often the longest fight, and it is won the same way the election was: by staying organized, meeting regularly, and keeping the majority together.
How workers protect themselves
- Never organize alone in public. A single visible leader is easy to isolate. Decisions, letters and meetings should come from a committee.
- Keep records. Note dates, times and witnesses for anything that looks like retaliation — schedule cuts, sudden write-ups, transfers.
- Control the timing of going public. The campaign should become visible when you are ready, not when a leak forces it.
- Separate identity from participation. Plenty of workers will support a change long before they are willing to attach their name to it.
Where Unison fits
The hardest part of step 2 is finding out whether anyone else feels the same way without revealing that you do. Unison exists for exactly that moment. You can start or join a campaign at your employer, pledge support with “Count me in”, and see the count rise toward a threshold — all under a randomly generated handle. Your real name is never shown to coworkers or to your employer. Unison is a free tool for finding each other and agreeing on demands; it is not a union and does not provide legal advice or representation.
Common questions
Can my employer fire me for trying to start a union?
Under the U.S. National Labor Relations Act, most private-sector workers have a protected right to organize with coworkers, and retaliation for that activity is illegal. Illegal does not mean impossible, though — firings do happen, and remedies can take a long time. That is why organizers keep early conversations quiet and build support before going public. Coverage differs for public-sector, agricultural, domestic and supervisory workers, and outside the U.S. rules differ entirely, so check your own jurisdiction.
How many coworkers do I need?
In the U.S., at least 30% of the bargaining unit must sign authorization cards for the NLRB to hold an election, and a simple majority of votes cast wins it. Experienced organizers usually wait until roughly 70% have signed before filing, because support tends to drop once the employer campaigns against it.
Do I have to join an existing union?
No. Workers can form an independent union. Many groups still affiliate with an established union because it brings legal support, staff organizers and bargaining experience.
Can I organize on work time?
Generally you can talk about unionizing during non-work time — breaks, meals, before and after shifts — and in non-work areas, under the same rules your employer applies to other non-work conversation. Using company email, devices or systems for organizing is risky: employers can usually monitor them.
What if I only want better pay, not a union?
Acting together with coworkers on pay, scheduling or safety is itself protected concerted activity in many places — you do not have to form a union to raise a collective demand. A union is what makes the employer legally obligated to bargain with you.
This guide is general information for workers, not legal advice. Labor law differs by country, state and sector. For advice about your situation, speak with a labor attorney, a worker center, or a union organizer in your area.