NLRB Issues Final Rule Rolling Back Remainder of 2019 Regulation on Representation Elections

August 25, 2023

The National Labor Relations Board (NLRB) has announced a new rule that will reduce the waiting time for workers to vote on whether to unionize. Following the NLRB decision in March 2023 to rescind four provisions of the 2019 Regulation from the Board’s Rules and Regulations, the NLRB has now issued a final rule unwinding the remainder of the 2019 regulation that lengthened the timeline for representation elections. The new rule removes the 20-day waiting period and pushes for officials to schedule votes at “the earliest date practicable” after they approve election petitions. Other changes include moving up the response deadline for employers regarding election petitions, limiting how long regional officials may postpone pre-election hearings, and allowing parties to file supplemental briefs to pre- or post-election hearing issues in certain cases.

Background: The 2019 Regulation

In 2019, during the Trump administration, the NLRB issued a Final Rule that aimed to modify the procedures for union representation elections. This Final Rule amended the procedures for union elections and aimed to scale back the Obama-era “quickie election” rules. The regulation was framed as an attempt to provide more time for employees to make informed decisions about whether to unionize. This was achieved by increasing the time frame between the filing of a petition to hold an election and the actual election itself. Advocates believed that the extended timeline would allow for a fairer process, enabling workers to better understand the implications of their decisions.

Controversies and Criticisms

However, critics of the regulation asserted that the extended timelines led to unnecessary delays, causing uncertainty, and disrupting workplace dynamics. Some believed these lengthy delays, which were often unpredictable, created difficulties for union organizers since the delays allowed employers more time to discourage their employees from unionizing.

The NLRB’s Reversal

Fast forward to this week, the NLRB’s recent final rule signifies a significant departure from the 2019 regulation. The current NLRB, under new leadership, has made the decision to unwind the elongated timeline for representation elections. This decision follows a period of public comment and consideration of various perspectives on the matter.

The NLRB’s reasoning for this reversal appears to be based on the principle that representation cases are best solved quickly and fairly. The new rule seeks to streamline the election process, reducing potential delays and uncertainties. Proponents of this reversal argue that a more efficient timeline could lead to swifter resolutions and a more balanced environment for both employers and employees to express their viewpoints.

Implications and Future Outlook

The NLRB’s decision to unwind the 2019 regulation carries important implications for labor relations in the United States. Labor unions may find themselves needing to adapt their strategies with the shortened election timeline. This could involve more precise and timely communication with workers, as well as a heightened focus on engaging employees early in the process. Employers, on the other hand, might perceive this reversal as a positive development, potentially leveling the playing field when it comes to election campaigns.

The broader outlook on labor relations will likely be influenced by this reversal. As representation elections become more streamlined, the potential for increased unionization could be balanced by more efficient decision-making processes. The true impact of this reversal will become clearer as it unfolds over time and as both sides adapt to the changing landscape.

NLRB Introduces New Test Reviving 1949 Joy Silk Mills Ruling

One day after announcing the final rule, the NLRB introduced a new test that revived aspects of the 1949 Joy Silk Mills ruling, which was overturned in the 1971 ruling in Linden Lumber. Departing from the previous requirement to prove a “good-faith doubt” in employer’s majority union support; the new approach compels employers, when presented with a union’s majority support, to either acknowledge the union or promptly initiate an election process. NLRB Chair Lauren McFerran stated that this decision, combined with the final rule, will enhance the board’s ability to offer workers a fair and timely route to seek union representation. Critics, including the National Right to Work Foundation, argue that the revived “card check” process lacks safeguards and empowers unions excessively. The decision was reached in Cemex Constr. Materials Pac. LLC, N.L.R.B., Case 28-CA-230115.


The NLRB’s decision to unwind the 2019 regulation that extended the timeline for representation elections is a pivotal moment in the ongoing evolution of labor relations in the United States. As the new rule takes effect, it will reshape the dynamics between labor unions, employers, and employees.

For additional information regarding the content of this article, please contact KJK Labor & Employment attorneys Rob Gilmore (RSG@kjk.com; 216.736.7240) or Emily Vaisa (EOV@kjk.com; 216.736.7257).