# National Labor Relations Board Reform Act: What You Need to Know

This bill makes significant changes to how the National Labor Relations Board (NLRB) operates—the federal agency that handles disputes between workers and employers over union rights, strikes, and unfair labor practices. The main changes involve expanding the board from five members to six, requiring balanced political representation, and creating new ways for employers to challenge complaints filed against them.

Currently, the NLRB has five members appointed by the President with Senate approval. This bill adds a sixth member and requires that the President consult with the opposing party's Senate leader before making appointments. More importantly, it mandates that the board always have equal representation from both major political parties—three members from each side. This means decisions would require broader agreement across party lines than they do now. The bill also creates a staggered transition period where all board terms would reset on January 1, 2028, with new members serving different lengths of terms to prevent too many seats from opening at once.

The bill also changes how complaints work. When the NLRB's General Counsel issues a complaint against an employer, that employer can now ask a federal district court to review whether there's enough evidence to support the complaint before the case even goes to a hearing. Additionally, employers can demand to see internal memos and advice documents from the NLRB's legal team within ten days. Perhaps most significantly, if the NLRB doesn't issue a final decision within one year of an administrative law judge's report, either side can ask to have the case closed, and the judge's decision becomes final. These changes could make it harder for the NLRB to pursue cases against employers and give employers more opportunities to challenge complaints early in the process.