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Major laws that changed the workplace over the last 100 years

  • Major laws that changed the workplace over the last 100 years

    In 1919, the ‘20s had yet to roar, the Depression had yet to cripple the global economy, and most of the American workforce toiled in poor conditions for low pay. In railroads, mines, farms, mills, lumber yards, sweatshops, and construction sites, the common worker performed demanding and difficult labor in conditions that were often dangerous, unsanitary, unhealthy, exploitative, or otherwise harmful.

    Unions enjoyed no real legal protection and workers organized for better pay and conditions largely at their own risk. Virtually all of the legal and political structure was organized for the benefit of the corporations that controlled the lives of the workers they employed. When soldiers or police officers used violence to break up strikes, the violence was almost always perpetrated against striking laborers at the direction of company bosses. Those bosses often enjoyed cozy relationships with politicians who steered policies and crafted legislation to maintain the status quo.

    All that, however, was about to change. The last century has witnessed an unprecedented change in the American workplace. Starting in the 1920s, major laws were passed that guaranteed protections, redistributed power, and regulated everything from wages to hours to union management to hiring practices. Racial minorities saw new laws reverse decades of discriminatory hiring practices, as did women, immigrants, older Americans, and other vulnerable groups. Laws were enacted to improve workplace safety, to prevent child labor, and to bolster unions while preventing union bosses from exploiting their own members.

    Modern workers owe their comparatively cushy conditions to the efforts of the activists and organizers who appealed for fair pay and reasonable protections at the risk of being fired, jailed, beaten, or killed. Here's a look at a century of labor laws that lifted the average American worker out of a condition of poverty and subjugation and into one that offered a much greater degree of self-determination and profit sharing.

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  • Railway Labor Act

    In 1926, President Calvin Coolidge signed the Railway Labor Act after decades of high-profile labor strikes, many of which were violent and even deadly. The act compelled union workers and companies in the railroad industry—which witnessed some of the most significant labor unrest—to negotiate through arbitration, bargaining, and mediation before resorting to strikes. As the first federal law that guaranteed workers the right to organize and choose their own union leaders without company interference, the act was one of the most significant reforms in history up to that point.

  • Davis-Bacon Act

    The 1931 Davis-Bacon Act required all private companies that won contracts on any significant public-works construction projects to pay workers the so-called "prevailing wage," which generally corresponded with union wages. The law was necessary because the country was in the throes of the Great Depression, millions were out of work, and labor bosses frequently exploited the desperation of the unemployed by offering take-it-or-leave-it wage ultimatums. The standard remains in place today and still covers roughly 25% of construction workers at any given time.

  • Norris-LaGuardia Act

    The Norris-LaGuardia Act, enacted in 1932, was a major victory for workers seeking to organize for better pay and conditions. The law protected peaceful union strikes and protests from federal court injunctions, which had long hindered union organization efforts. It also prevented companies from firing workers for joining a union and outlawed so-called yellow-dog contracts, which required prospective employees to sign a promise not to join a union.

  • National Labor Relations Act

    The 1935 National Labor Relations Act is among the most important legislation in labor history and remains the foundation of modern labor law in the United States. The act was the crowning achievement of the workers' rights movement, which had struggled for legitimacy and federal validation since the mid-1800s. The act guaranteed that private-sector workers have the right to unionize, to engage in collective bargaining and, if all else fails, to strike.

  • National Apprenticeship Act

    Also called the Fitzgerald Act, the National Apprenticeship Act of 1937 regulated and created minimum standards for tradesman/apprentice relationships and on-the-job training programs. Apprenticeships—a student employee learning a craft or trade from an experienced tradesperson—are as old as America itself, but the system was often exploitative or abusive.

  • 1938: Fair Labor Standards Act

    In 1938, the American labor movement scored its biggest victory to date with the signing of the Fair Labor Standards Act, which guaranteed an eight-hour workday, a minimum wage, a 40-hour work week, and time-and-a-half overtime. It also protected minors from certain hazardous work or any work during school hours. The act, which remains the foundation of workers' rights protections in the United States, gave 700,000 Americans an immediate raise.

  • Executive Order 8802

    In 1941, President Roosevelt signed Executive Order 8802, which outlawed employment discrimination based on race, color, creed, or national origin in any defense or government industries that received federal funding. It also created the Fair Employment Practice Commission (FEPC), a commission authorized to investigate and act on complaints of discrimination.

  • 1959: Labor Management Reporting and Disclosure Act

    By the end of the 1950s, unions were secure in their legal status and also commanded significant clout as a force for electioneering—but some of the biggest unions were also under intense scrutiny for widespread corruption and even racketeering. The Labor Management Reporting and Disclosure Act enacted standards meant to protect union workers from abuses by union bosses by requiring greater financial and administrative transparency.

  • 1962: Executive Order 10988

    President John F. Kennedy signed Executive Order 10988 on Jan. 17, 1962, which for the first time in history gave federal employees the right to unionize and engage in collective bargaining. These basic rights had protected private-sector employees for decades, but federal workers had until that point been vulnerable.

  • 1963: Equal Pay Act

    In 1963, the women's rights and labor rights movements—long working toward similar goals—won a mutual victory when JFK signed the Equal Pay Act. It was an amendment to the Fair Labor Standards Act and served as a ban on pay disparity for equal work based on gender.