Right-to-Work States

“Right-to-work” laws are about union fees. They don’t guarantee you a job, and they’re different from “at-will employment.”

• State-specific
• Alabama
• Arizona
• Arkansas
• Florida
• Georgia
• Idaho
• Indiana
• Iowa
• Kansas
• Kentucky
• Louisiana
• Michigan
• Mississippi
• Nebraska
• Nevada
• North Carolina
• North Dakota
• Oklahoma
• South Carolina
• South Dakota
• Tennessee
• Texas
• Utah
• Virginia
• West Virginia
• Wisconsin
• Wyoming

What right-to-work means

• In a right-to-work state, a union contract can’t require workers to join the union or pay dues or fees as a condition of employment.
• The union must still represent everyone covered by the contract.
• In other states, a contract can require covered workers to pay at least a fee for the cost of representation.
• For public employees nationwide, a 2018 Supreme Court decision (Janus) means they can’t be required to pay union fees.

Right-to-work states (as of 2025)

Alabama, Arizona, Arkansas, Florida, Georgia, Idaho, Indiana, Iowa, Kansas, Kentucky, Louisiana, Mississippi, Nebraska, Nevada, North Carolina, North Dakota, Oklahoma, South Carolina, South Dakota, Tennessee, Texas, Utah, Virginia, West Virginia, Wisconsin and Wyoming.

Michigan repealed its right-to-work law, effective in 2024. Laws change, so confirm your state’s current status.

Right-to-work vs. at-will

At-will employment (in almost every state) means an employer can generally fire you for any reason that isn’t illegal, and you can quit anytime. Illegal reasons include discrimination, retaliation for safety complaints, union activity, filing a wage claim or workers’ comp claim. A union contract usually replaces at-will with “just cause” protection.

Last updated: October 1, 2026