NLRB says Taco Bell workers can discuss pay and organize

Taco Bell managers can enforce rules on service and conduct, but they cannot punish crew members for comparing pay, talking about schedules in a group text, or raising staffing and safety concerns together. Employees covered by the National Labor Relations Act can join together to improve wages and working conditions, with or without a union, and interference with those rights is an unfair labor practice.

Most private-sector employees also have the right to talk with co-workers about compensation, and they generally cannot be fired, denied promotion, assigned worse shifts, forced to take leave, or otherwise disciplined for discussing pay. Those protections apply regardless of immigration status for covered workers. Weingarten rights apply to union-represented employees in investigatory interviews, and workers have the right to strike under Sections 7 and 13 of the law.

The NLRB filed C&R Restaurant Group LP d/b/a Taco Bell, case 21-CA-352333, on Oct. 7, 2024, in Alhambra, California. SEIU National Fast Food Workers Union is the charging party. The allegations under Sections 8(a)(1) and 8(a)(3) include coercive statements, changes in terms and conditions of employment, and retaliation or discipline tied to concerted activity. A conformed settlement agreement was entered April 30, 2025.

Gov. Gavin Newsom signed AB 288 on Oct. 1, 2025, allowing some workers with pending federal labor cases to ask the state to hear the dispute if the NLRB is blocked, delayed, or the NLRA is overturned. Charges can be filed with regional offices, and help is available at 1-844-762-NLRB, including Spanish-language assistance.