On December 9, 2021, workers at a Starbucks on Elmwood Avenue in Buffalo, New York, voted 19 to 8 to join Workers United. CNBC called it the first successful union drive at the company since Starbucks went public nearly three decades ago.
That win looks sudden. It wasn’t. It followed a months-long campaign and a federal labor charge. Workers at a second Buffalo store voted the union down the same week.
If you’re wondering how to start a union at your own workplace, the path runs through five steps. Talk to coworkers, build a committee, collect signed cards, win the vote, and bargain a first contract. This guide walks through each one, plus the legal rights that protect you and who to call for help.
Under the National Labor Relations Act, most private-sector workers have the right to form a union. Here’s the short version:
| Key Takeaways Starting a union in the U.S. follows five steps, from the first conversation with a coworker to a signed contract. Digital tools like texting and phone calls support each stage, but conversations do the real work. Building awareness and support Step 1: Research your workplace, talk to coworkers one-on-one, and form a volunteer organizing committee before anything goes public. A confidential survey helps identify what matters most to coworkers, and peer-to-peer texting keeps those conversations going outside work hours. Step 2: Build an issues program around shared concerns like wages, safety, and benefits, then turn the top concerns into the demands your committee will bargain on. Filing for recognition and winning the election Step 3: An election petition filed with the National Labor Relations Board (NLRB) needs signed support from at least 30% of the employees in the unit. Organizers at the Emergency Workplace Organizing Committee (EWOC) recommend 70% or more before you file. If a majority signs cards, you can ask the employer to recognize the union voluntarily. Some employers do. Others force an NLRB election. Step 4: The NLRB reviews the petition, schedules the election, and a majority of the votes cast decides the result. Segmenting contacts by department, shift, or sentiment, combined with SMS broadcasts and automated voice outreach, helps unions maintain participation and transparency during the organizing drive. Negotiating the contract Step 5: Winning the vote doesn’t win a contract. The law doesn’t require an employer and union to reach an agreement, so your committee needs a bargaining plan. Keeping members updated by phone and text during bargaining protects unity. Starbucks workers in Buffalo (2021) and the Amazon Labor Union at JFK8 (2022) show how both the vote and the bargaining phase play out. |
5 steps on how to organize a union
Here’s a quick breakdown of the five key steps that show exactly how to organize a union from start to finish:
- Spread information inside the workplace
- Gather support and build an issues program
- Collect signed union cards (run an organizing drive)
- Win the election and get NLRB recognition
- Negotiate a contract with the employer
Each stage demands thoughtful communication, coordinated outreach, and the ability to listen and respond to your workforce. That’s where digital tools and organized systems make all the difference.
NLRB recognition: The National Labor Relations Board certifies unions as employees’ legal representatives in the workplace, granting them the right to negotiate collective bargaining agreements with the employer.
1. Spread information inside the workplace
The first step in organizing a union is building awareness among your co-workers discreetly and strategically. Before initiating any formal outreach, understand your workplace landscape:
Research essentials for organizing a union:
- Workplace structure: Departments, shifts, reporting hierarchies, and worker relationships.
- Employer details: Parent company, pay structures, history with unions.
- Employee data: Job titles, contact information, and departments.
Once you have this foundation, appoint a volunteer organizing committee (VOC) to communicate issues, share information, and build trust among employees.
Start with one-on-one conversations, not group messages. Talk to coworkers you already trust, listen for what bothers them, and ask who else they’d talk to. Mass outreach comes later, once you know who is with you.
Before you file anything, talk to an experienced union organizer. Organizers know the paperwork, the timelines, and the tactics employers use. The union organizer contacts below list where to start.
Pro Tip: Start with a quick, confidential survey to understand what matters most to your co-workers. Once you’ve gathered those insights, use CallHub’s peer-to-peer texting tools to continue the conversation, securely reaching employees outside work hours and keeping every exchange compliant and discreet.
Read Also: What is Peer-to-Peer Texting? Complete 2025 Guide
2. Gather support and build an issues program
To organize a union, you need to understand worker priorities. An issues program outlines shared concerns, such as wages, safety, and benefits, and sets your union’s foundation.
An issues program is the short list of problems most of your coworkers care about and are willing to act on. Build it in four moves:
- Collect concerns from every department and shift, using the one-on-one conversations and confidential survey from Step 1.
- Rank them by how widespread and how winnable they are. A problem that touches most of the unit beats one that touches a handful of people.
- Test the top issues in conversations. Drop the ones that don’t move people.
- Write the final demands your committee will bargain on, in plain language.
You May Also Like: Union Authorization Card 101: All You Must Know Before Asking for Signs
3. Run an organization drive in the workplace
You need signed cards before you file, and you need more of them than the law requires. An NLRB election petition requires a showing of interest from at least 30% of the employees in the unit, according to the NLRB. The unit is the group of employees the union would represent. EWOC organizers recommend collecting signed support from 70% or more of your coworkers before you file.
You have two routes to recognition:
| Route | What it takes | What happens |
|---|---|---|
| NLRB election | Signed cards from at least 30% of the unit, filed with the NLRB. | The NLRB reviews the petition and schedules an election. A majority of the votes cast decides the result. |
| Voluntary recognition (often called card check) | Signed cards from a clear majority of the unit, presented to the employer. | The employer can recognize the union without an election. Some do. Others force an NLRB election. |
EWOC describes both routes: Some employers recognize the union voluntarily, and others force an NLRB election.
Collect cards one conversation at a time, and keep a running count by department and shift so you know where support is thin.
How CallHub helps in this phase:
- Segment contacts: Sort your list by department, shift, and sentiment (supportive, neutral, opposed) so every conversation fits the person.
- Send text updates: Remind coworkers about meetings, signing sessions, and election deadlines. Only text people who’ve given you their number and agreed to hear from you.
- Voice outreach: Use automated calls to rally coworkers quickly when timelines are tight.
Once the cards are in, the next fight is the vote itself.
Read Also: Ultimate Relational Organizing Guide You Need in 2025
4. Win the election and get NLRB recognition
Once you file, the NLRB decides whether an election can go forward, and then the real campaign starts. The agency checks that it has jurisdiction, that the union is qualified, and that no existing contract or recent election bars a vote, according to the NLRB. The United Electrical, Radio and Machine Workers (UE) says it takes at least several weeks to schedule the vote. The United Food and Commercial Workers (UFCW) notes the date is set through a stipulated agreement between the union and the employer.
Use those weeks well:
- Keep members informed with a mix of personal calls and text updates.
- Hold Q&A sessions to address concerns and misinformation.
- Send a reminder about voting timelines and election rules.
- Expect an anti-union campaign from the employer, and write down everything it does.
Know what an employer can’t do. Under the NLRB’s basic guide to the law, threatening workers with job or benefit losses, or promising benefits to sway the vote, can get an election set aside. If it happens, record who said what, when, and who heard it. Then file an unfair labor practice charge with the NLRB.
The union wins if a majority of the votes cast are for it. The employer must then recognize the union and bargain with it. That’s the milestone every earlier step builds toward, and it’s where the harder work begins.
5. Negotiate a contract with the employer
Winning the election gets you a seat at the table, not a contract. After the vote, the union and employer must bargain, but the law doesn’t force either side to agree. CNBC made the same point after the Buffalo Starbucks vote, and EWOC warns that employers may stall and resist signing a contract.
Members elect or choose a bargaining committee, which negotiates from the issues program you built in Step 2. UFCW’s guide describes the end of that process: The committee reaches a tentative agreement, and members vote on it before the contract is final.
Include clauses for:
- Pay and benefits
- Working conditions and safety standards
- Dispute resolution processes
- Future collective bargaining terms
Keep members in the loop after every bargaining session. Silence creates uncertainty and weakens unity. Phone banking lets your committee share updates, clarify terms, and gather feedback directly from members.
For what happens next, see how a contract campaign unfolds, the basics of collective bargaining, and how to keep members engaged with calling for unions.
Case Study: How to organize a union
Two recent campaigns show what the five steps look like when the stakes are real. One was a store-by-store fight. The other was an election at a warehouse where thousands of workers voted.
1. Starbucks Workers United in Buffalo, New York
On December 9, 2021, workers at the Elmwood Avenue Starbucks in Buffalo voted 19 to 8 to join Workers United New York, CNBC reported. The union is a branch of the Service Employees International Union. The win followed a months-long campaign.
In November, workers had filed a federal labor charge alleging threats, intimidation, and surveillance. Starbucks denied the allegations.
Winning at one store didn’t carry to the next. The same week, workers at the Camp Road store voted 8 to 12 against the union. At a third store, on Genesee Street, the count stood at 15 to 9 in favor, with seven ballots challenged when CNBC reported. Each store was its own campaign and its own count.
2. Amazon Labor Union at JFK8 in New York
NLRB Region 29 finished counting ballots at Amazon’s JFK8 warehouse in New York on April 1, 2022. The Amazon Labor Union won, 2,654 votes to 2,131, and the 67 challenged ballots were too few to change the result.
A win at the ballot box can still be contested. Amazon filed objections to the election. In January 2023, an NLRB decision found the vote had been conducted properly, and the union said it had been certified as the exclusive representative of workers at JFK8. Amazon said it intended to appeal, and the union called on the company to begin contract negotiations.
Both campaigns show the same thing. The vote is one milestone, and the communication that built the majority has to keep running through bargaining.
The role of CallHub in how to organize a union
When you’re learning how to organize a union, communication is everything. Here’s how CallHub helps unions stay connected, compliant, and effective:
- Outreach and awareness: Use Peer-to-peer texting to discreetly reach employees, share key information, and start conversations safely, even when in-person meetings aren’t possible.
- Gathering support: Run mass texting campaigns to share updates, send surveys, or distribute digital union authorization cards.
- Mobilization and action: Once your union is recognized, CallHub’s voice broadcasting and automated calling campaigns make it easy to mobilize members for meetings, rallies, or strike votes in seconds.
- Data-driven decision-making: track responses, measure engagement, and use analytics to identify active supporters, helping you plan next steps and strengthen solidarity.
Legal rights for workers organizing a union
Federal law protects your right to organize, but only if you know where the lines are. Most private-sector workers are covered by the National Labor Relations Act (NLRA), which the NLRB enforces.
| You can | Employers cannot |
|---|---|
| Join, assist, or form a union | Spy on or threaten employees about union activity |
| Distribute union literature | Punish, demote, or fire workers for organizing |
| Discuss union matters during breaks | Discriminate against or intimidate union supporters |
| Collect authorization signatures | Restrict union discussions outside of work hours |
Can an employer fire you for organizing a union? Not legally. Employers can’t fire, demote, or discipline workers for union organizing. EWOC notes that many retaliate anyway.
If it happens to you, document it and file an unfair labor practice charge with the NLRB.
Not every worker is covered. Public-sector workers, independent contractors, and agricultural workers fall under different laws than the NLRA, according to the same source. If you work in the public sector, check your state’s labor laws before you start.
Note: Both parties must negotiate in good faith once recognition is granted.
This is general information, not legal advice. Talk to a union organizer or a labor attorney before you file.
Union organizer contacts
Looking for help organizing a union? These leading union organizations can guide you through the process and help you get started.
| Organization | How to contact | Website |
|---|---|---|
| UAW (United Automobile, Aerospace & Agricultural Implement Workers of America) | 1-800-243-8829 | UAW |
| AFL-CIO | Online form | AFL-CIO |
| Labor Lab | Website form | LaborLab |
| Teamsters | Website form | Teamsters |
| UE (United Electrical, Radio, and Machine Workers of America) | Website form | United Electrical, Radio and Machine Workers of America |
| UFCW | Website form | UFCW |
| CWA (Communications Workers of America) | 202-434-1100 | CWA-Union.org |
Next steps: How to start a union at your workplace
Learning how to organize a union isn’t just about legal steps. It’s about building solidarity, communication, and long-term change.
Whether you’re planning your first petition or preparing to mobilize thousands, the right communication platform ensures every voice is heard, and every message drives your cause forward. Your next step is small: Talk to one coworker this week, then call an organizer from the list above before you do anything else. When your committee is ready to reach more people, see how peer-to-peer texting for unions works.
Frequently asked questions on how to organize a union
How do you start a union at your workplace?
To start a union, talk to coworkers one-on-one, contact an experienced union organizer, and form a volunteer organizing committee. Build an issues program from shared concerns, collect signed union cards, and file an election petition with the NLRB. Once a majority votes yes, the union bargains a first contract with the employer. Peer-to-peer texting helps your committee keep conversations going outside work hours.
How many people do you need to start a union?
You need signed support from at least 30% of the employees in the unit to file an NLRB election petition, according to the NLRB. EWOC organizers recommend 70% or more before you file. To win the election, the union needs a majority of the votes cast.
Can an employer fire you for organizing a union?
No. Employers can’t legally fire, demote, or discipline workers for union organizing. Many retaliate anyway, so document everything and file an unfair labor practice charge with the NLRB.
What is the process of organizing a union?
The process has five steps: Spread information in the workplace, gather support and build an issues program, collect signed cards, win the election, and negotiate a first contract. Each step needs steady communication with your coworkers. Segmenting your contact list by department and shift keeps that manageable.
What is the difference between voluntary recognition and an NLRB election?
In voluntary recognition, often called card check, the employer agrees that a majority of workers signed cards and recognizes the union without a vote. In an NLRB election, workers vote, and a majority of the votes cast decides the result. Some employers recognize unions voluntarily. Others force an election.
How long does it take to form a union?
There’s no fixed timeline. After you file, UE says it takes at least several weeks to determine who is eligible to vote and schedule the election. Building enough support before you file takes time too, and a first contract can take longer still.
How do you organize a union in the public sector?
To organize a union in the public sector, first review your state’s labor laws, as public employees are governed by different statutes than private-sector workers. Identify common workplace issues, collect employee support through authorized channels, and coordinate communication using compliant outreach tools like SMS or phone banking. Partner with established unions in your sector for guidance on filing and recognition.
How do you organize a tenants’ union?
To organize a tenants’ union, begin by identifying common housing concerns like rent hikes or unsafe conditions. Build a communication network using text groups, calls, and digital surveys to connect with other tenants.
Once you’ve established a core group, elect representatives, draft a tenants’ charter, and reach out to local housing advocacy organizations for legal and organizing support.
