Can your employer fire you for talking about pay?

In Iowa and Nebraska, your employer cannot fire you for talking about pay. Whether you earn hourly wages or a salary, federal law protects your right to speak openly about wages. Even if a company tries to discourage these conversations, the National Labor Relations Act (NLRA) makes retaliation against you illegal.

Your right to discuss wages at work

The NLRA gives employees the freedom to talk openly about pay and working conditions without fear of retaliation. According to the National Labor Relations Board (NLRB), employees may:

• Discuss compensation: Employees are able to review and compare pay rates with their coworkers.
• Discuss wage adjustments: Employees have the ability to talk to their colleagues about changes to their wages including raises or cuts.
• Address group concerns: Employees may bring pay-related issues to an employer as a collective or group.
• Organize support: Employees may choose to organize a union to address wage concerns or approach an outside union for help.

Employers in Iowa and Nebraska should be aware that under the NLRA, policies that expressly prohibit wage discussions are unlawful. If you are disciplined or fired for discussing pay, it may be an unfair labor practice.

What the NLRA covers beyond pay

The NLRA covers more than just wage discussions. It protects “concerted activities,” which are actions employees take together to improve working conditions. This can include raising safety concerns, challenging unfair schedules, or pressing for better benefits.

The key is collective action, where two or more employees join forces to improve workplace conditions. This protection applies whether or not you belong to a union.

Workers not covered under the NLRA

Most private-sector employees in Iowa and Nebraska are protected, but some groups fall outside NLRA coverage. Those excluded include:

• Federal, state and local government employees
• Agricultural laborers
• Employees working in private households or in the domestic service of a person
• Independent contractors
• Supervisors (with some exceptions)
• Workers governed by the Railway Labor Act

For these groups, the NLRA does not apply. However, Iowa and Nebraska laws may provide other protections.

Protecting your rights at work

Understanding your rights is the first step in making sure your employer respects them. The NLRA protects most private-sector employees from retaliation when they discuss wages or address workplace concerns. If you believe your employer is violating these protections, consider consulting with a lawyer who understands labor law. Protecting your rights ensures your workplace remains fair and lawful. For help with workplace rights, look into getting advice from an attorney familiar with workplace rights who can guide you through your options.