Employment Law Practice Exam 2025 – 400 Free Practice Questions to Pass the Exam

The primary focus of the National Labor Relations Act (NLRA) is to safeguard the rights of employees to organize and engage in collective bargaining. This federal law, enacted in 1935, was designed to address the power imbalance between employers and employees, allowing workers to organize into unions without fear of retaliation or discrimination.

By protecting the rights of employees to join together to negotiate wages, hours, and working conditions through representatives of their choosing, the NLRA fosters a collaborative environment for labor relations. It ensures that employees have a voice in their workplace and the ability to advocate for their interests collectively. This legal framework supports the notion that teamwork and collective action are essential means for workers to achieve better employment terms.

The other options do not effectively capture the core purpose of the NLRA. While wage rates and work hours may be addressed through collective bargaining facilitated by unions, they are not the principal focus of the Act itself. Furthermore, the Act does not mandate union membership as a condition of employment; it protects the rights of both union and non-union employees. Instead, the emphasis lies on ensuring that employees have the freedom to organize for their collective interests.