Is California A Right-to-Work State?

By Chris Heikaus Weaver

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Employment Laws

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Last Modified on Mar 16, 2026

If you’ve ever wondered, Is California a right-to-work state? The short answer is No. California is one of the states that has not adopted right-to-work legislation, meaning workers in unionized industries can be required to pay union fees as a condition of employment.

It matters to know where California stands on this issue, whether you’re a new hire, a seasoned employee, or a business owner trying to stay compliant with the state’s employment laws.

What Does “Right-to-Work” Actually Mean?

Right-to-work laws give employees the freedom to work at a unionized company without being required to join the union or pay the union dues. These laws are governed at the state level under the National Labor Relations Act (NLRA). As of 2026, exactly 26 U.S. states have passed right-to-work legislation, but California is not one of them.

In California, union security agreements are allowed. This means an employer and a union can negotiate a contract that requires all employees in a bargaining unit to pay union dues or fees, even if those employees choose not to formally join the union. This is sometimes called an “agency shop” agreement.

California Employment Laws and Union Rights

California has some of the most employee-friendly laws in the country. From robust anti-discrimination protections to strict wage-and-hour rules, the state’s employment laws are designed to protect workers in nearly every industry, and especially the biggest four sectors, which are information, real estate, professional services, and manufacturing.

The state’s union membership rate is at 14.9%, which is significantly higher than the national average of 10%. When it comes to union activity, the state generally supports collective bargaining and worker organizing, which is why right-to-work legislation has struggled to gain traction.

But it is worth noting that public-sector employees have additional protections. After the U.S. Supreme Court’s 2018 ruling in Janus v. AFSCME, government employees cannot be required to pay union fees, regardless of what state law says. This rule applies to all states, not only California.

When Should You Hire an Employment Lawyer?

Navigating union agreements, dues disputes, or termination issues related to union membership can be complex to handle on your own. If you believe your rights have been violated, whether you were wrongfully terminated, coerced into union membership, or denied proper wages, it may be time to hire an employment lawyer.

An experienced employment attorney can explain your rights under California law after evaluating your situation and help you determine the most effective path forward. Employment cases involving union disputes or wrongful termination often have strict filing deadlines, so it is important not to wait long before seeking out legal guidance.

Hire an Employment Lawyer Today

Whether you’re dealing with a union grievance, a wage dispute, or a workplace rights violation, getting qualified legal help early can make all the difference in the outcome of your employment case. A knowledgeable employment attorney who understands California employment laws can be your strongest advocate, from the initial consultation all the way through resolution.

If you’re unsure whether your situation warrants legal action, reach out to Aitken Campbell Heikaus Weaver, LLP today, where an attorney can answer your questions.