This law governs many types of concerted or organized efforts by employees. Typically, this involves union-management relations.

Before a union is recognized, the NLRA protects many employee organizing activities. For example, it is illegal to terminate an employee who is involved in union organizing activities or has pro-union views. Likewise, the NLRA governs what actions management can take in the union organization process.

Understanding the acceptable range of actions under the NLRA and the procedures and decisions of the NLRB is necessary before taking any "union prevention" measures.

After a union is recognized in a workplace, the NLRA has its greatest impact. Its provisions cover everything from determination of a "bargaining unit," the union organization itself, the campaign process, etc.

Notably, even non-union activities, such as "participatory management" processes, have been regulated by the NLRB which have found them, in certain circumstances, to be illegal as "employer-dominated labor organizations."