Confidential labor-relations assessments, campaign response, and workforce-risk strategy for employers facing organizing activity, NLRB filings, or rising employee dissatisfaction.
The right strategy depends entirely on your timeline. Select the situation that matches yours and we'll show you exactly how we help.
You're on the NLRB's timeline now. Every hour matters. You need experienced campaign counsel immediately — not after the weekend.
You're sensing dissatisfaction. Turnover is up. Conversations have shifted. You don't have a campaign yet, but you may have the conditions that create one.
You need experienced negotiators at the table who understand what the union wants, what they'll accept, and what your operational red lines need to be.
Most companies discover they have a labor problem when a petition lands on their desk. By then, the campaign has been running for months. Informal leaders have been identified. The narrative has been set.
Our SentimentIQ™ Vulnerability Audit gives leadership a complete picture of workforce sentiment, department-level risk, and the operational conditions driving dissatisfaction — lawfully, confidentially, and before any of that happens.
We conduct a confidential intake to understand your organization's size, industry, and current situation. If an assessment is warranted, we outline exactly what it involves, what it delivers, and what it costs — before any engagement begins.
When an NLRB petition is filed, the clock starts immediately. The timeline is compressed, the stakes are high, and the cost of disorganized response is enormous.
Our campaign response team has advised employers through more than 200 NLRB elections across every major industry. We deploy quickly, establish strategic direction within hours, and coordinate every element of your response — legal, operational, and communications.
We have been in this situation before. Many times. We know exactly what to do — and what not to do.
Client identities are always protected. These outcomes represent the type of situations we navigate regularly.
International Labor Relations was built with one standard: assemble the most experienced labor relations professionals in the country and give them the resources to do their best work.
Several members of our team have worked inside union campaigns, labor organizations, management teams, and NLRB processes. That experience helps us anticipate organizing dynamics, understand employee concerns at a level that goes beyond the surface, and help employers build stronger direct relationships with their workforce — lawfully, credibly, and operationally.
We are not ideological. We are not anti-union as a matter of principle. We believe that when employees and management have a genuinely strong direct relationship, outside representation becomes unnecessary. When that relationship has broken down, we help rebuild it — and when a campaign is already underway, we know every move that's coming.
We are not union busters. We are advisors who believe that when a company and its workforce have a genuine, direct relationship — built on transparency, fairness, and operational clarity — outside representation becomes unnecessary. Our services reflect that belief.
A rigorous workforce-risk audit that identifies the specific operational and cultural conditions driving dissatisfaction — and maps organizing risk by department, location, shift, and supervisor group.
Request Assessment →When a petition is filed or organizing activity is confirmed, we deploy immediately — legal coordination, supervisor training, workforce communications, and full election-day support.
Call (212) 335-0339 →Structured, ongoing programs that build the management culture, communication infrastructure, and leadership behaviors that make direct employee relationships durable.
Learn More →For unionized workplaces, our experienced negotiators represent your interests at the table — protecting operational flexibility and financial position with full preparation and strategic clarity.
Discuss Strategy →The frontline supervisor is the single most important factor in employee satisfaction. We build the communication skills and leadership behaviors that determine how your workforce experiences the company daily.
Learn More →An objective review of your HR policies, compensation practices, and operational procedures — identifying gaps that create dissatisfaction and legal exposure before they become liabilities.
Learn More →One conversation with our team will give you a clearer picture of your organization's labor risk than most assessments. We'll listen, ask the right questions, and give you an honest read — no obligation, no pressure. If we're not the right fit, we'll tell you that too.