Executive Order 13496, known as “Notification of Employee Rights Under Federal Labor Laws,” requires certain federal contractors and subcontractors to inform employees of their rights under the National Labor Relations Act (NLRA). While this executive order is sometimes overlooked, it carries real compliance obligations and should be clearly understood by HR leaders and business owners.

At its core, EO 13496 requires covered employers to post a notice explaining employees’ NLRA rights. These rights include the ability to organize, join or form a union, bargain collectively, engage in protected concerted activity, or choose not to participate. The notice must be posted in the workplace and, when applicable, made available electronically for remote employees.

EO 13496 is enforced by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP). Failure to post the required notice can lead to compliance findings and may affect an organization’s ability to maintain or obtain federal contracts. For employers that rely on government contracts, this is a real business risk—not just a paperwork issue.

Ultimately, EO 13496 is about transparency and compliance, not promoting or discouraging union activity. HR’s responsibility is to ensure employee rights are clearly communicated and that the organization remains compliant with federal labor laws. Understanding and applying EO 13496 is one more way HR demonstrates its value as a strategic advisor and risk manager.

Elga Lejarza

Founder & CEO

HRTrainingClasses.com

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