Coffee unions explained: history, pros and cons, and the way forward

Unions emerged in the industrial age as workers organized for safer conditions, higher wages, and a voice at work. In the United States the Wagner Act of 1935 guaranteed collective bargaining and created the National Labor Relations Board. This gave employees real protection and unions became powerful.

By the late 1940s public opinion had shifted. Strikes were frequent, and critics said unions held too much influence. The Taft Hartley Act of 1947 restricted strikes and allowed states to pass right to work laws. A decade later, televised hearings exposed corruption in the Teamsters union, and the Landrum Griffin Act of 1959 introduced strict reporting rules. The scandals left a lasting mark.

Through the 1980s and beyond, union membership steadily declined. In 1981 the U.S. government fired striking air traffic controllers, setting a precedent that weakened union power. Today fewer than one in ten American workers belong to a union. For many, the word still carries associations of conflict and rigidity.

Where unions appear in coffee today

Coffee has become a modern test case for unionization. Since 2021 hundreds of Starbucks stores across the United States have voted to unionize with Workers United, marking one of the largest organizing waves in food service. Some independent shops have joined in too: Colectivo Coffee in Milwaukee and other regional chains have all faced union drives.

Why baristas leave

Why some baristas push for unions

Baristas often see unions as a way to fix problems they cannot solve alone.

The most common reasons include:

• Fair pay: Union contracts often secure higher wages and regular raises. Studies show a union wage premium of around ten to fifteen percent in many industries.
• Stable schedules: Predictable hours matter more than pay increases for many workers. Consistency reduces burnout and allows baristas to balance other commitments.
• A voice on safety and training: Many baristas cite understaffing, harassment from customers, or lack of training as key drivers for organizing.

Unions, for baristas, are less about ideology and more about everyday conditions behind the bar.

Why some owners resist unions

Owners look at the same picture differently.

Common concerns include:

• Thin margins: Specialty coffee shops operate on tight budgets. Owners worry that higher wages and rigid rules could tip the balance.
• Flexibility: Staffing needs change by the hour. Owners fear union contracts may restrict scheduling or make discipline slower.
• Culture: Many independent café owners believe their workplace culture is central to their brand. They see outside representation as a potential threat to that culture.

These fears are not always about rejecting unions entirely. They are often about scale. A small team of six baristas does not operate like a 200-worker factory, yet the legal framework treats them the same.

Why invest in baristas

How unions defend their role

Unions argue they stabilize workplaces. They claim lower turnover saves owners money, trained staff improve customer service, and structured grievance procedures reduce conflict. They also stress that unions are democratic, with representatives elected by the workers themselves.

Why the debate misses the point

Framing unions as good or bad misses the real issue. When staff feel respected, paid fairly, and scheduled predictably, the push to unionize weakens. When those basics are absent, organizing is a rational step. Coffee is no different.

How to get the best out of your baristas

Practical steps coffee shop owners can take

Owners who want to build sustainable teams should focus less on building trust.

Here are ten proven steps:

1. Publish pay bands: List entry pay, mid steps, and senior barista rates tied to skills like dialing in or leading a shift.
2. Post schedules early: Give at least two weeks’ notice. Offer predictability premiums if shifts change inside the window.
3. Staff adequately: Do not leave one barista covering the bar during rush.
4. Pay for training: Make skill growth part of the budget.
5. Create a voice system: Offer a clear process for complaints and follow-up.
6. Protect health and safety: Enforce real breaks, harassment policies, and safe handling standards.
7. Offer modest benefits: Sick pay, transit stipends, and free coffee go a long way.
8. Recognize performance: Reward accuracy, speed, and teamwork.
9. Write clear discipline rules: Avoid arbitrary decisions that erode trust.
10. Stay consistent: If staff raise union questions, follow the law, respect the process, and keep communication open.

The obvious gap in specialty coffee training

Unions in coffee are not a fad

Unions in coffee are not a fad. They are a response to the conditions workers face. History explains why some people distrust unions and why others see them as essential.

For coffee shop owners the real solution is not in debating whether unions are good or bad but in creating fair, predictable, and respectful workplaces. Do that, and the energy behind union campaigns will be far less urgent.

What’s your opinion? Do unions have a place in coffee?