Why finance professionals need this now
Financial analysis, FP&A, accounting review, and audit functions are among the knowledge work roles most directly affected by AI automation. Large language models can process financial data, generate variance analyses, build forecasts, and draft reports that previously required teams of analysts. Companies are already restructuring — and many finance professionals are watching their roles shrink in scope, be "consolidated," or be eliminated entirely.
If this is happening to you, you're not powerless. You have federal rights that apply to this exact situation. Most finance professionals have never thought about labor law — which is precisely why this information matters.
The NLRA covers you — yes, you
The National Labor Relations Act covers most private-sector employees in the United States, regardless of industry, education level, or salary. If you work for a private-sector company and you are not a supervisor or manager under the NLRA's definition (meaning you don't have authority to hire, fire, or direct other employees' work), you are covered.
This includes: financial analysts, FP&A managers who don't supervise anyone, accountants, auditors, data analysts, business analysts, and most other individual contributor and non-management finance roles.
The "manager" title trap: Many finance professionals carry titles like "Senior Manager, FP&A" or "Finance Manager" without actually managing anyone. The NLRA looks at your actual authority — whether you hire, fire, discipline, or direct other employees' work — not your LinkedIn title. If you're an IC with a manager title, you are very likely covered.
Common scenarios in finance
Your FP&A team is being reduced from 12 to 4 because AI handles the models now
Your rights: You and your colleagues can collectively demand transparency about the restructuring timeline, selection criteria, and transition support. A group of analysts sending a joint request to the CFO is protected concerted activity under Section 7. Your employer cannot retaliate against any of you for doing this.
Additionally: if your company has 100+ employees and this reduction (combined with others across the company) reaches 50+ workers within 30 days, the WARN Act may require 60 days advance notice. If you didn't receive it, you may be entitled to back pay.
Your role is being "redefined" — fewer analytics, more AI tool management
Your rights: In a unionized workplace, significant changes to job duties require bargaining. In a non-union workplace, the change itself may be legal — but if it results in reduced compensation, hours, or working conditions, you and colleagues can collectively address it. A group of finance professionals who coordinate to negotiate transition terms, request retraining, or push back on unreasonable timeline changes are engaging in protected activity.
Your employer told the finance team not to discuss the restructuring
Your rights: This is almost certainly a violation of Section 7. Your right to discuss working conditions with coworkers — including restructuring, compensation changes, layoff timelines, and severance terms — is federally protected. Document exactly what was said, by whom, and when. This is strong evidence for an NLRB charge.
The severance trap
Finance professionals being restructured out of AI-affected roles are frequently offered severance packages. These packages almost always include a release of legal claims — meaning you agree not to sue the company in exchange for the severance payment.
Before you sign:
You are never required to sign on the spot. If your employer pressures you to sign immediately, that pressure itself is a red flag. If you're over 40, federal law gives you 21 days to consider and 7 days to revoke after signing.
The initial offer is often negotiable. Companies calculate severance based on what they think employees will accept, not on what's fair or what they can afford. Many employment attorneys will review a severance agreement for a flat fee or even as a free initial consultation.
Know what you're giving up. A release of claims may waive your ability to participate in a WARN Act lawsuit, an age discrimination claim, or other legal remedies. Understand the full picture before signing.
What to do right now
1. Document on personal devices. Restructuring communications, timeline announcements, headcount change emails, performance reviews. All of it, forwarded to personal storage. The day you lose access to company systems, your documentation window closes permanently.
2. Map the layoffs. How many people have been affected across your site or company in the last 90 days? This matters for the WARN Act. Keep a running count if the restructuring is happening in phases.
3. Talk to other affected colleagues. Off company platforms. Personal phones, personal email, in-person conversations. Gauge whether others share your concerns. The legal distinction between "I'm worried about this restructuring" and "we're worried about this restructuring" is the difference between no protection and full federal protection.
4. Don't sign severance without review. Have an attorney look at the agreement. Many offer free initial consultations. At minimum, take the full time you're legally entitled to.
5. Know your additional protections. If you're over 40, the Age Discrimination in Employment Act (ADEA) provides additional protections against age-based layoff selection. If your company is disproportionately laying off older workers in the AI transition, that may be actionable regardless of the NLRA.
CPA license and professional obligations: If you are a licensed CPA or CFA, be aware that your professional obligations may intersect with your employment rights. Your fiduciary duties to clients or the public do not override your right to discuss working conditions with colleagues — but consult an attorney if you have concerns about specific obligations.