⚠ Happening Now: Macy's is mandating full-time return to office — many corporate employees who relocated may be forced out. Your job may be at risk. Learn what this means for you →

Macy's Corporate Employees — Herald Square

Your Work.
Your Voice.
Your Union.

Macy's made $24.6 billion in revenue. Corporate employees at Herald Square helped build that — it's time to secure the salary, protections, and respect you've earned.

$24.6B Macy's Revenue
18% Avg Union Wage Premium
UFCW Backing This Campaign
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Stop Forced RTO★ AI Job Protections★ Better Wages★ Job Security★ Affordable Healthcare★ Fair Scheduling★ Protection from Retaliation★ Transparent Layoff Policies★ Equal Pay★ Safe Workplaces★ Collective Bargaining★ Stop Forced RTO★ AI Job Protections★ Better Wages★ Job Security★ Affordable Healthcare★ Fair Scheduling★ Protection from Retaliation★ Transparent Layoff Policies★ Equal Pay★ Safe Workplaces★ Collective Bargaining★
RTO
🏢
Full-Time
In-office mandate — effective now
🚨 Urgent — Happening Now

Full-time in office.
No exceptions. No negotiation.

Macy's has issued a full-time return-to-office mandate affecting many corporate employees. This decision was made unilaterally by executives — with no employee input, no vote, and no legal obligation to consult the people most impacted. For many who relocated during remote work, it's already costing them their jobs.

  • Many corporate employees who relocated during remote work are now faced with an impossible choice: move back or lose their job
  • Workers who cannot comply will be effectively forced out — with no severance guarantee
  • No compensation offered for relocation, commuting costs, or disruption
  • Hybrid and remote arrangements eliminated without bargaining or notice
  • A union contract would require Macy's to negotiate any workplace policy change — they could not do this unilaterally
AI
🤖
2,000+
Roles at risk from AI automation
⚠ AI Is Replacing Your Role

Macy's is investing in AI.
Not in you.

Macy's has publicly committed to deploying AI across merchandising, marketing, customer service, and operations. Stylitics Sonar — already rolling out — uses AI to automate the analytical and merchandising decisions your team makes daily. Corporate employees are being asked to train systems that will eliminate their own positions, with zero contractual protections in place.

  • Stylitics Sonar is already live — replacing merchandisers, analysts, and planners in real time
  • Bloomingdale's (owned by Macy's) hired Valtech for AI reporting and automation — analyst and operations roles directly in scope
  • No disclosure requirements about which roles are being automated or when
  • No severance guarantees or retraining obligations without a contract
  • A union contract can require advance notice, retraining rights, and severance before any AI-driven layoffs

Why a Union

What a union actually gets you

A union isn't just for warehouse workers or floor associates. Corporate employees — in tech, analytics, finance, merchandising — face the same instability: layoffs without notice, stagnant pay, benefits that barely keep up with NYC costs.

A collective bargaining agreement changes the power dynamic. You negotiate as one, not alone.

Union 101 → Learn More
💰
Higher & Fairer Pay
Union members earn an average of 18% more than non-union workers in the same industry. A contract locks in raises and prevents arbitrary pay cuts or comp changes.
🛡️
Job Security & Due Process
No more at-will terminations without cause. Union contracts require fair disciplinary processes and protect against retaliatory firings — especially important during restructurings.
🏥
Affordable Healthcare & Benefits
Negotiate better healthcare premiums, dental, vision, and paid family leave. In NYC, every dollar in employer-covered healthcare is money in your pocket.
📅
Fair Scheduling & Work-Life Balance
Contracts can include remote work policies, overtime rules, and scheduling protections — things that right now Macy's can change at will.
⚖️
Protection from Retaliation
Fear of speaking up at work is real. Union membership gives you formal grievance procedures and legal backing if management retaliates for protected activities.
🤝
A Seat at the Table
When Macy's makes decisions about layoffs, restructuring, AI automation of your role, or budget cuts — you have the right to bargain over impacts on workers.

The Numbers

The Macy's Reality

$24.6B
Annual revenue — more than any other U.S. department store
150+
Store closures announced through 2026, with mass corporate layoffs
3,500+
Corporate positions eliminated in recent restructuring waves
18%
Average wage premium earned by unionized workers vs. non-union peers
$0
Severance guarantees for most at-will corporate employees without a contract
UFCW
Already represents thousands of Macy's workers — and is backing Herald Square

Macy's executive team took home millions while eliminating thousands of jobs. A union contract means these decisions can't be made unilaterally — you get a voice, a vote, and legally enforceable protections.

Spread the Word

Know someone who
needs to see this?

Enter a colleague's email and we'll send them information about the campaign — from us, not from you. Your identity is never revealed. They'll receive a message from the Unite Herald Square campaign only.

✓ Completely anonymous — your name is never mentioned
✓ Message comes from the campaign, not your email
✓ Works with any email — personal or work
⚠ Only share with coworkers you trust — use your personal device
Send to a Colleague
Enter their email and we'll send them campaign info — anonymously, never from you.

The Process

How unionizing works

01
Build Your Committee
Organizing starts with 1-on-1 conversations. Identify coworkers who share concerns and form a small, trusted organizing committee across departments.
02
Gather Majority Support
Workers sign authorization cards expressing interest in union representation. Once 30%+ sign, you can petition the NLRB — but 50%+ makes your campaign much stronger.
03
Win the Election
The National Labor Relations Board (NLRB) conducts a secret ballot election. A majority vote means the union is officially recognized — Macy's must then bargain with you.
04
Negotiate Your Contract
With UFCW support, you negotiate a first contract covering salary, benefits, job security, scheduling, and more. Once ratified, it's legally binding on both sides.

Common Questions

Know your rights

Macy's management may try to discourage organizing. Here's what's real — and what they can't legally do to you.

Can Macy's fire me for organizing? +
No. The National Labor Relations Act (NLRA) makes it illegal to fire, demote, threaten, or retaliate against employees for union organizing activity. If Macy's takes adverse action against you for protected organizing, that's an unfair labor practice and can be challenged before the NLRB.
Does this apply to corporate / salaried employees? +
Most corporate employees — including those in technology, analytics, finance, marketing, and merchandising — are covered by the NLRA and have the right to organize. Supervisors who have genuine authority to hire/fire others may be excluded, but the vast majority of corporate staff qualify.
Does my name go to Macy's if I sign up here? +
Absolutely not. Your information is collected solely for organizing communication and is never shared with Macy's, its management, or HR. Confidentiality is a core principle of any organizing campaign.
Will a union affect my individual performance reviews or promotions? +
A union contract actually provides more transparency and fairness in how promotions and pay decisions are made — reducing favoritism. Once a contract is ratified, management must follow agreed-upon procedures, which protects you from arbitrary decisions.
What does it cost to be in UFCW? +
Dues are typically around 1.5% of gross salary and only kick in after a contract is ratified. There are no dues during the organizing or negotiating phase. The salary increases from most first contracts more than offset dues costs.
What if management holds mandatory anti-union meetings? +
These are called "captive audience meetings" and are a common union-busting tactic. You can be required to attend, but you are not required to agree with anything said. Management cannot threaten, interrogate, promise, or spy on workers — these are illegal under the NLRA. Document everything.

Take Action

Ready to go further?

Signing up is step one. Step two is making sure your coworkers see the message — even the ones Macy's doesn't want talking to each other. Guerrilla organizing has been a cornerstone of labor campaigns for over a century. It's legal, it's effective, and it works.

📌
Bathroom & Break Room Stickers
Small stickers with unionizemacys.com placed in bathrooms, break rooms, and elevators. Reaches coworkers who may be afraid to speak up openly.
📄
QR Code Cards
A simple card with a QR code to the site — left on a desk, elevator ledge, or pinned to a community board. Anonymous and impossible to ignore.
🤝
1-on-1 Conversations
The most powerful organizing tool there is. A private conversation with a trusted coworker about wages, RTO, or AI job cuts — and a nudge to visit the site.

⚖ Legal note: Distribute only during non-work time and in non-work areas — bathrooms, break rooms, lobbies, and outside the building. This keeps your activity fully protected under the NLRA.

Count me in — I'll help.
Tell us how you'd like to get involved. Everything is confidential.
100% confidential. Never shared with Macy's or management.

Coming Soon

Macy's Boss
Hall of Shame.

Once we launch the supporter community, vetted supporters will be able to anonymously share stories about executives and toxic bosses who've behaved badly — retaliation, intimidation, RTO hypocrisy, unfair treatment, and more. Names will be displayed. Stories will be documented. This page is coming soon.

👀
They're watching
Supporters only feature
Redacted Macy's executive profile — identity hidden pending member verification
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🔒
+More
Profiles unlock
when members share
🚧   Coming Soon — Supporters Only
Have a story about an executive or toxic boss? You'll be able to share it here.
Anonymously document retaliation, intimidation, RTO enforcement hypocrisy, and unfair treatment. Verified and published for all supporters to see.
★   Get Early Access

Submit Anonymously

Share what you
know.

Hearing things? Seeing management react? Know about AI implementation plans, RTO enforcement, or layoff signals? Submit here — completely anonymously. No email required. No trace.

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Submissions go directly to the organizing committee
Even small signals matter — submit anything that feels off
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Together we're stronger.

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