不當勞動行為法制化首先發展於美國，美國國家勞工關係法所建構的不當勞動行為裁決制度在美國也運做了有七十年的歷史。其所建構的不當勞動行為裁決制度可以說已經為了傳統勞資關係中之團體協商制度奠定極為穩固之基礎。反觀我國勞資關係的發展，最為欠缺的就是集體勞動關係的部份。勞動者的工會意識、團體協商的成果都還有許多成長的空間。我國在九十一年五月所提出的勞動三法修正草案對於不當勞動行為的規範內容和美國有大致相同的規定，同時和美國一樣也將設立一個裁決委員會負責審理不當勞動行為的案件。雖然我國在九十一年的勞動三法修正草案並未通過，但對於勞資雙方來說應該要慢慢的建立起不當勞動行為的概念，更重要的是可以讓國內的勞工、雇主或工會更清楚的了解其本身應受保護的權益有哪些。因此，我們更有必要再做深入的研究。
由於不當勞動行為的法律規範都是以抽象的法律概念訂定之，因此對於不當勞動行為違法行為態樣的研究是相當重要，而且也是我國目前較為缺乏的部份。尤其是對工會及雇主本身行為的研究，可以讓我們了解在勞資關係的發展下雇主和工會究竟什麼樣的行為出現，然而，什麼樣的動作將被認定構成不當勞動行為，而裁決委員會又是依照什麼樣的法理基礎做為其裁判的依據。他山之石可以攻錯，我國將來在不當勞動行為制度運行的過程中，美國的經驗也將成為我國的重要基礎。
In the United States, the NLRA has played an important role in the development of labor relations for seventy years. The NLRA states and defines the rights of employees to organize and to bargain collectively with their employers through representatives of their own choosing or not to do so.Although the decline of organized labor, which represents less than 8 percent of employees in the private sector, NLRB will remain relevant and at the center of national labor policy. The Act protects nonunion employees and union members in the private sector. In doing so, the law provides for stability and predictability in American labor relations.
The NLRA regulates employer and union’s unfair labor practice. With special chapters to collect and sum up the cases in seventy years, and realize that what conducts would constitute unfair labor practice. Arranges systematically the types of cases in which an employer or a labor organization may be involved under the Act.We can easily realize what is “Unfair Labor Practice”.
In Taiwan, labors often neglect their own rights and do not know how to exercise their own rights.In the future, Taiwan is intentional in adopting this kind of legal system and Taiwan is also lacking this kind of research. The experience of the United States can become the best reference resources for us.
