April 17, 2026 5:05 p.m. CT

Mobility Orange Bargaining | Additional contract extension agreement reached with CWA

We’ve reached an agreement for another contract extension while negotiations continue for Mobility Orange.

We’ve made progress over the past two weeks in negotiations with the Communications Workers of America (CWA) for the Mobility Orange contract. Today, our current contract extension ends, and we have agreed to another extension through April 24 at 11:59 p.m. ET. That means we will continue to operate business as usual.

We remain committed to reaching a fair agreement that recognizes our employees’ role in delivering outstanding customer service and supporting the AT&T Guarantee, while staying competitive in the markets we serve. At the bargaining table, we are focused on:

✔ Competitive pay increases

✔ Valuable benefits enhancements

✔ Work and quality of life improvements

✔ Job security commitments

We will provide additional updates as bargaining progresses.

April 10, 2026 4:40 p.m. CT

Mobility Orange Bargaining | Update #14

This contract covers about 9,000 employees in retail, call center, and customer service roles across 36 states.

As we continue negotiations for Mobility Orange, we’re working toward a comprehensive package that supports our employees in this competitive business environment. This week, we spent most of our time with the Communications Workers of America (CWA) concentrating on benefits proposals.

We provide some of the best benefits plans in the nation, and we’re focused on reaching an agreement that maintains excellent healthcare for our employees. Healthcare costs, access to care, and overall employee wellbeing remain key considerations in our proposals.

Our priority is reaching a fair agreement that recognizes our employees’ role in delivering outstanding customer service and supporting the AT&T Guarantee, while staying competitive in the markets we serve. We will continue working with our union partners toward a tentative agreement that employees can vote on.

April 3, 2026 4:00 p.m. CT

Mobility Orange Bargaining | Fifth contract extension agreement reached with CWA

We’ve reached an agreement for a fifth contract extension while negotiations continue for Mobility Orange.

Over the past two weeks, we proposed a comprehensive package to the Communications Workers of America (CWA) that rewards our Mobility Orange employees with competitive pay increases, benefits enhancements, and provisions to improve their day-to-day experience at work.

Today, our fourth contract extension ends, and we have agreed to another extension through April 17 at 11:59 p.m. ET. That means we will continue to operate business as usual.

We were hopeful both parties would reach a tentative agreement based on the comprehensive package we’ve proposed at the table. This package offers employees several enhancements, including:

• Competitive pay increases
• Valuable benefits to support employees and their family
• Work and quality of life improvements
• Job security commitments

Our priority is to reach a fair agreement that recognizes our employees’ role in delivering outstanding customer service and supporting the AT&T Guarantee, while staying competitive in the markets we serve. We will continue to work collaboratively with our union partners to reach a tentative agreement that our employees can vote on. 

We will provide additional updates as bargaining progresses. To stay up to date on the latest information, subscribe with any phone number or email address.

March 30, 2026 4:00 p.m. CT

Mobility Orange Bargaining | Update #12

We’re continuing to meet with the Communications Workers of America (CWA) to negotiate the Mobility Orange contract. In addition to the largest wage proposal offered, our comprehensive package also includes improvements that support the day-to-day work our employees do to support customers.

While many contractual provisions apply to all covered employees, there are other items that address the unique needs of different roles across our business. Here are some of those items we proposed at the table:

• Our Retail Sales Consultants interact face-to-face with customers every day—delivering more than products and serving as a trusted, knowledgeable resource. We proposed increasing at risk available compensation for sales performance by over 15%.
• In Home Sales Experts also provide valuable in-person touchpoints with customers. For senior experts in this group, we proposed increasing at risk available compensation for sales performance by over 6.5%.
• Within Customer Care, representatives provide essential support when customers have questions or need help with their services. We’ve proposed a trial to more evenly distribute Saturday shifts throughout the mobility sales and service line of business to help improve quality of life. We’ve also offered an increase to work from home stipends by nearly 10%.
• Our Wireless Technicians operate our network with specialized skills. We proposed a FirstNet trial that would provide technicians more opportunities to support FirstNet and give them the first right of refusal for planned, emergent, and urgent work.
• For all covered employees with more than one year of service, we’ve proposed eliminating the waiting period before taking sick time. Additionally, we’ve offered removal of the annual cap for tuition aid benefits.

Our customers rely on the nation’s largest wireless network and fastest top-rated internet—and our employees’ work is critical in making those connections possible. Every interaction they have, every solution they provide, and every challenge they solve helps us stand out among the competition.

Our focus remains on reaching a fair agreement that recognizes our employees’ role in delivering outstanding customer service and supporting the AT&T Guarantee, while staying competitive in the markets we serve. We’ll continue to provide updates as we work with the CWA to reach a tentative agreement.

March 26, 2026 9:22 a.m. CT

Mobility Orange Bargaining | Update #11

Following last week’s agreement on a fourth contract extension for Mobility Orange, we continue to have productive conversations at the bargaining table with the Communications Workers of America (CWA). This week, we passed a comprehensive package to the union, including an updated wage proposal.

Wage proposal

We presented general wage increases in each year of the agreement—totaling 14.5%—which significantly outpace projected inflation. Below are the details:

• 2026: 5.0%
• 2027: 3.25%
• 2028: 3.0%
• 2029: 3.25%

This proposal equates to a compounded wage increase of 15.3% for all employees over the life of the contract. For the average Mobility Orange employee, it would provide approximately $22,200 in total additional earnings over 4 years compared to the current average base pay.

Other proposed pay enhancements

In addition to competitive wage increases for employees covered under the Mobility Orange contract, we’ve proposed:

• Increasing the call center multi-lingual differential by 33%
• Improving technician on-call pay by nearly 10%

Our top priority is reaching a fair agreement that recognizes our employees’ role in delivering outstanding customer service and supporting the AT&T Guarantee, while staying competitive in the markets we serve. Along with wages, we are focused on important items such as healthcare benefits, job security commitments, and changes to improve the day-to-day experience at work and overall quality of life for employees.

We’ve reached more than 60 full contract agreements with our union partners over the past 10 years to support our more than 55,000 union-represented employees, and we look forward to reaching an agreement with the CWA to reward employees covered by the Mobility Orange contract.

March 20, 2026 4:58 p.m. CT

Mobility Orange Bargaining | Fourth contract extension agreement reached with CWA

We’ve reached an agreement for a fourth contract extension while negotiations continue for Mobility Orange.

Over the past two weeks, we continued negotiations with the Communications Workers of America (CWA) for the Mobility Orange contract. Today, our third contract extension ends, and we have agreed to another extension through April 3 at 11:59 p.m. ET. That means we will continue to operate business as usual.

Additionally, we’re aware of the strike authorization vote results that the CWA shared this week, and we think it’s important to understand what this vote does—and does not—mean. To be clear, the vote does not mean a work stoppage or strike will occur. When the contract extension is in place, there cannot be a work stoppage or strike. The vote simply means that employees have given union leaders permission to call for a work stoppage at a later date if they choose to, once bargaining is no longer taking place under an extension.

We remain committed to reaching a fair agreement that recognizes our employees’ role in delivering outstanding customer service and supporting the AT&T Guarantee, while staying competitive in the markets we serve. As we move forward, our priority is to keep negotiations productive and continue discussions at the bargaining table.

We will provide additional updates as bargaining progresses.

March 13, 2026, 5:01 p.m. CT

Mobility Orange Bargaining | Update #9

This week, we continued negotiations with the Communications Workers of America (CWA) for the Mobility Orange contract. While the two parties spent less time at the bargaining table this week, we’ve still had discussions on key topics that impact your pay, benefits, and day-to-day work. We remain committed to meeting with the CWA as often as needed to make progress toward a tentative agreement.

Our priority is to reach a fair agreement that recognizes your role in delivering outstanding customer service and supporting the AT&T Guarantee, while staying competitive in the markets we serve. We are committed to offering:

• Competitive pay increases that significantly exceed projected inflation rates over the next 4 years
• Healthcare benefits to support you and your family’s total wellbeing
• Retirement benefits that help you plan and save
• Industry-leading job security commitments

Over the past three weeks, employees covered by the Midwest Core, Legacy T Core, and Legacy T Puerto Rico contracts voted to ratify their new agreements. We look forward to reaching an agreement with the CWA to be voted on as well, and we’ll continue to keep you updated on our progress.

March 13, 2026, 2:50 p.m. CT

Legacy T Core employees ratify a new agreement

This contract covers about 1,800 wireline employees who primarily work in technician, call center, and other customer service roles nationwide, as well as in the U.S. Virgin Islands and Guam. 

We’re pleased to share that employees represented by the Communications Workers of America (CWA) under the Legacy T Core contract have voted to ratify their new agreement, which follows the ratifications we recently announced for Legacy T Puerto Rico and Midwest.

This contract is being ratified well in advance of the expiration date thanks to the work done at the bargaining table in partnership with the CWA. Our goal was to reach a fair agreement that recognizes our employees’ role in delivering outstanding customer service and supporting the AT&T Guarantee, while staying competitive in the markets we serve—and we did just that.

Highlights of the new agreement include:

• Competitive wage increases that will go into effect on April 12, 2026, plus a ratification bonus
• Valuable enhancements to healthcare benefits that are among the best in the nation to support employees and their families’ total wellbeing
• Job security commitments that continue to prioritize providing career opportunities within AT&T
• Improved retirement benefits to help employees plan and save

We always strive to deliver the nation’s best and largest wireless network and the fastest top-rated internet our customers rely on, and our employees’ work is critical in making those connections possible. Every interaction they have, every solution they provide, and each challenge they solve helps us stand out among the competition.

We’re proud to be the largest union employer in our industry, with nearly 100 years of strong union partnerships. We’ve reached more than 60 full contract agreements with our union partners over the past 10 years to support our more than 55,000 union-represented employees.

March 9, 2026, 3:10 p.m. CT

Midwest employees ratify a new agreement

This contract covers about 4,400 wireline employees who primarily work in technician, call center, and other customer service roles in IL, IN, MI, OH, and WI.

We’re pleased to share that employees represented by the Communications Workers of America (CWA) District 4 under the Midwest contract have voted to ratify their new agreement.

This agreement is being ratified well in advance of the expiration date thanks to the work done at the bargaining table in partnership with the CWA. Our goal was to reach a fair agreement that recognizes our employees’ role in delivering outstanding customer service and supporting the AT&T Guarantee, while staying competitive in the markets we serve—and we did just that.

Highlights of the new agreement include:

• Competitive wage increases that will go into effect on April 12, 2026, plus a ratification bonus
• Valuable enhancements to healthcare benefits among the best in the nation to support employees and their families’ total wellbeing
• Job security commitments that continue to prioritize providing career opportunities within AT&T
• Improved retirement benefits to help employees plan and save

Our customers rely on the nation’s best and largest wireless network and fastest top-rated internet, and our employees’ work is critical in making those connections possible. Every interaction they have, every solution they provide, and each challenge they solve helps us stand out among the competition.

We’re proud to be the largest union employer in our industry, with nearly 100 years of strong union partnerships. We’ve reached more than 60 full contract agreements with our union partners over the past 10 years to support our more than 55,000 union-represented employees.

March 6, 2026, 5:02 p.m. CT

Mobility Orange Bargaining | Third contract extension agreement reached with CWA

We’ve reached an agreement for a third contract extension while negotiations continue for Mobility Orange.

We continue to meet regularly with the Communications Workers of America (CWA) to make progress toward a new agreement for Mobility Orange. Today, our second contract extension ends, and we have agreed to another extension through March 20 at 11:59 p.m. ET. That means we will continue to operate business as usual.

We’ve made steady, positive progress over the past two weeks toward a tentative agreement for employees to vote on. We remain committed to partnering with the CWA on an agreement that recognizes them with:

• Competitive pay increases that exceed projected inflation rates over the next 4 years
• Healthcare benefits to support them and their families’ total wellbeing
• Retirement benefits that help them plan and save
• Industry-leading job security commitments

We will provide additional updates as bargaining progresses.

Feb. 27, 2026, 11:07 a.m. CT

Legacy T Puerto Rico employees ratify a new agreement

This contract covers wireline employees who work in Puerto Rico.

We’re pleased to share that employees represented by the Communications Workers of America (CWA) under the Legacy T Puerto Rico contract have voted to ratify their new agreement. Employees covered by the Legacy T Core contract are currently voting on their tentative agreement as well.

This agreement is being ratified well in advance of the expiration date thanks to the work done at the bargaining table in partnership with the CWA. Our goal was to reach a fair agreement that recognizes our employees’ role in delivering outstanding customer service and supporting the AT&T Guarantee, while staying competitive in the markets we serve—and we did just that.

Highlights of the new agreement include:

• Competitive wage increases that will go into effect on April 12, 2026, plus a ratification bonus
• Valuable enhancements to healthcare benefits among the best in the nation to support employees and their families’ total wellbeing
• Job security commitments that continue to prioritize providing career opportunities within AT&T
• Improved retirement benefits to help employees plan and save

Our customers rely on the nation’s best and largest wireless network and fastest top-rated internet, and our employees’ work is critical in making those connections possible. Every interaction they have, every solution they provide, and each challenge they solve helps us stand out among the competition.

We’re proud to be the largest union employer in our industry, with nearly 100 years of strong union partnerships. We’ve reached more than 60 full contract agreements with our union partners over the past 10 years to support our more than 55,000 union-represented employees.

Feb. 20, 2026, 5:02 p.m. CT

Mobility Orange Bargaining | Second contract extension agreement reached with CWA

We’ve reached an agreement for a second contract extension while negotiations continue for Mobility Orange.

Last week, the Communications Workers of America (CWA) and AT&T reached an agreement for a contract extension until Feb. 20. Today, we’ve reached an agreement for a second contract extension through March 6 while we keep negotiating. That means we will operate business as usual.

As bargaining continues, we remain committed to reaching a fair agreement that recognizes our employees’ role in delivering outstanding customer service and supporting the AT&T Guarantee, while staying competitive in the markets we serve.

We’ve made several comprehensive proposals with the CWA at the bargaining table that support employees with competitive pay increases, valuable benefits, and quality of life enhancements, including:

✔ Competitive wages

We have proposed a significant wage package to reach an agreement and provide financial benefits with:

• General wage increases that significantly outpace projected inflation through the life of the contract, including an immediate 5% increase to employees’ current pay rate upon ratification
• Increasing the call center multi-lingual differential by 33%
• Improving technician on-call pay by nearly 10%

These pay increases are effective upon ratification of the new contract and are not paid retroactively.

✔ Valuable healthcare benefits

Our comprehensive healthcare proposal offers substantial enhancements to support employees and their families’ total wellbeing, all of which have been supported by CWA leadership through agreements for other contracts.

• New plan options with lower monthly employee contributions to provide access to high-quality care
• Plans with options for company match on health savings accounts (HSAs) up to $1,000 for individuals and up to $2,000 for families each year
• A new wellbeing incentives program with opportunities to earn up to a total of $750 annually for employees and their spouse/partner—that’s up to $1,500 combined each year

✔ Job security commitments

We are dedicated to offering industry-leading commitments, including:

• Employment security commitments that ensure all qualified employees are offered a job to continue their career with AT&T in the event of a surplus
• Increased severance for employees who choose to leave the company in the event of a surplus up to $21,000 (currently $18,000)

✔ Enhancements for quality of life

There are additional proposals we’ve made to improve employees’ day-to-day experience at work and quality of life: 

• For all employees with more than one year of service, no wait time before they can take a paid sick day, an improvement from the current policy
• For Retail Sales Consultants, clearer language about their scope of responsibilities to set clear expectations, with the goal of improving their overall experience and supporting a healthy work-life balance
• We are increasing the stipends for work from home call center agents by nearly 10%
• We are removing the annual cap for tuition aid benefits
• At a time when few companies offer a pension, we offer employees opportunities to save with both a pension and 401(k) plan

We’ve reached more than 60 full contract agreements with our union partners over the past 10 years, and we look forward to reaching an agreement with the CWA to reward the ~9,000 employees covered by the Mobility Orange contract.

Feb. 17, 2026, 5:00 p.m. CT

Mobility Orange Bargaining | Update #6

Over the weekend, we shared that the Communications Workers of America (CWA) and AT&T reached an agreement for a contract extension. We’re continuing to negotiate this week through the extension date of Feb. 20.

As always, we remain committed to reaching a fair agreement that recognizes our employees’ role in delivering outstanding customer service and supporting the AT&T Guarantee, while staying competitive in the markets we serve.

We’ve offered comprehensive packages at the bargaining table to recognize our employees with:

• Competitive pay increases that exceed projected inflation rates over the next 4 years
• Healthcare benefits to support them and their family’s total wellbeing, including a wellbeing incentives program
• Retirement benefits that help them plan and save with pension and 401(k) plans at a time when many companies are eliminating pension plans
• Industry-leading job security commitments that continue to offer employment options at AT&T, even in the event of a surplus
• Work-life balance enhancements to improve day-to-day work and personal life

We will continue to provide additional updates as we make progress toward an agreement for the ~9,000 employees covered by the Mobility Orange contract.

Feb. 13, 2026, 9:27 p.m. CT

Mobility Orange Bargaining | Contract extension agreement reached with CWA

We’ve reached an agreement for a contract extension while negotiations continue for Mobility Orange.

We continue to have productive conversations with the Communications Workers of America (CWA) to reach an agreement for the Mobility Orange contract.

While we didn’t reach a tentative agreement by the expiration date, we have agreed to extend the current contract while negotiations continue. That means we will operate business as usual.

Our priority is reaching a fair agreement that recognizes our employees’ role in delivering outstanding customer service and supporting the AT&T Guarantee, while staying competitive in the markets we serve. We are committed to offering our employees:

• Competitive pay increases that meet or exceed projected inflation rates over the next 4 years
• Healthcare benefits to support them and their family’s total wellbeing
• Retirement benefits that help them plan and save
• Industry-leading job security commitments

We’ve reached more than 60 full contract agreements with our union partners over the past 10 years, and we look forward to reaching an agreement with the CWA to reward the ~9,000 employees covered by the Mobility Orange contract.

Feb. 7, 2026, 2:54 p.m. CT

Mobility Orange Bargaining | Update #4

This week, we continued constructive discussions with the Communications Workers of America (CWA) and saw momentum on several items, including:

• Healthcare Benefits: We continued our discussion on benefits, which includes a new wellbeing incentive program that would allow an employee and their spouse/partner to earn money to reimburse expenses related to their wellbeing, such as gym fees, student loans, healthy food delivery, and more. Each employee and their spouse/partner could earn as much as $750 annually—that’s up to $1,500 combined.
• Job Security Commitments: We know job security is top of mind, and the company included guarantees that maintain our job security commitments for employees.
• Wage Increases: The company proposed wage rates that meet or outpace projected inflation over the next 4 years.  
• Ratification Bonus: We also proposed a ratification bonus that would be paid out if a tentative agreement is reached ahead of the contract’s expiration date, which would reward employees with additional compensation.

Our customers rely on the best and largest wireless network and fastest top-rated internet—and our employees’ work is critical in making those connections possible. We remain committed to our goal: reaching a fair agreement ahead of contract expiration that recognizes their role in delivering outstanding customer service and supporting the AT&T Guarantee, while staying competitive in the markets we serve.

We are proud to be the largest union employer in our industry, with nearly 100 years of strong union partnerships. Only AT&T goes above and beyond to support our more than 55,000 union-represented employees with competitive pay and valuable benefits to support employees and their families.

We’ll continue to provide updates as negotiations continue.

Sign up to subscribe to future updates using any phone number or email address. 

Feb. 6, 2026, 3:52 p.m. CT

Midwest tentative agreement highlights

This contract covers about 4,400 wireline employees who primarily work in technician, call center, and other customer service roles in IL, IN, MI, OH, and WI.

As we recently shared, we’ve reached a tentative 4-year agreement with the Communications Workers of America (CWA) for employees covered by the Midwest contract.

We appreciate CWA District 4 coming to the table for constructive discussions and working collaboratively with our team to reach an agreement that benefits the long-term success of our employees, customers, and the company. We’re pleased we were able to accomplish this during the early bargaining period and well ahead of the contract expiration date.

Highlights of the Midwest agreement include:

$1,000 RATIFICATION BONUS

Employees will receive a $1,000 bonus if the contract is ratified by March 12, 2026.

SUBSTANTIAL ANNUAL WAGE INCREASES

We’ll provide competitive market-based wage increases totaling 14.5%. This equates to compounded wage increases of 15.3%, which is an average of about $37,200 additional wages over the next 4 years. Employees will feel the boost right away, as this includes a 5% pay increase on the effective date of the contract.

Some titles in Appendix F will receive additional wage increases as well, which will be applied prior to the general wage increase.

BENEFITS AMONG THE BEST IN THE NATION

The company will continue to offer one of the best healthcare plans in the nation with significant enhancements. We will also invest more than ever in employee wellbeing by increasing our financial contributions and providing more healthcare options starting in 2027.

RETIREMENT BENEFITS WITH A GENEROUS COMPANY MATCH

Comprehensive benefits will improve, including greater opportunity for 401(k) savings and matching contributions and improved pension benefits through annual pension band increases and higher wages flowing through to the cash balance account to help you plan for your retirement.

CONTINUED JOB SECURITY

We are taking CWA District 4 employees into our fiber future by including guarantees for traditional fiber work, such as buildouts, installations, and maintenance for fiber services. If this work is contracted out, it would not result in layoffs or part-timing of covered employees. Also, employment security commitments will continue to ensure qualifying Midwest employees will be offered a job in the event of a surplus.

IMPROVED STARTING WAGES

The minimum pay will be increased to ensure that all new employees will always earn at least $15 per hour, with some titles earning at least $20 per hour. Current employees in progression will benefit from these increases.

We’re proud to be the largest union employer in our industry, with nearly 100 years of strong union partnerships. Thanks to our long-standing relationship, the company has reached more than 60 full contract agreements with our union partners over the past 10 years to support our more than 55,000 frontline employees.

Feb. 5, 2026, 2:32 p.m. CT

Legacy T tentative agreements highlights

These contracts cover about 1,800 wireline employees who primarily work in technician, call center, and other customer service roles nationwide, as well as in the U.S. Virgin Islands, Guam, and Puerto Rico.

As we recently shared, we’ve reached tentative 4-year agreements with the Communications Workers of America (CWA) for employees covered by the Legacy T Core and Legacy T Puerto Rico contracts. 

We appreciate the CWA coming to the table for constructive discussions and working collaboratively with our team to reach agreements that benefit the long-term success of our employees, customers, and the company. We’re pleased we were able to accomplish this during the early bargaining period and well ahead of the contract expiration date.

Highlights of the Legacy T Core agreement include:

$1,500 ONE-TIME PAYMENT

Employees will receive a $1,500 one-time payment, which includes a $1,000 ratification bonus if the contract is ratified by March 13, 2026.

SUBSTANTIAL ANNUAL WAGE INCREASES

We’ll provide competitive market-based wage increases totaling 14.5%. This equates to compounded wage increases of 15.3%, which is an average of about $40,000 in additional wages over the next 4 years. Employees will feel the boost right away, as this includes a 5% pay increase on the effective date of the contract.

Some titles will receive additional wage increases as well, which will be applied prior to the general wage increase.

NEW JOB SECURITY PROVISIONS

During this 4-year contract term, there will not be involuntary surpluses for covered employees, with limited exceptions. In the event of an exception, the contractual Job Offer Guarantee will continue for eligible employees, ensuring employees have career options within the company.

BENEFITS AMONG THE BEST IN THE NATION

The company will continue to offer one of the best healthcare plans in the nation with significant enhancements. We will also invest more than ever in employee wellbeing by increasing our financial contributions and providing more healthcare options starting in 2027.

RETIREMENT BENEFITS WITH A GENEROUS COMPANY MATCH

Improved comprehensive benefits with annual pension band increases and higher wages flowing through to the cash balance account to help you plan for your retirement.

Highlights of the Legacy T Puerto Rico agreement include:

$1,000 RATIFICATION BONUS

Employees will receive a $1,000 bonus if the contract is ratified by March 13, 2026

SUBSTANTIAL ANNUAL WAGE INCREASES

We’ll provide competitive market-based wage increases totaling 14.5%, which equates to compounded wage increases of 15.3%. Employees will feel the boost right away, as this includes a 5% pay increase on the effective date of the contract.

ADDITIONAL WAGE INCREASES & OPPORTUNITIES

The top pay step for employees in Puerto Rico will increase by 3.0% prior to the 5.0% general wage increase in 2026, which results in an average of about $38,700 additional wages over the next 4 years.

Differentials for working night and evening tours will be doubled.

A new certification incentive program will be implemented where Communication Technicians can earn up to an additional $150 bi-weekly.

HEALTHCARE BENEFITS

The company will continue to offer one of the best healthcare plans with significant enhancements, similar to what is offered to employees covered by the Legacy T Core contract. We will also invest more than ever in employee wellbeing by increasing our financial contributions and providing more healthcare options starting in 2027.

RETIREMENT BENEFITS WITH A NEW ANNUAL 401 (K) CONTRIBUTION

The company will shift employees hired before August 9, 2009, to a more flexible retirement benefit, where, in lieu of ongoing pension accruals, employees will instead receive a larger annual contribution to their AT&T 401(k) plans. This annual contribution is in addition to the 401(k) company match provided for in this agreement.

We’re proud to be the largest union employer in our industry, with nearly 100 years of strong union partnerships. Thanks to our long-standing relationship, the company has reached more than 60 full contract agreements with our union partners over the past 10 years to support our more than 55,000 frontline employees.

Jan. 31, 2026, 3:20 p.m. CT

In our third week of bargaining for Mobility Orange, both sides remained engaged in positive, good faith bargaining to bring us closer to an agreement.

Our goal is to reach a fair agreement ahead of contract expiration that recognizes our employees’ role in delivering outstanding customer service and supporting the AT&T Guarantee, while staying competitive in the markets we serve.

Thanks to our long-standing relationship, we have reached more than 60 full contract agreements with our union partners over the past 10 years, and we look forward to continuing our discussions with the CWA in this round of bargaining.

Sign up to subscribe to future updates using any phone number or email address. 

Jan. 29, 2026, 12:51 p.m. CT

Tentative agreements reached in Legacy T negotiations

These contracts cover about 1,800 wireline employees who primarily work in technician, call center, and other customer service roles nationwide, as well as in Puerto Rico, the U.S. Virgin Islands, and Guam.

We’re pleased to share that we’ve reached tentative agreements in negotiations with the Communications Workers of America (CWA) for the Legacy T Core and Legacy T Puerto Rico contracts. Over the past two weeks, we worked collaboratively with our union partners and successfully reached agreements well ahead of the contracts’ expiration on April 11.

If ratified, these agreements will provide competitive general wage increases totaling 14.5%, which equates to 15.3% compounded. It also provides a modernized healthcare package that includes more options for company matches to health savings accounts (HSAs) and a new wellbeing incentives program for Core employees.

We’ll provide more information about the agreement soon, and we expect the ratification vote to take place in the coming weeks.

We’re proud to be the largest union employer in our industry, with nearly 100 years of strong union partnerships. We’ve reached more than 60 full contract agreements with our union partners over the past 10 years to support our more than 55,000 union-represented employees.

We value the opportunity to continue that tradition with the CWA as we work together on future agreements that recognize our employees’ role in delivering outstanding customer service and supporting the AT&T Guarantee, while keeping AT&T competitive in the markets we serve. Every interaction they have, every solution they provide, and each challenge they solve helps us stand out among the competition.

Jan. 27, 2026, 9:48 p.m. CT

Tentative agreement reached in Midwest negotiations

This contract covers about 4,400 wireline employees who primarily work in technician, call center, and other customer service roles in IL, IN, MI, OH, and WI.

We’re pleased to share that we’ve reached a tentative agreement in negotiations with the Communications Workers of America (CWA) District 4 for the Midwest contract. Over the past two weeks, we worked collaboratively with our union partners and successfully reached an agreement well ahead of the contract’s expiration on April 11.

If ratified, this agreement will provide competitive general wage increases totaling 14.5%, which equates to 15.3% compounded. It also provides a modernized healthcare package that includes more options for company matches to health savings accounts (HSAs) and a new wellbeing incentives program.

We’ll provide more information about the agreement soon, and we expect the ratification vote to take place in the coming weeks.

We’re proud to be the largest union employer in our industry, with nearly 100 years of strong union partnerships. We’ve reached more than 60 full contract agreements with our union partners over the past 10 years to support our more than 55,000 union-represented employees.

We value the opportunity to continue that tradition with the CWA as we work together to finalize an agreement that recognizes our employees’ role in delivering outstanding customer service and supporting the AT&T Guarantee, while keeping AT&T competitive in the markets we serve. Every interaction they have, every solution they provide, and each challenge they solve helps us stand out among the competition.

Jan. 23, 2026, 8:07 p.m. CT

Mobility Orange Bargaining | Update #2

We are wrapping up the second week of negotiations with the Communication Workers of America (CWA) and have made steady progress, including passing our second proposal on healthcare benefits. One item included in this proposal is a new wellbeing incentive program, which would allow an employee and their spouse/partner to earn money to reimburse expenses related to their wellbeing, such as gym fees, student loans, healthy food delivery, and more. Each employee and their spouse/partner could earn as much as $750—that’s up to $1,500 combined.

We also proposed an opportunity to streamline our network titles, and the CWA brought proposals on vacation scheduling, holiday pay, and incentives and differentials.

Our customers rely on the nation’s best and largest wireless network and fastest top-rated internet—and our employees’ work is critical in making those connections possible. Our negotiating team is dedicated to reaching a fair agreement ahead of expiration that recognizes our employees’ role in delivering outstanding customer service and supporting the AT&T Guarantee, while staying competitive in the markets we serve.

Only AT&T goes above and beyond to support our more than 55,000 union-represented employees with competitive pay and great benefits for their family’s total wellbeing. We will continue to keep you updated on our progress throughout the negotiations process.

Sign up to subscribe to future updates using any phone number or email address.

Jan. 16, 2026, 6:27 p.m. CT

Mobility Orange Bargaining | Update #1

This contract covers about 9,000 employees in retail, call center, and customer service roles across 36 states.

On Jan. 12, we began negotiations with the Communications Workers of America (CWA) for the Mobility Orange contract. Both sides shared opening proposals as a starting point for negotiations and engaged in meaningful dialogue this week.

Notably, AT&T made five proposals, including a comprehensive one on healthcare benefits and another one on parental paid time off. The union responded with their proposal on parental paid time off and another one on working relationship committees between AT&T and the CWA.

Our goal is to reach a fair agreement ahead of contract expiration that recognizes our employees’ role in delivering outstanding customer service and supporting the AT&T Guarantee, while staying competitive in the markets we serve. Every interaction our frontline has with our customers, every solution they provide, and each challenge they solve helps us stand out among the competition.

We are proud to be the largest union employer in our industry, with nearly 100 years of strong union partnerships. We’ve reached more than 60 full contract agreements with our union partners over the past 10 years, supporting our more than 55,000 union-represented employees. We look forward to our continued partnership with the CWA throughout these negotiations.

Sign up to subscribe to future updates using any phone number or email address.

Jan. 12, 2026, 6:47 p.m. CT

Mobility Orange bargaining begins

This contract covers about 9,000 employees in retail, call center, and customer service roles across 36 states.

Negotiations kicked off this week with the Communications Workers of America (CWA) Districts 1, 2-13, 4, 7, and 9 for the Mobility Orange contract, which expires Feb. 13.

Our goal is to reach a fair agreement ahead of contract expiration that recognizes your role in delivering outstanding customer service and supporting the AT&T Guarantee, while staying competitive in the markets we serve. We have a strong track record of working with the CWA to provide jobs with competitive pay and great benefits that support you and your family’s total wellbeing. Thanks to our long-standing relationship, the company has reached more than 60 full contract agreements with our union partners over the past 10 years.

Our customers rely on the nation’s largest overall wireless network and fastest top-rated internet—and your work is critical in making those connections possible. Every interaction you have with our customers, every solution you provide, and each challenge you solve helps us stand out among the competition.

We are proud to be the largest union employer in our industry, with nearly 100 years of strong union partnerships. Only AT&T goes above and beyond to support union-represented employees. We value our collaboration with the CWA and look forward to keeping you updated as discussions continue.

Jan. 12, 2026, 4:40 p.m. CT

Early bargaining begins on Legacy T contracts

These contracts cover about 1,800 wireline employees who primarily work in technician, call center, and other customer service roles nationwide, as well as in Puerto Rico, the U.S. Virgin Islands, and Guam.

Today, AT&T and the Communications Workers of America (CWA) began early bargaining for the Legacy T contracts, aiming to reach an agreement well before the expiration date on April 11, 2026.

The two parties will meet frequently on a condensed schedule over the coming weeks to focus on key topics for both sides. Our goal is to reach a fair agreement that recognizes your role in delivering outstanding customer service and supporting the AT&T Guarantee, while staying competitive in the markets we serve. Every interaction you have with our customers, every solution you provide, and each challenge you solve helps us stand out among the competition.

We are proud to be the largest union employer in our industry, with nearly 100 years of strong union partnerships. Only AT&T goes above and beyond to support union-represented employees. The healthy partnership between AT&T and the CWA has enabled us to reach early agreements many times before, and we’re working to do it again. Over the past 10 years, we have reached more than 60 full contract agreements.

Our customers rely on the nation’s largest overall wireless network and fastest top-rated internet—and your work is critical in making those connections possible.

You can expect another update at the end of the early bargaining cycle.

Jan. 12, 2026, 2:02 p.m. CT

Early bargaining begins on the Midwest contract

This contract covers about 4,400 wireline employees who primarily work in technician, call center, and other customer service roles in IL, IN, MI, OH, and WI.

Today, AT&T and the Communications Workers of America (CWA) District 4 began early bargaining for the Midwest contract, aiming to reach an agreement well before the expiration date on April 11, 2026.

The two parties will meet frequently on a condensed schedule over the coming weeks to focus on key topics for both sides. Our goal is to reach a fair agreement that recognizes your role in delivering outstanding customer service and supporting the AT&T Guarantee, while staying competitive in the markets we serve. Every interaction you have with our customers, every solution you provide, and each challenge you solve helps us stand out among the competition.

We are proud to be the largest union employer in our industry, with nearly 100 years of strong union partnerships. Only AT&T goes above and beyond to support union-represented employees. The healthy partnership between AT&T and the CWA has enabled us to reach early agreements many times before, and we’re working to do it again. Over the past 10 years, we have reached more than 60 full contract agreements.

Our customers rely on the nation’s largest overall wireless network and fastest top-rated internet—and your work is critical in making those connections possible.

You can expect another update at the end of the early bargaining cycle. 

Sept. 5, 2025, 2:40 p.m. CT

Our commitment to network modernization in California

As we continue to modernize our network and keep our customers connected, it’s important for us to support policies that can help us bring newer technologies to more people and more places across the state. Last week, the California Senate Appropriations Committee decided to hold AB 470, legislation we supported to modernize California’s communications infrastructure and bring broadband to more Californians.

While we’re disappointed in this outcome, our commitment to bring advanced technology to Californians remains as strong as ever. Upgrading to newer technologies is essential to our strategy to become the best connectivity provider. We know older copper-based services are no longer meeting the needs of customers for speed, reliability, and always-on connectivity. And the requirement to maintain our legacy systems reduces our ability to invest in newer technologies that help us stay ahead of the competition.

We’ll continue working with policymakers and community members in the year ahead to support the changes needed to build a modern communications network for Californians. Our goal is to deliver the best possible experience to our customers, now and into the future.

Aug. 28, 2025, 2:42 p.m. CT

Investing in our network across California

Every American deserves access to fast, reliable connectivity, whether you’re calling your loved ones, attending a virtual class, or meeting with your coworkers online. That’s why AT&T is investing in best-in-class connectivity as we continue to elevate the experience for communities throughout our country.

California is a hub for innovation, which requires high-speed connectivity like 5G and fiber. Here’s a look at how we have invested in our network to bring advanced services to more people and places across the state:

We know that legacy services are no longer meeting our customers’ needs for speed, reliability, and always-on connectivity. As a result of outdated state regulations, AT&T keeps our copper network up and running, even though fewer than 5% of households we serve in the state still use copper landlines. Imagine it as having to cool an entire skyscraper in the summer when people are only occupying one floor.

It’s important that state regulations keep pace with innovation. That’s why we support AB 470. This legislation, which is currently making its way through the California Senate, would modernize California’s communications infrastructure, with more opportunities to expand access to newer technology as we transition away from outdated copper networks. 

It would also bring more broadband for more Californians—allowing us to invest more in future technology like AT&T Fiber and AT&T Internet Air while ensuring no customer is left without access to voice service. We’ll continue to keep you updated as the bill makes its way through the legislature. 

For more information on the bill, visit Californians for a Connected Future. To learn more about our ongoing investments in the state, read my article, How AT&T is Investing in California.

Aug. 21, 2025, 3 p.m. CT

Modernizing our network and the role of legislative support

Transformation is part of our legacy as we continually scale the best technology and reset the bar for how people connect with one another. Just like when we introduced wireless service to connect people beyond their traditional landline telephone, we’re working to move away from outdated copper networks and toward technologies that can address our customers’ needs for speed, reliability, and always-on connectivity.

As more customers demand newer technology, we want to offer more advanced services that provide a better experience, like fiber and wireless, which are backed by the AT&T Guarantee.

Like many industries, having the right legislation in place can impact our ability to invest and expand our services, which are important steps to modernizing California’s communications networks. One example of this type of legislation is bill AB 470, and it’s currently making its way through the California Senate. There are still several steps before it becomes law, and we will stay engaged with policymakers throughout this process.

As we work to become the best converged connectivity provider in America, which includes our plan to reach around 60 million fiber locations by the end of 2030, we remain committed to providing our customers with the connectivity they can depend on.  

For more information on the bill, visit Californians for a Connected Future.

July 16, 2025, 4:22 p.m. CT

Update on our network modernization efforts in California

As we work to cement our position to be the best converged connectivity provider in America, we're sharing an update on our network modernization efforts that will allow us to better serve our customers throughout the state of California.

Yesterday, the California Senate advanced important legislation that would reform the state’s Carrier of Last Resort (COLR) policy while protecting consumers, preserving access to essential voice services, strengthening public safety, and moving California forward. The bill also allows us to advance our broader wireline transformation strategy to modernize our network and transition away from copper in the State of California—just as we’re doing in every other state in our footprint.

This legislation (AB 470) will bring more infrastructure investment to California. As currently written, the bill requires fiber build-out commitments for every copper line we phase out. This is great news for our customers.  As you know, our legacy services cannot keep pace with our customers’ increasing needs for high-speed connectivity, and this bill will enable us to more quickly get the latest and best technologies into their hands.

Increased investment in and demand for modern connectivity will also support good-paying jobs for those building the networks of the future. We want our employees—part of the largest unionized telecommunications workforce—to work on new technologies as opposed to allowing non-unionized competitors to get those opportunities. We are working closely with the Senate to include commitments on critical issues that are important to our employees.

We’ve managed through this evolution before and will continue to work with our employees and their union representatives to address the impacts of technological advances.

For more information on the bill, visit the “Californians For A Connected Future” website.

June 25, 2025, 3:00 p.m. CT

AT&T employees vote to ratify the IBEW Alascom agreement

We are pleased to announce that employees represented by the International Brotherhood of Electrical Workers (IBEW) Local 1547 voted to ratify a new 5-year Alascom agreement that recognizes the work they do every day to keep customers connected. The contract covers 7 employees who primarily work in administrative and clerical roles in Alaska.

Because this agreement was ratified well ahead of its expiration in July 2026, employees will begin to benefit from it even sooner. This includes substantial wage increases that provide significant value. It also provides enhanced company contributions to the IBEW 1547 Health and Welfare Trust in April of each year to coincide with the Trust’s annual increase in premiums. Additionally, Martin Luther King Jr. Day will be an observed holiday.

AT&T is the largest employer of unionized workers in the U.S. telecommunications industry and we’re proud of our long track record of creating jobs and providing strong, fulfilling careers for generations of workers. To date, we’ve reached more than 60 full contract agreements with our unionized workforce over the past decade, including ratifying 2 contracts this year.

May 5, 2025, 7:44 p.m. CT

Southwest employees ratify a new agreement

The Southwest contract covers about 9,000 wireline employees who primarily work in technician, call center, and other customer service roles in AR, KS, MO, OK, and TX.

We are pleased to announce that employees represented by the Communications Workers of America (CWA) District 6 voted to ratify the new Southwest agreement that recognizes the work they do every day to keep our customers connected.

Since negotiations began in early March, we have appreciated the opportunity to work with CWA District 6 leadership and their bargaining team with the shared goal of reaching an agreement that benefits the long-term success of our employees, customers, and the company.

We’re pleased we were able to accomplish this without customer disruptions or lost wages for our employees, which was an unnecessary outcome of some previous negotiations. When discussions at the bargaining table are constructive, we all win.

Highlights of the new agreement include:

• Substantial wage increases that provide competitive market-based pay, plus a $1,000 ratification bonus.
• Health benefits among the best in the nation along with investing more than ever in employee wellbeing.
• Improved retirement benefits with a generous company match for 401(k) savings and higher contributions to pension plans, at a time when few companies provide such benefits.
• Stronger job security that takes employees into our fiber future by including guarantees for traditional fiber work, such as buildouts, installations, and maintenance for fiber services. If this work is contracted out, it would not result in layoffs or part-timing of employees.

Our customers want high-performing, reliable connectivity, and this agreement will help us sustain our competitive position in the telecommunications industry where we can grow and win against our non-union competitors. Over the past 5 years, we have invested at the top of the industry to a total of approximately $145 billion in U.S. wireless and wireline infrastructure and spectrum, which benefits our employees, our customers, and our communities.

As we put our customers at the center of everything we do, our highly skilled, unionized workforce helps us meet the growing demand for data, voice, and streaming over 5G wireless and world-class fiber connectivity, cementing our ambition to be the best converged connectivity provider in America.

AT&T is the largest employer of unionized workers in the U.S. telecommunications industry with a nearly 100-year history of strong union relationships. No American connectivity provider does more to support and sustain well-paying jobs with excellent benefits for their employees, including CWA members and their families.

We’re proud of our long track record of creating jobs and providing strong, fulfilling careers for generations of workers, including reaching more than 60 full contract agreements with our unionized workforce over the past 10 years.

April 17, 2025, 5:20 p.m. CT

Southwest tentative agreement highlights

As we recently shared, we’ve reached a tentative 4-year agreement with the Communications Workers of America for employees covered by the Southwest contract.

Highlights include:

$1,000 RATIFICATION BONUS

Employees will receive a $1,000 bonus if the contract is ratified by May 9, 2025.

SUBSTANTIAL ANNUAL WAGE INCREASES

We'll provide competitive market-based pay with compounded wage increases of 15.3%, which is an average of about $33,100 additional wages over the next 4 years. Employees will feel the boost right away, as this includes a 5% pay increase shortly after ratification.

HEALTH BENEFITS AMONG THE BEST IN THE NATION

Depending on your plan selections, the company will pay more than 70% of the total cost of your healthcare on average, including 100% of preventive care costs. Beginning in 2026, new provisions include an annual match to health savings accounts, coverage for dependents up to age 26, coverage eligibility for new hires beginning day 1, and more.   

RETIREMENT BENEFITS WITH A GENEROUS COMPANY MATCH

Comprehensive retirement benefits will improve, including an increased company match for 401(k) savings and higher contributions to pension plans.

CONTINUED JOB SECURITY

We are taking CWA District 6 employees into our fiber future by including guarantees for traditional fiber work, such as buildouts, installations, and maintenance for fiber services. If this work is contracted out, it would not result in layoffs or part-timing of employees. Also, the employment security commitment will continue to ensure all qualifying Southwest employees will be offered a job in the event of a surplus.

ENHANCEMENTS FOR PREMISES TECHNICIANS

All premises technician wage schedules will get an immediate 3% increase to top rate, plus the general wage increase. They will also now be paid double-time for hours worked in excess of 54 hours per week.

GUARANTEES A LIVING WAGE

The minimum wage will be increased to ensure that all employees will always earn at least $15 per hour.

FAMILY PLANNING

Employees (mom or dad) will continue to get 2 weeks of parental paid time off for a birth or adoption of a child. Those looking to start or expand their family will have access to fertility services and up to $14,000 in reimbursement for adoption, surrogacy, and cryopreservation.

ADDITIONAL BENEFITS

• Martin Luther King Jr. Day will be an observed holiday.
• The Success Sharing Plan will continue, which is a bonus awarded to eligible employees to recognize their contributions to the company’s success.

April 10, 2025, 11:48 a.m. CT

Tentative agreement reached in Southwest negotiations

The Southwest contract covers about 9,000 wireline employees who primarily work in technician, call center, and other customer service roles in AR, KS, MO, OK, and TX.

We are pleased to announce we’ve reached a full tentative agreement in Southwest negotiations with the Communications Workers of America (CWA) District 6. If this agreement is ratified by May 9, 2025, we will pay a generous $1,000 ratification bonus in recognition of the mutually beneficial and constructive approach to this round of bargaining.

When discussions at the bargaining table are constructive, we all win. Over the past month, discussions with CWA District 6 have been focused on one thing – reaching a fair agreement that recognizes the work employees do every day to keep customers connected. We’re pleased we were able to accomplish this during this round of bargaining, without customer disruptions or lost wages for our employees, which was an unnecessary outcome of some previous negotiations. Since day 1, we have appreciated the opportunity to work with CWA District 6 leadership and their bargaining team with the shared goal of reaching an agreement that benefits the long-term success of our employees, customers, and the company.

We’ll provide more information about the tentative agreement over the next few days.

We have reached more than 60 full contract agreements with our unionized workforce over the past 10 years, which builds on our long track record of providing jobs and opportunities for generations of workers.

We are the largest employer of unionized workers in the U.S. telecommunications industry with a nearly 100-year history of strong union relationships. No American connectivity provider does more than AT&T to support and sustain well-paying jobs with excellent benefits for CWA members and their families.

April 7, 2025, 10:08 a.m. CT

Southwest Bargaining Update

The Southwest contract covers about 9,000 wireline employees who primarily work in technician, call center, and other customer service roles in AR, KS, MO, OK, and TX.

Since negotiations began about a month ago, we’ve already reached tentative agreements on a total of 65 proposals, including 31 this past week.

These tentative agreements and our proposals show how we support employees’ total wellbeing with health and financial wellness benefits that are among the best in the nation.

An important section we closed out last week was all of Appendix J, which covers premises technicians. Improvements include:

• Introducing the ability to earn double overtime after 54 hours worked in a calendar week.
• Increased relief differential pay from $8 to $10 per day.
• Reduced time-in-title from 30 months to 24 months, allowing employees to transition to other job titles sooner and potentially earn higher pay.

We also agreed on items that would help employees better care for themselves and their families, especially when the unexpected happens. These include 3 days paid time off for a miscarriage and giving employees more flexibility for funeral time.

We continue to have discussions on key issues, such as benefits, wages, and job security.

For example, our benefits proposal would continue to offer one of the best healthcare plans in the nation with significant enhancements, such as:

• Introducing plans with multiple options, allowing employees to choose coverage based on their individual needs, and potentially reducing monthly premiums paid by the employee.
• A new, unprecedented company match for Health Saving Account (HSA) contributions for both individuals and families. An HSA is one of the best types of investment accounts, which has triple-tax advantages. First, you pay no taxes when putting money into the account. On top of that, the money can also grow tax free based on your investment returns. Plus, you can use the HSA debit card to easily pay for eligible health-related expenses, tax free.

Financial wellness is also top of mind. At a time when few companies offer an ongoing pension plan—and many other employers have frozen, closed, or terminated their plans—we proposed to continue to provide both a pension plan and a 401(k) savings plan for all employees.

We are the largest employer of unionized workers in the U.S. telecommunications industry with a nearly 100-year history of strong union relationships. No American connectivity provider does more than AT&T to support and sustain well-paying jobs with excellent benefits for CWA members and their families. We are committed to reaching a fair agreement with CWA District 6 that recognizes the work our employees do every day to keep our customers connected.

March 28, 2025, 10:14 a.m. CT

Southwest Bargaining Update

The Southwest contract covers about 9,000 wireline employees who primarily work in technician, call center, and other customer service roles in AR, KS, MO, OK, and TX.

As we work through our fourth week of bargaining, we’ve already reached tentative agreements on 5 more proposals, bringing our total count to over 30. These included electronic dues, paid holidays, and promoting the CWA/NETT Academy, which provides useful training and development support for union members, and more.

Additionally, much of the conversation this week has been around job security and benefits proposals.

Benefits

We talked about a new 4-tier cost structure, which includes a less expensive monthly contribution option for those who are only enrolling themselves and child dependents. We know our employees rely on us to support themselves and their families with wages and benefits that are among the best in the nation. No other connectivity provider in America does more than AT&T to support and sustain well-paying jobs with excellent benefits for CWA members and their families.

Jobs

We discussed the importance of investing in our people. To help employees continue their career with AT&T, we provide an Employment Security Commitment that ensures all qualifying Southwest employees will be offered a job in the event of a surplus. While layoffs are considered a last resort, when unavoidable, qualified employees are given the option to voluntarily leave the company with a severance package. This allows employees who are ready to leave the ability to do so and can alleviate the need for an involuntary layoff, which can reduce the uncertainty that accompanies such an event. When involuntary moves become necessary, we execute the Employment Security Commitment, which provides job options so qualified employees can remain on payroll.

As the largest employer of unionized workers in the U.S. telecommunications industry, no other connectivity provider in America does more than AT&T to support and sustain well-paying jobs with excellent benefits for CWA members and their families. We’ve reached 60 full contract agreements over the past 10 years and remain committed to reaching a fair agreement that recognizes the work our employees do every day to elevate the customer experience and provides strong, fulfilling careers. 

March 21, 2025, 12:37 p.m. CT

Southwest Bargaining Update

The Southwest contract covers about 9,000 wireline employees who primarily work in technician, call center, and other customer service roles in AR, KS, MO, OK, and TX.

In our third week of bargaining, the negotiating teams continued to meet regularly and reached tentative agreements on 18 more proposals.

We also had promising discussions and proposed improvements for premises technicians covered by Appendix J, which largely focused on work-life balance issues, including overtime treatment.

Additionally, we proposed improvements for consumer-facing premises technicians, impacting work rules and pay. Our proposal would allow the company to offer these technicians an opportunity to be temporarily upgraded to eligible job titles with higher pay. This upgrade gives employees the opportunity to gain valuable work experience and have the potential to earn more money, including during associated vacations, holidays, and any other paid time off.

We are committed to delivering the connectivity customers depend on, and our unionized employees are key to that success. As the largest employer of unionized workers in the U.S. telecommunications industry, no American connectivity provider does more than AT&T to support union members and their families with competitive, market-based pay and benefits that are among the best in the nation.

March 14, 2025, 12:03 p.m. CT

Southwest Bargaining Update

The Southwest contract covers about 9,000 wireline employees who primarily work in technician, call center, and other customer service roles in AR, KS, MO, OK, and TX.

As we wrap up week 2 of bargaining, the teams have been making progress, and we are excited to share that we have reached tentative agreements on 10 proposals. These agreements include new job titles and excused workdays, as well as union representation and seniority – both of which underscore our commitment and help support a key tenet of the bargaining unit relationship.

Additionally, there are a few notable items we proposed:

• Continuing the Employee Security Commitment to ensure all qualifying Southwest employees will be offered a job in the event of a surplus so that employees can continue their career with AT&T.
• Eliminating the $3,000 cap on incentive payments because we want to quickly reward employees for the work they do to Serve Customers First and not limit their ability to earn more money. Today, if we want to reward employees with more than $3,000, we have to work through additional layers of approval, and because of this, many incorrectly assume that incentives cannot exceed $3,000. If an agreement is reached, employees could earn more money quicker than before.
• Expediting the grievance process by encouraging a timelier filing of grievances. Too often grievances proceedings take an extended period of time, leaving employees in limbo. If an agreement is reached, this could help cases be heard and resolved sooner. Additionally, we reached a tentative agreement on the processing of unusual grievances.
• Improvements to Appendix J, which covers premises technicians, regarding mandatory overtime, plus the continuation of discretionary lump sum payments and additional cash awards.

Here is a list of the key topics we have discussed and agreed to thus far:

Looking ahead, our negotiating team will continue to focus on working toward reaching a fair agreement that recognizes the work our employees do every day to elevate the customer experience with competitive, market-based pay and benefits that are among the best in the nation.

March 8, 2025, 11:37 a.m. CT

Southwest Bargaining Update

The Southwest contract covers about 9,000 wireline employees who primarily work in technician, call center, and other customer service roles in AR, KS, MO, OK, and TX.

On March 4, we began negotiations with the Communications Workers of America (CWA) District 6 for the Southwest agreement, with both of our teams intending to find common ground throughout this important process. As we discussed in our opening remarks, the way people communicate and access the internet is transforming rapidly, which accelerates the evolution of our industry. To meet this demand, we aim to compete for highly skilled employees who can serve our customers in a business that’s adapting to a changing market.

Today, we are pleased to share we provided our first comprehensive benefits proposal. We believe it helps to modernize the healthcare options available and adds significant financial value to our employees.

Additionally, as is typical at this stage, many initial proposals were shared on dozens of topics this week. These opening positions give both teams a starting point for negotiations and help us understand what some of the key items may be over the coming weeks.

Here are some key topics we have discussed thus far:

The customer experience starts with our employees, especially on the frontline, and it is what sets AT&T apart from all the rest. We’re proud to have the largest unionized workforce in the U.S. telecommunications industry, and we look forward to continuing to have productive conversations with our union partners.

March 5, 2025, 10:00 a.m. CT

Bargaining begins on the Southwest contract

This contract covers about 9,000 wireline employees who primarily work in technician, call center, and other customer service roles in AR, KS, MO, OK, and TX.

Yesterday, we kicked off negotiations with the Communications Workers of America (CWA) District 6 for the Southwest agreement, which is set to expire on April 12.

We have a strong history of working with the CWA to provide great jobs with competitive, market-based pay and benefits, and we are hopeful that both parties will come to the table with the goal of reaching a fair agreement.

As we put our customers at the center of everything we do, our highly skilled, unionized workforce helps us meet the growing demand for data and connectivity, cementing our position to be the best converged connectivity provider in America. You’re here for our customers, and we stand by you and your family, especially as you support the AT&T Guarantee.

We are the largest employer of unionized workers in the U.S. telecommunications industry and no other connectivity provider in America does more than AT&T to support and sustain well-paying jobs with excellent benefits for CWA members and their families. Over the past 5 years, we have invested approximately $145 billion in U.S. wireless and wireline infrastructure and spectrum. We are the nation’s undisputed leader in fiber investment, which benefits our employees, our customers, and our communities.

We appreciate the opportunity to work with our union partners to reach an agreement that benefits the long-term success of both our highly valued employees and their company, and we look forward to having productive discussions.

Since the beginning of 2022, we have reached 18 agreements, including ratifying 7 contracts covering about 28,000 employees last year.