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Can You Post a Review of Your Agency, Pay Included?

If an agency employs you, federal labor law generally protects you when you share your pay and working conditions with other workers, and the National Labor Relations Board says policies that ban discussing wages are unlawful. The protection has limits: it covers posts tied to a shared concern rather than a private gripe, and it does not cover statements that are knowingly and maliciously false.

By ProTherapy Staffing, published October 22, 2026.

Is it legal to talk about your travel pay?

The National Labor Relations Act gives employees the right “to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection” (the Act's text on govinfo.gov). The NLRB's own examples include “talking with one or more co-workers about your wages and benefits or other working conditions” (NLRB: concerted activity), and it says this holds even if you are not represented by a union.

On pay specifically, the NLRB's General Counsel is direct: “Policies that specifically prohibit the discussion of wages are unlawful.” A rule that makes you get the employer's permission before discussing wages is unlawful too (NLRB: your right to discuss wages). The same page notes that you may also choose not to discuss your pay at all.

Does that protection cover travel therapists?

It turns on whether you are an employee. The NLRB lists the groups the Act leaves out: public-sector employees, agricultural and domestic workers, independent contractors, workers employed by a parent or spouse, employees of air and rail carriers covered by the Railway Labor Act, and supervisors (NLRB: are you covered?).

For most travelers the answer sits in your offer letter and your tax forms. If a private agency puts you on its payroll as an employee, you are in the group the Act was written for. If you signed on as an independent contractor, this protection does not reach you, and whatever your contract says about confidentiality carries more weight. If your role includes supervising other staff, read that exclusion closely as well.

If you would rather judge an agency by a written offer than by reviews alone, ask a ProTherapy recruiter: Find my next contract.

Does a public review count, or only talking to co-workers?

The NLRB says social media can be protected: you may address work-related issues and share information about pay, benefits and working conditions with co-workers on Facebook, YouTube and other social media (NLRB: social media). It also draws a line. In its words, “just individually griping about some aspect of work is not ‘concerted activity.’” A post counts when it relates to group action, aims to start or prepare for group action, or brings a group complaint to management.

The NLRB pages do not say how a review written for strangers on a site like this one is treated, so do not assume every review is covered. What keeps a review near the protected side is also what makes it useful: write about conditions other travelers share or will face, such as how the package was split, whether the contracted hours were honored, and how a cancellation was handled.

What can cost you that protection?

The NLRB's concerted-activity page names two ways to lose it: saying or doing something “egregiously offensive or knowingly and maliciously false,” and publicly disparaging your employer's products or services without relating your complaint to any labor controversy. So stick to what happened to you, with rough dates and the contract terms involved, and leave out guesses about anyone's motives.

Two more things stay out of any review, for reasons that have nothing to do with labor law. Patients come first: this site's review guidelines rule out patient information entirely. Facility names stay out too, because a review here is about the agency, not the building you worked in.

What if an agency acts against you for a post?

If you believe an employer is interfering with your right to discuss wages, the NLRB says to contact your regional office or file an unfair labor practice charge online. Its enforcement page says to reach the NLRB “generally within six months of the unlawful activity,” and notes that charges may be filed by any person (NLRB: how to enforce your rights).

Keep a copy of the post, any message from the agency about it, and the dates of both. A dated record is easier to act on than a memory, and it is easy to lose once a contract ends.

Frequently asked questions

Can an agency make me agree not to discuss my pay?

The NLRB's General Counsel says policies that specifically prohibit the discussion of wages are unlawful, and so is a rule requiring the employer's permission first. That applies to employees covered by the National Labor Relations Act; independent contractors and supervisors are excluded.

Is a one-off complaint about my recruiter protected?

Not necessarily. The NLRB says individually griping about some aspect of work is not concerted activity. A post is on firmer ground when it relates to a shared concern, such as pay terms or contract practices other travelers face.

Should I include my exact weekly pay in a review?

That is your choice; the NLRB notes you may also choose not to discuss your wages. If you include it, add your discipline, setting and roughly when, so the next reader can tell whether your numbers apply to them.

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