Labor law posters are workplace notices that inform employees of their rights under applicable federal, state, and local laws. Employers must display the notices required for their business and employees based on applicable laws and regulations. Failure to display required, up-to-date labor law posters can expose employers to penalties, fines, and other legal consequences.

We help employers identify and obtain the labor law posters they need to support workplace posting compliance. Visit our labor law posters page to explore available posters and compliance solutions.

If more than 5% of your employees use English as a second language, you must provide Spanish versions of the labor law posters in Arizona, California, Florida, Georgia, New Mexico, North Carolina, New York and Texas. The federal Family Medical Leave (FMLA) poster must be displayed in the primary language of the workforce, including Spanish. 

Even when Spanish-language posters are not specifically required, employers with Spanish-speaking employees should consider displaying translated notices to help ensure employees understand their workplace rights.

We offer bilingual labor law posters, including a Bilingual Federal Labor Law Poster, to help employers address their workplace posting needs.

Yes. Federal notices relevant to applicants include the “EEO Is the Law” (EEOC), Family and Medical Leave Act (FMLA), and Employee Polygraph Protection Act (EPPA) notices. State and local ordinances may also require labor law postings for applicants. 

We offer an Applicant Labor Law Poster to help employers address applicable applicant notice requirements.

Sometimes. Whether electronic labor law posters can replace physical posters depends on the specific federal, state, or local posting requirement. In most cases, employers must display physical labor law posters in a conspicuous location where employees can easily see them. Electronic posting may satisfy certain requirements. For example, the U.S. Department of Labor permits electronic posting for the Family and Medical Leave Act (FMLA) poster, when the applicable posting requirements are met. Electronic posting remains a topic of discussion at the federal level. 

If applicants visit your workplace for an in-person interview at any point during the hiring process, display required physical notices in conspicuous locations. For applicants who apply and interview entirely remotely, the U.S. Department of Labor advises employers to post a prominent notice on the website where job openings are listed stating, “Applicants have rights under federal employment laws,” with links to three notices: “EEO Is the Law” (EEOC), Family and Medical Leave Act (FMLA), and Employee Polygraph Protection Act (EPPA).

We offer electronic labor law posting solutions to help employers provide applicants with access to required notices online and address their digital posting needs.

Employers must ensure that remote employees have access to applicable federal, state, and local employment law notices.  To provide access to required notices, employers may need to send remote employees copies of applicable labor law posters or make notices available electronically through a company intranet or another accessible online platform.

To ensure compliance with labor law posting mandates for remote employees, consider our e-Compliance Digital Poster Service.  

No. Certain labor law notices have specific size and legibility requirements. For example, OSHA's "Job Safety and Health: It's the Law!" poster must be at least 8.5" × 14" and use a minimum 10-point font. Resizing the poster below these specifications may result in noncompliance with OSHA requirements.

Even when wall space is limited, employers must meet applicable labor law posting requirements. Display required posters in conspicuous locations employees visit regularly, such as employee entrances and break areas.

Need help finding the right posting solution for your workplace? Our Compliance Specialists can help you explore your options. Call 800-745-9970 or connect with a live representative through Live Chat, available Monday through Friday, from 6:00 AM to 5:00 PM PST.

Yes. Employers must display the required federal and state minimum wage notices, even when the state minimum wage exceeds the federal rate. Special rules may apply to certain employees, including tipped employees and workers paid under specific compensation arrangements. These exceptions do not automatically eliminate applicable workplace posting requirements.

Yes. Federal contractors have additional labor law posting requirements beyond those that apply to other employers. Required notices include: 

Federal Minimum Wage for Contractors
Walsh-Healey Public Contracts Act 
EEO is the Law
Paid Sick Leave for Federal Contractors
E-Verify Employment Authorization
National Labor Relations Act (NLRA) 
OSHA & Employee Whistleblower Rights

Additional posting requirements may apply depending on your federal contractor and business classification. Visit our Federal Contractors Labor Law Posters page to learn more about the notices you may need. 

Labor law posters must generally be displayed in conspicuous locations where employees can easily see and read them. Choose areas employees visit regularly during the workday, such as designated workplace bulletin boards, break rooms, areas near time clocks, employee lounges, and cafeterias or lunchrooms. 

In many cases, yes. Employers must display required labor law notices where employees can easily see and read them. If employees work in multiple buildings or worksites and don't regularly visit a central location where notices are posted, display the required posters in each building or worksite.

It depends. You may post labor law posters in a single central location, such as a cafeteria, if all employees regularly visit that location and can easily access the notices. If employees do not regularly visit the same location, displaying the required notices in break rooms or other central locations on each floor ensures all employees can access them.

Update or replace your labor law posters whenever a mandatory federal or state posting change requires a new or revised notice. Employers must display the current, required versions of applicable workplace notices. Failing to display an updated notice when required can result in penalties or fines, similar to failing to post the notice in the first place.

Sometimes, state or local governments revise an employment law notice without requiring employers to post the updated version. Even when an update isn't mandatory, it is best practice to replace outdated posters so employees have access to the most current, accurate information.

Check your posters regularly for updates, and pay attention to effective dates and posting deadlines to help keep your workplace compliant.

Need help keeping your posters up to date? Our Labor Law Replacement Service helps employers stay informed about mandatory poster changes and obtain updated posters when new requirements take effect.

Yes. Employers can face fines or other penalties for failing to display required federal, state, or local labor law notices, including updated versions when a change is mandatory. Penalties vary by law, enforcing agency, and specific violation. Some violations can result in fines of more than $10,000.

You can check whether your state and federal labor law posters are up to date by using our Poster Compliance Check tool. Select your state to review poster updates and determine whether your current posters are compliant or need to be replaced. If a required notice has been updated and your poster does not reflect the current version, you may need to replace it to meet applicable posting requirements.

Labor law posters purchased from us include a compliance code in the bottom-right corner to help you check their status. Our poster compliance tools make it easier to track mandatory updates and identify when your posters may need attention.

Federal and state agencies provide many required labor law notices for free, but employers must identify which notices apply to their business, download and print them, and monitor mandatory updates to keep their workplace postings current. Managing these requirements can take time, especially for businesses with employees in multiple states.

We simplify the process with consolidated labor law posters that include required state and federal notices for the applicable jurisdiction. Our posters are laminated to help protect against everyday wear and tear. We also notify customers of mandatory poster updates by email, mail, and/or phone, helping businesses identify when their posters need to be updated.

Purchasing labor law posters from us reduces the time you spend managing posting requirements, so you can focus on running your business.

A mandatory labor law poster update is a change required by a government agency, often because of a new law or amendment. When an agency requires an updated notice and older versions are no longer compliant, employers must replace outdated posters to meet applicable workplace posting requirements.

A non-mandatory update is a revision that does not make the previous version noncompliant. Examples may include changes to an agency's address, a governor's name, or the poster's formatting, provided the issuing agency confirms that the previous version remains acceptable.

We notify customers of mandatory labor law poster updates that affect compliance, helping you identify when your posters need to be replaced.

Many state and federal workplace posting requirements specify that required notices must remain visible, legible, and accessible to employees. Our labor law posters are laminated to help protect them from everyday wear and tear, especially in high-traffic areas such as employee break rooms and cafeterias.

Our state and federal labor law posters include required employment law notices for general businesses in the applicable state and federal jurisdiction. Depending on the poster, these may include minimum wage, OSHA, EEOC, GINA, FMLA, and USERRA notices.

Federal contractor labor law posters include additional notices applicable to covered contractors, such as NLRA, OSHA Employee Whistleblower Rights, Walsh-Healey Public Contracts Act, E-Verify, and Right to Work notices, along with applicable EEOC and GINA notices.

Some notices, including No Smoking signs and industry-specific postings, are sold separately or as part of a package. These may need to be displayed in locations separate from your main labor law posters.

You may also need state-specific Workers’ Compensation and Unemployment Insurance notices that are not included with our posters. Contact your workers’ compensation insurance provider or the appropriate state agency to obtain the notices required for your business.

Our labor law posters are guaranteed to comply with applicable state and federal employment law posting requirements at the time of purchase.

When we identify a potential labor law poster update, we place affected posters on hold while we review the change and determine whether it is mandatory or non-mandatory. If a mandatory update is required, we update the poster before shipping it. We notify customers if their order is delayed for an update and when it ships.

Our review and update process helps ensure you receive current, compliant labor law posters for your workplace.

Yes. We offer customized labor law compliance products and solutions to help businesses address their specific posting and compliance requirements. Options include industry-specific compliance products, solutions for government contractors, and ongoing compliance coverage programs.

To discuss your business's needs and available customization options, contact our Corporate Solutions team at corporate@laborlawcenter.com or 800-745-9970. Our team can help you identify a solution tailored to your organization's requirements.

State and federal labor law posting requirements can change throughout the year. To help you keep your workplace posters current, we offer a Compliance Protection Plan that provides updates when applicable poster requirements change.

You can choose to receive updated posters by mail or receive electronic updates that you can print and use to update your existing posters. Our Compliance Protection Plan helps simplify the process of tracking labor law poster changes and keeping your workplace notices up to date.

Yes. We offer city & county, state, federal, and combined labor law posters in both English and Spanish. We also offer many of our industry-specific compliance products and government contractor products in bilingual formats.

Yes! Labor Law Center became part of OutSolve in 2024. If you're interested in OutSolve's HR compliance products or services,  contact the OutSolve Team to learn more. 

Each time there is a mandatory update to the state or federal employment law notices, businesses must post this new version to be in compliance. As these updates can occur anytime and require effective planning, many businesses rely on poster replacement services to monitor for the mandatory updates and replace their posters automatically.

Most posters have 2-3 mandatory changes at different times each year. The cost to replace your posters for these updates can be expensive and with a poster replacement service, businesses keep their costs down because it is just a one-time, upfront service fee each year.

The Compliance Protection Plan™ is a poster replacement service from OutSolve Labor Law Center where we automatically ship new labor law posters to your site or sites for mandatory updates and guarantee your compliance 100%.

Yes; upon enrollment, brand new state and federal labor law posters with the most current employment law notices are immediately shipped to get you and your sites into compliance. The posters are fully laminated to protect against wear and tear, and prevent damage.

You will receive a brand new state and federal labor law poster that includes the revised notice plus any other minor changes for each mandatory update that occurs during your term. The replacement posters received will be laminated for protection from normal wear and tear damages, especially in busy areas.

Yes, our Compliance Protection Plan™ is backed by our Compliance Guarantee—meaning while on our program, if you receive a posting fine or citation for non-compliant posting content when properly displaying the latest poster delivered by us, we will reimburse all paid fines no matter what the cost!

Mandatory updates to the employment laws do not occur on a set schedule. Instead they can happen at any point throughout the year. Even during that time, there are many non-mandatory changes that can occur—meaning they don't impact your compliance. Our team of experts monitors all these changes, and once a mandatory update is confirmed, your replacement posters will be automatically shipped.

The new state and federal labor law posters will be shipped within two weeks of the revised notice being released. Usually the poster arrives on or before the effective date of the law change.

Sometimes even though the law has changed, the agency responsible for revising the wording on the employment law notice does not release the final information until after the law is in effect. Our Compliance Team is constantly in contact with the responsible agencies to update our posters once the final wording is released and get them shipped as quickly as possible. If you are audited during this time frame, an invoice for the replacement posters can be provided to the auditor or agency that shows your posters are in compliance with the new law.

Once a packing slip and tracking number are created, the information is uploaded to our membership site—www.ComplianceProtectionPlan.com—where you can track each shipment. Tracking is always saved and available for all replacement poster shipments that occur during your membership. This information can be used to confirm that your sites received the updated poster and have it displayed.

Yes, the Compliance Protection Plan™ is available for Spanish posters and English posters. The District of Columbia (D.C.) and Puerto Rico are also covered.

Yes, we've created a website exclusively for our Compliance Protection Plan™ members: www.ComplianceProtectionPlan.com. This online management tool allows you to:

• Add/Edit/Remove shipping addresses and contact information
• View PDF versions of all state and federal labor law posters to reference when employees from other states contact you about employment laws
• Track past and current replacement poster shipments
• Access our vast labor law information resource center

Yes, you can add new shipping locations to your Compliance Protection Plan™ at any time. These new locations can be pro-rated so all sites have the same renewal date.

The Compliance Protection Plan™ is an automatic, annual renewal service. At the end of your term, your account will be automatically renewed using the initial method of payment. Renewal notices are sent one month in advance with the option to cancel if you no longer require labor law posters. This annual coverage ensures that your posters are always compliant and that you don't miss an update.

Yes, our e-Compliance™ membership is the easy, digital way to manage poster updates. Each time a poster update occurs—mandatory or non-mandatory—the revised notice is automatically emailed for you to print and fit over the existing notice on your poster. Plus, your compliance is guaranteed up to $35,000.