Workplace Labor and Employment Law Posters
Updated December 2022: All California employers are required to display this recently updated poster: California Law Prohibits Workplace Discrimination and Harassment (PDF here).
Anybody who already uses our Labor Law poster service will receive the most up to date posters.
The U.S. Equal Employment Opportunity Commission has published a new Know Your Rights poster (Revised 10/20/2022 PDF here).
Coronavirus (COVID-19) Update
Our Labor Law poster service will automatically include the new Coronavirus requirements from the Department of Labor that employers will need to provide to employees. You can also download it here.
Note: for California employers with 26 or more employees, 2022 COVID-19 Supplemental Paid Sick Leave took effect on February 19, 2022.
The California Department of Industrial Relations have published the required new 2022 COVID-19 Supplemental Paid Sick Leave Poster which should be displayed in all workplaces and disseminated to remote workers electronically. You can download the new poster here.
State and federal law requires employers to post labor law notices in the workplace. These mandatory postings include the OSHA Posting, Federal Minimum Wage, FMLA, USERRA and various state specific notices.
NOTE: Effective January 1st, 2019, they have enacted increased penalties for violating OSHA and EPPA posting requirements. There are also federal posting updates and state agencies that have ongoing updates to their posting requirements.
Failure to post mandatory labor law notices can result in hefty fines and lawsuits.
Why Should I Order Labor Posters Through Pacific Payroll Group?
You don’t have to be a client to order our Labor Law Posters. Our Labor Law pricing is more competitive than the “big guys” and our customer service is incredible. You’re not going to be on hold for hours to speak to a human. We’re an email or phone call away.
The service is updated automatically. This is critical especially during a pandemic. When a new law passes Congress, it could affect employers and the labor law requirements. Never miss a compliance change for your city or state.
Not all Labor Poster laws apply to all employers. That’s why it’s helpful to go through our payroll service – you’ll be updated automatically based on your state, industry, and employee size. If there are different laws for your state as compared to the federal government guidelines (such as Minimum Wage Requirements), you will need to post both posters.
Our labor law posters are attorney-approved (at time of purchase) and have QR codes and Posting Legend for easy compliance tracking.
To ensure you are always in compliance, we have made our All-In-One State & Federal Labor Law Posters available to you at wholesale prices.
For as low as $4.40 per month you will receive a current poster plus automatic updates of any new changes, which you’ll be able to print and attach to your existing poster on the wall. A new poster will be printed for you each year.
If you just need the most current poster for your location, we can get that for you for as low as $30.75 per poster.
Order All-In-One State & Federal Labor Law Posters for your business – you need not be a client of ours to order!
Our Labor Law Poster Update Service
Labor law postings can change at any time of the year, and it is the responsibility of the employer to stay up-to-date. CLICK HERE to review a list of State & Federal Labor Law Posting updates that have occurred since 2003. Let us take the worry and work out of keeping your business compliant!
Our labor law poster update services automatically keep you up to date with notifications of changes to the labor law notices affecting you. When a change occurs, we will make sure that your posters remain compliant.
How It Works | E-Update Service
Our Worry-Free Poster Solutions offer an easy way to stay up-to-date with changes in mandatory federal and state postings. Our update services are backed by a $25,000 ‘We Pay The Fine’ Guarantee!
Upon activation you will receive a laminated All-In-One State & Federal Labor Law Poster delivered to your location (optional).
- When a change occurs, we alert you that a posting has changed and we email the updated posting straight to your inbox as a downloadable PDF file.
- Print the updated posting on your printer.
- Display the updated posting alongside your current labor law poster.
- Receive an updated All-In-One State & Federal Labor Law Poster every year on the anniversary of your subscription. Shipping & handling included.
Q: What Labor Law Posters are required for my business?
A: Both state and federal labor law posters are required for businesses. If a business has one or more employees, it is required by the law to post federal, state and OSHA mandatory posters. More specifically, the following six postings must appear in each workplace location: federal minimum wage, Employee Polygraph Protection, OSHA, FMLA, USERRA, and EEO.
Q: Where should my business display these labor law posters?
A: Labor law posters should be displayed somewhere apparent to all employees on a daily basis, such as a break room or main lobby. If you have multiple locations, then each workplace should display its own posters.
Q: When does my business not require a labor law poster?
A: Although it is recommended, the following types of businesses do not need to post labor law posters:
- Sole Proprietor without employees
- Businesses with only contract employees
- Businesses with an all-volunteer work force
- Family owned business where all employees are related
Q: Do my posters need to be multilingual?
A: If your business is located in one or more of the following states, you are required to post labor law posters in both English and Spanish: AZ, CA, FL, GA, NM, NC, NY, TX. If you do not fall into this category, it is not mandatory to display bilingual posters; however it is highly recommended if you happen to have Spanish-speaking employees.
The All-In-One State & Federal Labor Law Poster is available in Spanish for all 50 states in the U.S. If you employ individuals who speak a language other than English or Spanish, it would be recommended to contact Labor agencies to obtain labor law literature in the appropriate languages so that your employees are informed on their rights.
Q: How often do I need to update my labor law posters?
A: Whenever Federal, State, and OSHA agencies make any labor law changes, it is vital to update your mandatory labor law posters to avoid receiving a violation. Very frequently, state and federal agencies may change these laws with notifying individual businesses, so it is important to stay up to date for any changes made.
Q: Do I have to change my posters every year?
A: The frequency of Labor Laws varies by state. Employers must change posters when the State, Federal or OSHA agencies make legislative or regulatory changes.
Q: What happens if my business is not compliant with labor law posting regulations?
A: If a business is not in compliance with current federal and state labor law poster standards, they are in jeopardy of receiving a fine or citation. Additionally, keeping your employees in compliance with required postings, reminds supervisors of their obligations to uphold the law, and protect your workers from injury, discrimination, harassment, and other important State, Federal, and OSHA requirements.
Q: What is the penalty for failing to display Labor Law posters?
A: Federal and State fines are imposed by various agencies. These fines may vary. Failure to comply with posting regulations can result in fines of up to $17,000 per location (29 USC Sec. 666(i) and 29 USC Sec. 2005).
Examples of the most common fines are:
- Federal FMLA $100 per offense.
- Federal Employee Polygraph Protection Act Secretary of labor can bring court actions and assess civil penalties for failing to post.
- The Migrant and Seasonal Agricultural Worker Protection Act (MSPA) may bring court actions and asses civil penalties as well.
- For failing to post the Federal OSHA Poster – A civil penalty of up to $7,000 may occur.
- For failing to post the CAL/OSHA Poster – you can receive a penalty of up to $1,000 per violation.