Complying with each labor law can be daunting, especially for smaller employers. One simple yet often overlooked requirement is labor law notification postings. Even though they are just sources of official information posted on the wall, they can be considered part of an employer’s overall compliance with legal obligations. The failure to post required labor law notifications could lead to fines, legal issues, or complications correlated possibly with a labor law audit or employee complaint. This article will cover labor law notification postings, which labor law notification postings employers are required to display, where the labor law notification postings come from, how to ensure that employees can view the labor law notification postings, and the consequences.
What Is A Labor Law Poster?
Labor law posters are required by the law to be posted by employers in the workplace to inform employees about their employee rights. Some are required by federal law, others by state or local law.
They specifically include information for:
- Minimum wage and overtime pay
- Safety in the workplace
- Discrimination laws and equal opportunity
- Family and medical leave
- Employee rights and benefits
The purpose of these posters is simple – to make sure employees know their rights as employees and to make sure employers are doing their part to post that information. By doing so, businesses promote fairness, honesty, and accountability within the workplace.
Federal Labor Law Posters: The Six Core Requirements
The Mandatory Federal Postings
If you have employees, you almost certainly need to display federal posters. The U.S. Department of Labor identifies six primary ones that apply to most employers:
1.    Fair Labor Standards Act (FLSA) – Employee Rights Under Minimum Wage Poster
2.    Occupational Safety and Health Act (OSHA) – Job Safety and Health: It’s the Law Poster
- Equal Employment Opportunity (EEO) – Know Your Rights: Workplace Discrimination is Illegal Poster
4.    Family and Medical Leave Act (FMLA) – Employee Rights Under FMLA Poster
5.    Employee Polygraph Protection Act (EPPA) Poster
6.    Uniformed Services Employment and Reemployment Rights Act (USERRA) Poster
All employers are required to display this. It informs employees about their rights if they serve in the U.S. military or reserves, including their right to return to a job after service without losing benefits or seniority.
Requirements for Federal Contractors
If your business has federal contracts or subcontracts that exceed $10,000, there are additional posting requirements. You will need notices regarding pay transparency, equal employment opportunity, and executive orders pertaining to federal contractors. Requirements are constantly changing due to executive orders and regulatory changes, which is the part that adds complexity to being a federal contractor.
State and Local Labor Law Poster Requirements
The Complexity of Multi-Jurisdictional Compliance
Federal posters establish the floor, but states and local governments frequently add more. That’s where things get messy. No two states run identical programs because each has its own agencies and employment laws. Depending on where you operate, you might need additional state posters apart from federal ones. Common requirements include:
- State minimum wage notices (many states exceed the federal $7.25)
- State family and medical leave laws (some offer paid leave or more extensive unpaid leave than federal FMLA)
- State anti-discrimination laws (broader protections in some states for characteristics like sexual orientation or marital status)
- State occupational safety and health standards
- Workers’ compensation and disability benefits notices
- Paid sick leave requirements
- Equal pay provisions
- Sexual harassment prevention policies
- Pregnancy accommodations and breastfeeding rights
Roughly 22,000 cities and counties across the U.S. have their own ordinances requiring additional labor law postings. Some cities mandate higher minimum wages or more expansive paid leave than their states allow. So if you’re operating across multiple jurisdictions, you’re juggling federal, state, county, and city requirements for each location.
Obtaining Labor Law Posters: Free Government Resources
Where to Get Federal Posters
The U.S. Department of Labor provides all federal posters at no cost. Here’s how to access them:
- Online Download: Head to the DOL’s Workplace Posters webpage and grab PDF versions immediately.
- Mail Order: Call 1-866-487-2365 (the Wage and Hour Division hotline) or use the DOL’s Online Publication Ordering System. They’ll mail up to five copies of each poster type free.
- Email Request: You can also email WHD-Publications@dol.gov to request printed copies.
The DOL also offers posters in multiple languages, like English, Spanish, and others for most federal notices. That matters if your workforce is linguistically diverse. Language barriers shouldn’t prevent employees from understanding their rights.
How to Get State and Local Posters
State labor law posters are all created and distributed by each of the state Departments of Labor. In other words, like the federal posters, they are available to you from your state government, but there isn’t a main website for all states. You’ll have to go to your state’s Department of Labor website and download or request the posters that are required.
Some states provide their posters for free, and some require a small charge. For local requirements, you’ll want to look at your city or county government websites. Local poster requirements are less common, but it’s always best to check just in case there are any in your area.
Critical Posting Placement and Display Requirements
Where Posters Must Be Displayed
Federal law requires posters in conspicuous places where employees and job applicants can easily see them. Think common areas where staff gather regularly:
- Break rooms and employee lounges
- Near time clocks
- Employee bulletin boards
- Main hallways and common areas
- Application or interview areas (for EEO and EPPA posters)
If your business has multiple locations, buildings, floors, or campuses where employees don’t regularly visit a central spot, posters need to go up at each distinct workplace. Larger companies often post notices in multiple breakrooms to ensure everyone can access the information.
Special Considerations for Remote and Hybrid Workforces
Remote and hybrid work created a posting puzzle that the DOL has since addressed. Electronic posting can supplement (though not completely replace) physical postings in mixed environments. For fully remote employees, the standards are:
- Employers can provide digital copies via email or company intranet, provided employees have continuous, easy access
- Electronic posters must be in a conspicuous location on a website or internal system employees regularly use
- Don’t make employees request digital copies; post them proactively and prominently
- Notify employees about where to find digital posters
Some states go further. New York requires employers to furnish digital versions through their website or email (effective December 2022) in addition to physical postings. Illinois requires employers with remote workers to deliver four mandatory notices electronically. Multi-state employers need to understand these state-level rules, which often exceed federal minimums.
Size and Format Requirements
Different federal posters have different size and format rules. The OSHA poster needs to be at least 8.5″ x 14″ with 10-point type. The NLRB poster must be 11″ x 17″ in color or black-and-white. Rather than juggling varied requirements, many employers use comprehensive “all-in-one” posters combining all required federal notices into a single larger document (11″ x 17″ or bigger). This approach ensures visibility and reduces clutter.
Understanding the Consequences: Penalties and Fines for Non-Compliance
Federal Penalties
Penalties for non-compliance are substantial and adjusted annually for inflation. They vary by agency:
- OSHA Posting Requirements: Maximum penalty of $16,550 per violation as of 2025. Willful violations reach $165,514 per violation.
- FMLA Non-Compliance: $189 per violation (2025 rates).
- Employee Polygraph Protection Act (EPPA): Maximum fine of $23,011 per violation (2025).
- Fair Labor Standards Act (FLSA): Penalties range from $2,515 for repeated violations to significantly higher amounts depending on severity.
Here’s the real issue: violations compound. A mid-sized employer with 10 locations facing OSHA posting violations could easily face penalties exceeding $165,000 if requirements aren’t met at every site. Multiple violations of the same type get classified as “willful” or “repeated,” driving penalties even higher.
State and Local Penalties
State and local fines typically range from $100 to $1,000 per violation, though some states are stricter. Missing a California safety poster might cost $1,000. New York State violations start at $250 and escalate with repeat offenses. Across multiple locations and numerous posting requirements, these add up quickly and create substantial financial exposure.
Non-Monetary Consequences
Financial penalties aren’t the only risk. Consider:
- Loss of Legal Defenses: Missing or outdated posters weaken your position in employment lawsuits and may increase damage awards.
- Increased Audit Vulnerability: While agencies don’t typically inspect doors looking for posters, they frequently check compliance during other investigations, like Form I-9 audits, OSHA inspections, EEOC inquiries, or DOL follow-ups to employee complaints.
- Reputational Damage: Ignoring basic legal requirements damages your employer brand and recruitment efforts, especially among candidates who prioritize legal compliance.
Common Compliance Mistakes and How to Avoid Them
- Treating Updates as an Annual Task
- Not Accounting for Multi-Jurisdictional Requirements
- Assuming Free Government Posters Are Easily Accessible
- Not Providing Digital Access for Remote Employees
- Ignoring Poster Version Updates
Conclusion
Posting labor law posters is one of the easiest yet most neglected compliance requirements for employers in the United States. The laws can easily become overwhelming and confusing; there are federal, state, local, and possibly industry-specific postings, but there is not too much mystery in compliance – you just need to know what is required, obtain the posters from official government sources website, place them in an accessible location for employees to see, and establish a routine to keep the contents current.
