Law PosterBoth 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. You may purchase them individually or together on an all-in-one labor law poster.

Where should Posters Be Placed?

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.

When Are Posters Not Needed?

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

Do my posters need to be multilingual?

If you have a business that is located in Arizona, California, Florida, Georgia, New Mexico, North Carolina, New York or Texas you will have to post both Spanish and English versions of the posters. If your business is not in one of these states, then it is not mandatory for you to display the bilingual posters; however, it is a smart thing to do if you employee Spanish-speaking workers.

Do I have to change my posters every year?

The frequency of Labor Laws varies by state. Employers must change posters when the State, Federal or OSHA agencies make legislative or regulatory changes.  The most expected update to occur is state minimum wage rates.

What is the penalty for failing to display Labor Law posters?

Federal and State fines are imposed by various agencies. These fines may vary.

  • Federal FMLA $100 per offense.
  • For failing to post the Federal OSHA Poster - A civil penalty of up to $7,000 may occur.

Unsure if you are compliant?  Need help finding the forms, posters, or guidance?  Contact your HR Advisor today!