Labor Law Posters: 10 FAQs for Employers

Quick look: Labor law posters inform employees of their rights and must be visibly displayed in the workplace and shared digitally with remote staff. These signs are critical, and non-compliance can result in fines, reputational damage, and potential legal action. However, even business leaders with the best intentions can unintentionally forget to update them. Here’s a look at everything you need to know about labor law posters, and how a professional employer organization (PEO) can simplify compliance by automatically providing updated signage and expert human resources (HR) support.

When you’re running a small business, compliance is critical, but may not always be top of mind. One of the most commonly overlooked requirements? Labor law posters. These seemingly simple signs play a significant role in keeping your company compliant and your employees informed.

Here, we answer some of the most frequently asked questions about labor law posters and explore how a partnership with a professional employer organization (PEO) can simplify staying on top of your obligations.

1. What are labor law posters?

Labor law posters are mandatory display notices that inform workers (and sometimes job applicants) of their rights under federal, state, and local employment legislation. The signs cover topics including minimum wage, workplace safety, anti-discrimination rules, and leave entitlements.

All employers with at least one employee, whether they’re full-time, part-time, or remote, are typically required to display federal and state labor law posters prominently.

2. What labor posters are required by law?

The U.S. Department of Labor (DOL) requires federal labor law posters for:

• The Fair Labor Standards Act (FLSA): Covers wages, overtime, and child labor.
• The Occupational Safety and Health Act (OSHA): Assures “safe and healthful working conditions.”
• Equal Employment Opportunity (EEOC): Prohibits discrimination and retaliation.
• The Employee Polygraph Protection Act (EPPA): Prevents private sector employers engaged in or affecting commerce, or in the production of goods for commerce, from using lie detector tests during employment or employment screening.
• The Family and Medical Leave Act (FMLA): Entitles eligible staff of employers with 50 or more workers to take unpaid, job-protected leave for certain family and medical reasons.

Additionally, some industry-specific labor law posters exist, and many states and localities also require additional posters for state minimum wage, paid leave, workers’ compensation, unemployment insurance, anti-harassment notices, etc.

It’s important to note that posting requirements vary. Not all employers are covered by each regulation, and some may not be mandated to display every notice.

3. Where do labor laws need to be posted?

Posters must be placed in conspicuous locations and easily seen by workers and job applicants. Often, employers put them in break rooms or near restrooms or time clocks. If you have remote or hybrid staff, digital versions must also be shared.

4. Do labor law posters expire?

While posters don’t have expiration dates, they must be updated when the laws they cover change.

5. How many labor law posters do I need?

There is no set number of required posters; the answer depends on several variables, including:

• Applicable federal laws
• State and local regulations
• Your industry (e.g., agriculture, federal contractors)
• Workforce composition (e.g., multilingual staff)

To determine your organization’s labor law poster requirements, you may use the DOL’s “FirstStep Poster Advisor” tool.

6. How do you get labor law posters?

There are several ways business leaders can obtain their required posters. You can:

• Download PDF versions from the DOL and state labor websites
• Order printed posters through the DOL or state labor offices
• Purchase them from private providers who offer automatic updates
• Partner with a PEO and automatically receive revised posters as part of their overall HR solution

7. Do labor law posters need to be updated every year?

There’s no annual update requirement for labor law posters. However, they must be replaced whenever relevant laws are revised. Sometimes, this occurs multiple times a year due to changes like inflation-adjusted minimum wage increases.

8. Can labor law posters be posted electronically?

While hard copies of posters are required in physical office locations, digital versions must be available for remote staff and can supplement in-office signage.

Note: Starting July 21, 2025, Ohio will allow some posters to be dispersed electronically instead of physically and is the first state to implement such a law.

9. Do I need labor law posters in multiple languages?

Posters must be available in multiple languages if a significant portion of your workforce speaks a language other than English. For example, if your staff primarily speaks Spanish, you’ll likely need to post Spanish versions to comply with state and federal requirements.

Additionally, certain legislation (i.e., FMLA) and some states, like California and Texas, require multilingual posters to ensure effective communication.

10. Are there penalties for non-compliance?

Some, but not all, laws issue fines for failure to display posters effectively. As of January 2025, the maximum OSHA posting violation penalty is $16,131, and employers face a $680 fine if they do not post the EOOC’s “Know Your Rights: Workplace Discrimination is Illegal” notice.

Failing to post state-mandated signage may also come with a fee. In California, for example, employers that don’t exhibit the CAL/OSHA notice, “Safety and Health Protection on the Job,” may face a fine of up to $1,000 per violation.

Disclaimer: This is not an exhaustive list of employment laws. Please refer to your regional and industry-specific legal guidelines or consult your legal counsel for detailed information.

ExtensisHR: Your partner for labor law posters and beyond

As a small or midsized business (SMB) leader, you’re likely juggling multiple responsibilities, from competing for top talent to strategically supporting the organization’s growth. While compliance is important to you, maintaining updated labor law posters is one task that may inadvertently slip through the cracks.

ExtensisHR understands, and we’re here to help. To support our customers in remaining compliant, we partner with LaborLawCenter to mail new federal and state posters directly to your physical locations as they are updated. Additionally, electronic versions are available through our HRCloud platform, making it easy to share information with all employees, especially those working remotely.

Labor law posters are just one part of our extensive HR solution. We also specialize in helping SMBs with:

• Risk and compliance: In addition to poster management, we assist with workplace safety, state unemployment insurance, workers’ compensation, and more.
• Employee benefits: Access to Fortune 500-level plans, plus administration and management services.
• Recruiting: From creating job advertisements to assisting with interviews, this offering is included in our PEO package at no extra cost.

By partnering with a PEO like ExtensisHR, you can avoid unnecessary risk and ensure your workforce has access to the rights and protections they deserve. And with a complete team of HR experts acting as an extension of your team, you’ll stay informed, competitive, and focused on growing your business.

Looking for some help maintaining your company’s labor law posters? Learn more about ExtensisHR’s PEO solution, or contact us today to start a conversation.