According to labor laws, employers in the United States must display labor law posters in areas that are easily accessible for employees. This includes federal, state, and local legislation about employee rights at work. Every year, hundreds of businesses get fined or sued because they either forgot or ignored the display of posters. They didn’t think it was important. Keeping the labor law posters current and compliant may seem like a minor detail, however, it is something to do regularly as part of being legally compliant and checking for employee safety in your business.
The Significance of Labor Law Posters
The labor law posters that employers are required to post are based on real federal laws, enforced by the U.S. Department of Labor (DOL), the Equal Employment Opportunity Commission (EEOC), and the Occupational Safety and Health Administration (OSHA). All of these authorities want to ensure that employees have notice of their rights to fair payment, safety, time off from work, and freedom from discrimination.
Not posting them can violate major laws, like:
- Title VII of the Civil Rights Act of 1964 – protects against discrimination.
- Fair Labor Standards Act (FLSA) – covers minimum wage and overtime.
- Family and Medical Leave Act (FMLA) – outlines leave rights.
- Occupational Safety and Health Act (OSHA) – ensures safe workplaces.
Each law carries its own set of fines and potential lawsuits. Some cases even suggest that skipping these postings can appear as intentional disregard for the law.
Understanding What’s Required
Federal Posting Requirements
Every employer must post at least six key federal labor law posters:
- EEOC “Know Your Rights” Poster – explains protection under laws like the ADA and the Equal Pay Act.
- OSHA “Job Safety and Health: It’s the Law” Poster – covers safety obligations.
- FLSA Federal Minimum Wage Poster – lists pay and overtime rules.
- FMLA Poster – explains employee and employer responsibilities.
- EPPA Poster – limits polygraph testing.
- USERRA Poster – protects military service members.
State and Local Requirements
Each state, and often cities or counties, adds more posters. For instance:
- California – Paid sick leave, wage orders, discrimination rules.
- New York – Minimum wage and harassment prevention.
- Texas – Payday laws and child labor postings.
A company with offices in multiple states needs to meet every location’s specific posting rules. It’s surprisingly easy to miss one.
The Cost of Non-Compliance
Escalating Federal Penalties in 2025
The penalties for missing posters have climbed quickly. As of 2025, fines may reach:
- $698 – Missing EEOC poster
- $216 – Missing FMLA poster
- $16,550 – Missing OSHA poster
- $26,262 – Missing EPPA poster
Altogether, a single site could face over $43,000 in fines. For larger companies, that can multiply fast.
Legal Consequences Beyond Fines
- Extended Deadlines for Claims: When posters aren’t displayed, courts have ruled that workers may file claims long after normal deadlines. So, a dispute that seemed long settled could resurface years later.
- Bad Faith Findings: Failing to post required notices might look like the employer acted in bad faith. That impression can raise damages or even double penalties in court.
How to Stay Fully Compliant
Step 1: Identify What You Need
List every location your business operates and confirm the required federal, state, and local posters. Reliable sources include:
- Employer.gov
- EEOC.gov
- OSHA.gov
- Your state labor department’s website
Step 2: Get Free Government Posters
Most official posters are free online. It’s tempting to buy from third-party vendors, but that’s usually unnecessary. Download, print, or order them directly from official agencies.
Step 3: Display Posters Clearly
Post them where employees actually look:
- Break rooms or near time clocks
- Main hallways
- Bulletin boards near entryways
Avoid hidden spots like locked offices or restrooms. The goal is easy visibility.
Step 4: Adapt for Remote and Hybrid Teams
The DOL allows electronic posting for remote workers if they’re notified and can easily access them. Hybrid teams need both physical and digital versions. A remote worker in another state may also need that state’s posters, so it’s worth double-checking.
Step 5: Keep Everything Updated
Labor laws change often. Agencies quietly update posters to reflect new rules or penalties. To stay current:
- Subscribe to your state labor department’s updates.
- Review your posters every few months.
- Replace outdated versions right away.
Step 6: Track Compliance Internally
Appoint someone in HR or management to handle poster updates. Keep a simple spreadsheet tracking version numbers, dates, and locations. Quarterly audits may seem overkill, but they can prevent costly oversights.
Common Mistakes to Avoid
- Using old posters that are out of date.
- Forgetting about city or county posting rules.
- Ignoring remote workers.
- Assuming vendors are always accurate.
Each of these mistakes can lead to fines or claims that could have been easily avoided.
The Real Benefits of Compliance
Besides avoiding fines, keeping posters updated shows employees that their rights matter. It also builds legal credibility and can improve workplace trust. From a legal standpoint, it’s evidence of good faith, something courts tend to appreciate.
Conclusion
It’s easy to be in compliance with labor law poster requirements- just make sure your posters are up-to-date and visible to employees! It’s a common thing to forget, but it’s an easy fix. The posters are provided at no charge by government agencies and they all have ways of noticing when a regular update is required. A quick 5 minutes to check on your posters can save you a headache down the road if you were to receive a hefty fine or a lawsuit.
