Labor Law Posters

Our US-made labor law posters include all mandatory federal and state employment notices to help keep you in compliance.

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About our Labor Law Posters:

  • Our US-made posters include all mandatory federal and state labor / employment notices for private industry and most governmental entities.
  • All are reviewed by a licensed attorney. We've done the research so you can buy with confidence.
  • These posters help you maintain compliance with state and federal posting requirements.
  • All are printed on bright white, 8 mil coated paper with a clear protective laminate.
  • Learn more about our poster construction.


Labor Law Information:

Federal Posting Requirements

Generally, federal workplace posters must be displayed or posted in conspicuous places where they are easily visible to all employees. The FMLA, EEO, and EPPA posters are also required to be placed where they can be seen by applicants for employment. Failure to post required federal notices may result civil money penalties, contract actions or legal sanctions, depending on the notice. With a few exceptions (FMLA, MSPA and Executive Order 13496), regulations do not require posting of notices in Spanish or other languages.

Posting requirements vary by statute. Since not all employers are covered by each statute, some employers may not be required to post a specific notice. For example, some small businesses may not be covered by the Family and Medical Leave Act and would not be subject to the Act's posting requirements. You may wish to consult with legal counsel regarding posting requirements for your business.

State Employment Notices

Most states also have employment notice posting regulations. ComplianceSigns.com has researched the specific notices required for each state. Some states, including New York and Texas, require different posters depending on the employer's worker's compensation coverage or some other status. We have created separate posters to meet these unique requirements, as well. Some local governments may dictate additional notices. Check local laws.

State Compliance Links:

  • State Labor Offices - List of all states and their labor office contact information.
  • State Occupational Safety and Health Plans - Links to states with Occupational Safety and Health (OSH) plans. Includes a state plan directory of contact information.
  • Selected State Labor Laws - A comparison of federal and state laws regarding the Family and Medical Leave Act (FMLA), a list of links to tables comparing various state laws relative to the Fair Labor Standards Act (FLSA), including minimum wage and overtime rules, and links to state labor associations.

Federal Laws and Regulations:

  • Fair Labor Standards Act (FLSA) - Establishes minimum wages, overtime pay, record keeping and child labor standards for private sector and government workers. The FLSA is administered and enforced by the Wage and Hour Division.
  • Family and Medical Leave Act (FMLA) - Provides an entitlement of up to 12 weeks of job-protected, unpaid leave during any 12-month period to eligible, covered employees for the following reasons: 1) birth and care of the eligible employee's child, or placement for adoption or foster care of a child with the employee; 2) care of an immediate family member (spouse, child, parent) who has a serious health condition; or 3) when the employee is unable to work due to his or her own serious health condition. The FMLA is administered and enforced by the Wage and Hour Division.
  • Occupational Safety and Health (OSH) Act - Requires employers to comply with occupational safety and health standards issued by the Occupational Safety and Health Administration (OSHA) and to provide employees with a workplace that is free from recognized hazards that are causing or likely to cause death or serious physical harm. The OSH Act is administered and enforced by OSHA.
  • Migrant and Seasonal Agriculture Worker Protection Act (MSPA) - Requires farm labor contractors, agricultural employers, and agricultural associations who recruit, solicit, hire, employ, furnish, transport, or house agricultural workers, as well as providers of migrant housing, to meet certain minimum requirements in their dealings with migrant and seasonal agricultural workers. The MSPA is administered and enforced by the Wage and Hour Division.
  • Employee Polygraph Protection Act (EPPA) - Prohibits most private employers from using lie detector tests, either for pre-employment screening or during the course of employment. The EPPA is administered and enforced by the Wage and Hour Division.
  • Executive Order 11246 (Equal Employment Opportunity) - Prohibits certain Federal contractors and subcontractors from discriminating in employment decisions on the basis of race, color, religion, sex, sexual orientation, gender identity, or national origin. This E.O. applies to Federal contractors and subcontractors and to Federally assisted construction contractors and subcontractors, who do over $10,000 in government business in one year. Additionally, Executive Order 11246 prohibits federal contractors and subcontractors from, under certain circumstances, taking adverse employment actions against applicants and employees for asking about, discussing, or sharing information about their pay or the pay of their co-workers. The Executive Order also requires covered government contractors to take affirmative action to insure that equal opportunity is provided in all aspects of employment. Executive Order 11246 is administered and enforced by the Office of Federal Contract Compliance Programs.
  • Davis-Bacon and Related Acts (DBRA) - Requires that all contractors and subcontractors performing work on federal or District of Columbia construction contracts in excess of $2,000, or on federally assisted contracts, pay their laborers and mechanics not less than the prevailing wage rates and fringe benefits. The DBRA is administered and enforced by the Wage and Hour Division.
  • McNamara-O'Hara Service Contract Act (SCA) - Requires contractors and subcontractors performing services on federal or District of Columbia contracts in excess of $2,500 to pay service employees in various classes no less than the wage rates and fringe benefits found prevailing in the locality or the rates (including prospective increases) contained in a predecessor contractor's collective bargaining agreement. The wage and hour requirements of the SCA are administered and enforced by the Wage and Hour Division.
  • Walsh-Healey Public Contracts Act (PCA) - Requires covered contractors to pay employees on federal supply contracts not less than the federal minimum wage for all hours worked and time and one half their regular rate of pay for all hours worked over 40 in a workweek. The wage and hour requirements of the PCA are administered and enforced by the Wage and Hour Division.
  • The Uniformed Services Employment and Reemployment Rights Act (USERRA) - Requires employers to provide to employees notice of their rights, benefits, and obligations under USERRA. Employers may provide the required notice by distributing it or posting it where employee notices are customarily placed. USERRA is administered by the Veterans Employment and Training Service (VETS).