Federal Labor Law Posters

Employers are required to display both state and federal labor and employment posters. This means that employers must post certain notices in their workplaces so employees have access to information about the applicable labor laws. These posters, also known as workplace posters, can be downloaded for free from our website.


Posting Requirements

The type of posters you are required to post will be determined by:

  • The nature of your business
  • The number of employees
  • The primary language spoken by your employees
  • Whether you employ people with disabilities
  • Whether you employ minors

All notices must be posted in a conspicuous place so that they can be seen and read by employees. Failure to post notices can result in stiff penalties and possible fines.

Some states require certain posters to be displayed no matter what type of employer you are. Please pay attention to your specific state's requirements in regard to which federal posters to display.

Sometimes the required posters can be printed in two 11 x 8.5 inch landscape pages. If your printer is unable to print the required 11 x 17 inch poster, you can print the two pages and tape or paste them together to form the 11 x 17 inch poster. You can also use a commercial printer in your local area to print the required posters. 

Find the Right Poster for You

The posters we provide are organized into five sections:

Mandatory for All Employers

OSHA - Job Safety & Health Protection: It's the Law

The "Job Safety and Health: It’s the Law" Poster informs workers of their rights under the Occupational Safety and Health Act. Employers in states operating OSHA-approved state plans should obtain and post the state’s equivalent poster.

The poster must be posted in a conspicuous area on the employer's premises where employees can readily see it.

Required for: All Employers.

[English] [Spanish] [Polish] [Portuguese]

OSHA Form 300 - Injury Log

"OSHA Form 300" is a log maintaining records of job-related injuries and illnesses. This information helps employers, workers, and OSHA evaluate the safety of a workplace, understand industry hazards, and implement worker protections to reduce and eliminate hazards–preventing future workplace injuries and illnesses.

The records must be maintained at the worksite for at least five years. Each February through April, employers must post a summary of the injuries and illnesses recorded the previous year. Also, if requested, copies of the records must be provided to current and former employees, or their representatives.

Required for: Every employer covered by the Occupational Safety and Health Administration (OSHA) who has more than 10 employees, except for employers in certain low-hazard industries in the retail, finance, insurance, real estate, and service sectors, must maintain specific records of job-related injuries and illnesses.

[English]

USERRA - Uniformed Services Employment and Reemployment Rights Act

Employers are required to provide to persons entitled to the rights and benefits under the Uniformed Services Employment and Reemployment Rights Act (USERRA), a notice of the rights, benefits, and obligations of such persons and such employers under USERRA. 

Employers may provide the notice, "Your Rights Under USERRA", by posting it where employee notices are customarily placed. However, employers are free to provide the notice to employees in other ways that will minimize costs if the full text of the notice is provided (e.g., by handing or mailing out the notice, or distributing the notice via electronic mail).

Required for: All Employers.

[English]

Employee Polygraph Protection Act

The "Employee Polygraph Protection Act" (EPPA) generally prevents private sector employers from using lie detector tests, either for pre-employment screening or during the course of employment, with certain exceptions. Employers generally may not require or request any employee or job applicant to take a lie detector test, or discharge, discipline, or discriminate against an employee or job applicant for refusing to take a test.

EPPA excludes federal, state, and local government agencies from the Act's coverage, with respect to public employees. Lie detector tests may also be administered by the Federal Government to employees of Federal contractors engaged in national security intelligence or counterintelligence functions.  

The poster must be posted in a conspicuous area on the employer's premises where employees and applicants for employment can readily see it.

Required for: All Employers.

[English] [Spanish]

Employee Rights Under the Fair Labor Standards Act

The "Employee Rights Under the Fair Labor Standards" Poster establishes minimum wage, overtime pay, recordkeeping, and youth employment standards affecting full-time and part-time workers in the private sector and in federal, state, and local governments. The FLSA requires employers to pay covered nonexempt employees a minimum wage of not less than $7.25 per hour.

The poster must be posted in a conspicuous area on the employer's premises where employees can readily see it.

Required for: All Employers.

Large Posters: [English] [Spanish] [Chinese] [Russian] [Thai] [Hmong] [Vietnamese] [Korean] [Polish]

Small Posters: [English] [Spanish

The Truic Flame Logo

Recommended: Learn about sales tax for small businesses or read our LLC Tax Guide

Mandatory for Some Employers

Notice to Workers with Disabilities/Special Minimum Wage

The "Employee Rights for Workers with Disabilities Paid at Subminimum Wages" is a required poster for employers with workers employed under special minimum wage certificates authorized by Section 14(c) of the Fair Labor Standards Act, the McNamara-O’Hara Service Contract Act, and/or the Walsh-Healey Public Contracts Act. The poster explains the conditions under which special minimum wages may be paid.

The poster must be posted in a conspicuous area on the employer's premises where employees and the parents or guardians of workers with disabilities can readily see it.

Required for: Employers of people with disabilities.

[English] [Spanish]

State and Local Governments Under the Fair Labor Standards Act

Employee rights pertaining to "State and Local Governments Under the FLSA" include overtime pay and compensatory time, while there are exemptions for certain types of workers. This poster also describes the minimum age for employment and how this act is enforced.

The poster must be posted in a conspicuous area on the employer's premises where employees can readily see it.

Required for: State and Local Government Employers.

[English]

Family and Medical Leave Act

The "Family and Medical Leave Act" entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.

The poster must be posted in a conspicuous area on the employer's premises where employees and applicants for employment can readily see it. It may also be posted electronically if all other requirements have been met, but the electronic posting can not replace the physical posters. 

Required for: Public agencies (including state, local, and federal employers), public and private elementary and secondary schools, as well as private sector employers who employ 50 or more employees in 20 or more workweeks and who are engaged in commerce or in any industry or activity affecting commerce, including joint employers and successors of covered employers.

[English] [Spanish]

Employee Rights Under the H-2B Program

The Immigration and Nationality Act (INA) allows for the employment of temporary, non-immigrant workers in nonagricultural labor or services (H-2B workers). The "Employee Rights Under the H-2B" Poster presents information about disclosure, wages, transportation, visa expenses, and additional provisions for employment. 

The employer must post a poster in English detailing workers’ rights and protections under the H-2B program in a conspicuous location at each worksite. In addition, the employer must post additional posters if a significant portion of workers is not fluent in English and DOL provides the poster translated into that language.

Required for: Non-Agricultural employers hiring foreign workers.

[English] [Spanish]

This Organization Participates in E-Verify

The “This Organization Participates in E-Verify” Poster informs employees that this employer will provide the federal government with employees’ Form I-9 information to confirm that they are authorized to work in the U.S. 

This notice must be posted in a conspicuous area on the employer’s premises where employees can readily see it.

Required for: All Employers who participate in E-Verify.

[English/Spanish]

If You Have the Right to Work Don’t Let Anyone Take it Away

The “If You Have the Right to Work Don’t Let Anyone Take it Away” Poster from the Department of Justice informs employees that if they have the skills, experience, and legal right to work, their citizenship or immigration status shouldn’t merit discrimination in the workplace. This poster also provides contact information for the Immigrant and Employee Rights Section (IER).  

This notice must be posted in a conspicuous area on the employer’s premises where employees can readily see it.

Required for: All Employers who participate in E-Verify.

[English] [Spanish]

American Samoa Federal Minimum Wage

The "American Samoa Federal Minimum Wage" Poster provides information on provisions of the Fair Labor Standards Act (FLSA) under effect in the U.S. territory of American Samoa. The poster includes information about the previous and current federal minimum wage rates organized by industry, overtime pay, child labor, tip credit, nursing mothers, and how the FLSA is enforced. 

This poster must be posted in every establishment where a covered employee works, so they can readily see it.

Required for: Employers with employees in American Samoa.

[English]

The Commonwealth of the Northern Mariana Islands

The "Commonwealth of the Northern Mariana Islands Minimum Wage" Poster provides information on provisions of the Fair Labor Standards Act (FLSA) under effect in the U.S. territory of the Commonwealth of the Northern Mariana Islands (CNMI). The poster includes information about the current federal minimum wage rate for the commonwealth, overtime pay, child labor, tip credit, nursing mothers, and how the FLSA is enforced.

The poster must be posted in a conspicuous area on the employer's premises where employees can readily see it.

Required for: Employers with employees in the Commonwealth of the Northern Mariana Islands.

[English]

Every business needs state-specific labor law posters

Mandatory for Federal Contractors and Subcontractors

Equal Employment Opportunity is the Law

Executive Order 11246 (E.O. 11246), also known as the "Equal Employment Opportunity is the Law" Poster, 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. Additionally, it protects applicants and employees from discriminatory discipline, including firing, for asking about, discussing, or disclosing their pay or the pay of their co-workers. E.O. 11246 also requires covered government contractors to take affirmative action to ensure that equal opportunity is provided in all aspects of employment.

Post copies of the poster, supplement, and provision in conspicuous places available to employees, applicants for employment, and send to representatives of labor organizations with which there is a collective bargaining agreement.

Required for: Entities holding federal contracts or subcontracts or federally assisted construction contracts of $10,000 or more; financial institutions that are issuing and paying agents for U.S. savings bonds and savings notes; depositories of federal funds or entities having government bills of lading.

[English] [Spanish] [Chinese] [Arabic]

Employee Rights Under the Davis-Bacon and Related Acts

The "Employee Rights Under the Davis-Bacon and Related Acts" Poster states 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. In addition to the Davis-Bacon Act, Congress has added Davis-Bacon prevailing wage provisions to numerous laws – “related Acts” – under which federal agencies fund or assist construction projects through grants, loans, loan guarantees, and insurance. 

Federal contractors and subcontractors are required to post the prescribed employee notice conspicuously in plants and offices where employees covered by the NLRA perform contract-related activity, including all places where notices to employees are customarily posted both physically and electronically.

Required for: Federal Contractors.

[English] [Spanish]

Employee Rights on Government Contracts Under the Service Contract Act

The "Employee Rights on Government Contracts Under the Service Contract Act" Notice 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. 

Every employer performing work covered by the SCA is required to provide each employee a notice of the compensation due them under the wage and fringe benefits provisions of the SCA and to deliver or post to the employees the “Employee Rights on Government Contracts” notice (including any applicable wage determination). 

Required for: Federal Contractors and Subcontractors.

[English] [Spanish]

Notification of Employee Rights Under Federal Labor Laws

The "Notification of Employee Rights Under Federal Labor Laws" Notice, prescribed in the Department of Labor's regulations, informs employees of federal contractors and subcontractors of their rights under the NLRA to organize and bargain collectively with their employers and to engage in other protected activity. Additionally, the notice provides examples of illegal conduct by employers and unions, and it provides contact information to the National Labor Relations Board (www.nlrb.gov), the agency responsible for enforcing the NLRA.

Federal contractors and subcontractors are required to post the prescribed employee notice conspicuously in plants and offices where employees covered by the NLRA perform contract-related activity, including all places where notices to employees are customarily posted both physically and electronically.

Required for: Federal Contractors and Subcontractors.

One 11" x 17" Page: [English] [Spanish] [Mandarin Chinese] [Hmong] [Laotian] [Vietnamese]

Two 11" x 8.5" Pages: [English] [Spanish] [Mandarin Chinese] [Hmong] [Laotian] [Vietnamese]

Employee Rights Under the NLRA

The "Employee Rights Under the National Labor Relations Act" Notice informs employees about their rights under the NLRA to form, join, and assist a union and to bargain collectively with their employer; provides examples of unlawful employer and union conduct that interferes with those rights; and indicates how employees can contact the National Labor Relations Board, the federal agency that enforces those rights, with questions or to file complaints. The rules require covered Federal contractors and subcontractors to post the notice whether or not they have unionized employees.

Contractors and subcontractors must post the notice conspicuously in and around their establishments, worksites, and offices where notices are usually posted so that it is prominent and readily seen by employees who are covered by the NLRA and who are directly or indirectly engaged in contract-related activities. 

Additionally, contractors and subcontractors who post notices to employees electronically must also post the required notice electronically via a link to the OLMS’ website. When posting electronically, the link to the notice must be placed where the contractor customarily places other electronic notices to employees about their jobs. The link must read, “Important Notice about Employee Rights to Organize and Bargain Collectively with Their Employers.” The link can be no less prominent than other employee notices. Electronic posting cannot be used as a substitute for physical posting.

Required for: Federal contractors that hold prime contracts that meet or exceed the simplified acquisition threshold (currently $100,000), and subcontracts that are associated with covered prime contracts valued at $10,000 or more.

[English]

Federal Minimum Wage for Contractors

On September 19, 2019, the Department of Labor published a "Federal Minimum Wage for Contractors" Notice in the Federal Register to announce that, beginning January 1, 2020, the minimum wage is increased to $10.80 per hour. This Executive Order minimum wage rate generally must be paid to workers performing work on or in connection with covered contracts. Additionally, beginning January 1, 2019, tipped employees performing work on or in connection with covered contracts generally must be paid a minimum cash wage of $7.55 per hour.

The poster must be either posted in a conspicuous area on the employer's premises where employees can readily see it or posted electronically.

Required for parties with the following kinds of federal government contracts:

  • Procurement contracts for construction covered by the Davis-Bacon Act (DBA) that exceed $2,000;
  • Service contracts covered by the Service Contracts Act (SCA) that exceed $2,500;
  • Concessions contracts; and
  • Contracts in connection with federal property or lands and related to offering services for federal employees, their dependents, or the general public. 

[English]

Paid Sick Leave for Contractors

Executive Order 13706, also known as the "Paid Sick Leave for Contractors" Notice, was signed on September 7, 2015, and requires parties that enter into covered contracts with the federal government to provide covered employees with up to seven days of paid sick leave annually, including paid leave allowing for family care. The final rule describes the categories of contracts and employees covered by the Executive Order; the rules and restrictions regarding the accrual and use of paid sick leave; the obligations of contracting agencies, the Department of Labor, and covered Federal contractors under the Order; and the remedies and enforcement procedures to implement the Order’s requirements.

The poster must be posted in a conspicuous area on the employer's premises where employees can readily see it.

Required for parties with the following kinds of federal government contracts:

  • Procurement contracts for construction covered by the Davis-Bacon Act (DBA);
  • Service contracts covered by the McNamara-O'Hara Service Contract Act (SCA);
  • Concessions contracts; and
  • Contracts in connection with federal property or lands and related to offering services for federal employees, their dependents, or the general public.

[English]

Pay Transparency Nondiscrimination Provision

Every employer covered by Executive Order 11246, as amended, is required to post the "Pay Transparency Nondiscrimination Provision" and include it in employee manuals and handbooks. The provision provides applicants and employees notice that the employer will not discriminate against them for inquiring about, discussing or disclosing their pay or, in certain circumstances, the pay of their co‐workers.

Employers covered by Executive Order 11246, as amended, are also required to include the Pay Transparency Nondiscrimination Provision in employee manuals and handbooks. Posting may be accomplished electronically or by posting a copy of the provision in conspicuous places available for employees and applicants.

Required for: Entities holding federal contracts or subcontracts (or federally assisted construction contracts or subcontracts) exceeding $10,000.

[English]

Displaced Employee Rights on Successor Contracts

The "Displaced Employee Rights on Successor Contracts" Poster outlines the fact that all contractors and subcontractors awarded a federal service contract to provide the same or similar services at the same location must, in most circumstances, offer employment to the predecessor contractor’s employees in positions for which they are qualified.

The poster must be posted in a conspicuous area on the employer's premises where employees can readily see it.

Required for: Federal contractors and subcontractors with a successor contract.

[English]

Mandatory for Agricultural Employers

Migrant and Seasonal Agricultural Worker Protection Act

The notice for the "Migrant and Seasonal Agricultural Worker Protection Act" 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 poster must be posted in a conspicuous area on the employer's premises where employees can readily see it.

Required for: Agricultural employers, agricultural associations, and farm labor contractors.

[English/Spanish] [English/Haitian Creole] [English/Vietnamese] [English/Hmong]

Agriculture Under the Fair Labor Standards Act

The "Agriculture Under the FLSA" Poster describes the federal minimum wage and who that applies to when working as an agricultural employee. It also describes child labor laws in this area and how this act is enforced. 

The poster must be posted in a conspicuous area on the employer's premises where employees can readily see it.

Required for: Agricultural employers, agricultural associations and farm labor contractors.

[English] [Spanish]

Employee Rights Under the H-2A Program

The "Employee Rights Under the H-2A Program" Poster describes information about wages, housing, transportation, and other provisions that should be provided for these temporary workers. The Immigration and Nationality Act (INA) includes provisions addressing employment eligibility, employment verification, and nondiscrimination. These provisions apply to all employers in the U.S. One of the provisions of the INA covers agricultural employers seeking to hire temporary (nonimmigrant) agricultural workers in temporary or seasonal jobs under H-2A visas.

The poster must be posted in a conspicuous area on the employer's premises where employees can readily see it.

Required for: Agricultural employers, agricultural associations, and farm labor contractors.

[English] [Spanish] [Haitian]

Recommended Posters

Union Members: Know Your Rights

The Labor-Management Reporting and Disclosure Act guarantees certain rights to union members and imposes certain responsibilities on union officers to ensure union democracy, financial integrity, and transparency. The "Union Members: Know Your Rights" Poster, provided by the DOL's Management Standards, provides a summary of these rights and responsibilities.

The poster must be posted in a conspicuous area on the employer's premises where employees can readily see it.

Union representatives or officers would be responsible for keeping union members updated about union issues and rights. No employers are required by law to display this poster, but businesses with government contracts are required to allow union signs on company property if asked. 

[English] [Spanish]

IRS Withholding Notice

Publication 213, the "IRS Withholding Notice", is a bulletin board poster advising workers to consider whether they need to file a new Form W-4 with their employer, including options that would affect that decision like marriage or divorce, change of name, gain or loss of a dependent, or changes to income. 

All Employers have the option to post this notice, but it is not required.

[English]