If you are having a business in the United States, even if you only have one employee, federal labor law posters are not optional. They are a legal requirement that is required for informing workers of their rights under federal law. Many employers get confused because the rules change when posters get updated, or because of the remote workers, which complicate compliance.
This article breaks down exactly which federal labor law posters are mandatory right now, who must post them, where they must be displayed, and what you need to know to stay compliant in 2026.
Why Federal Labor Law Posters Matter
Federal labor law posters exist to protect employees and educate them about workplace rights such as minimum wage, family leave, workplace safety, and protection from discrimination. Failing to post required notices can result in fines, penalties, and increased liability if a dispute arises.
Posters must be:
- Easily visible to employees
- Placed in a common area (break room, near time clocks, or employee entrances)
- Current and up to date
For remote workers, electronic posting may be allowed in certain cases, but physical posters are still required for on-site employees.
Mandatory Federal Labor Law Posters (Current Requirements)
Below are the federal posters most U.S. employers are required to display, depending on business size and activities.
Minimum Wage Poster
Who must post it: Almost all employers covered by the Fair Labor Standards Act
This poster explains federal minimum wage, overtime pay, recordkeeping, and youth employment standards. It applies to full-time, part-time, and temporary employees.
If your business is involved in interstate commerce (which most are), this poster is required.
Family and Medical Leave Act (FMLA) Poster
Who must post it: Employers with 50 or more employees
The FMLA poster explains employees’ rights to unpaid, job-protected leave for qualifying medical and family reasons. It covers:
- Birth or adoption of a child
- Serious health conditions
- Care for a family member
Even if no employees are currently eligible, covered employers must still display the poster.
Occupational Safety and Health Act (OSHA) – Job Safety and Health Poster
Who must post it: Most private-sector employers
This poster outlines workers’ rights to a safe workplace and explains how to file a complaint with OSHA. It must be displayed where employees can see it regularly.
Some industries are partially exempt, but most employers must comply.
Employee Polygraph Protection Act (EPPA) Poster
Who must post it: Most private employers
This poster informs employees that most employers may not use lie detector tests for hiring or during employment. It also outlines employee rights and enforcement procedures.
Certain employers, such as security firms and government agencies, may have exemptions.
Equal Employment Opportunity (EEO) Poster
Who must post it: Employers covered by federal anti-discrimination laws
The EEO poster explains protections against discrimination based on:
- Race
- Color
- Religion
- Sex (including pregnancy and sexual orientation)
- National origin
- Age
- Disability
- Genetic information
This notice applies to employers with 15 or more employees (20 for age discrimination laws).
Uniformed Services Employment and Reemployment Rights Act (USERRA) Poster
Who must post it: All employers
USERRA protects employees who serve in the military or uniformed services. It explains reemployment rights, benefits protection, and freedom from discrimination based on military service.
This poster is required regardless of business size.
Federal Contractor-Specific Posters (If Applicable)
If your business has federal contracts or subcontracts, additional posters may be required, including:
Pay Transparency Nondiscrimination Provision
Required for federal contractors, this poster explains employees’ rights to discuss compensation without retaliation.
“EEO Is the Law” Supplement
Federal contractors must display this supplement in addition to the standard EEO poster.
Digital Posting and Remote Workers
With remote and hybrid work now common, many employers ask whether physical posters are still required.
In most cases:
- Physical posters are required for on-site employees
- Electronic posting is allowed for remote-only workers if it is easily accessible
- Digital notices should be prominently displayed on internal websites or employee portals
Employers with both remote and in-person workers often need both physical and digital versions.
Where Federal Posters Must Be Displayed
Posters must be placed in a location where employees regularly pass and can easily read them. Common locations include:
- Break rooms
- Near the time clocks
- Employee entrances
- Shared bulletin boards
Posters hidden in offices or stored in binders do not meet compliance standards.
Penalties for Not Posting Required Notices
Failure to display required labor law posters can result in:
- Fines and civil penalties
- Increased liability in employee disputes
- Violations discovered during audits or inspections
Penalties vary by law, but some fines can reach thousands of dollars per violation.
Don’t Forget State and Local Posters
Federal posters are only part of the picture. Most states, and many cities, have their own labor law posting requirements covering:
- State minimum wage
- Paid sick leave
- Workers’ compensation
- State anti-discrimination laws
Employers must comply with federal, state, and local posting rules.
Final Thoughts
Staying compliant with the federal labor law poster requirements is not that complicated; what it requires is attention whenever there are changes in laws, updates for posters, and an increase in enforcement.
One of the best practices that every employer should do is to review their posters at least once a year and whenever major labor law changes occur. Keeping current, visible, and accurate postings protects your business and makes sure that its employees understand their rights or you can subscribe to any compliance service.
If you are unsure whether your posters are up to date, it is better to review them now, as it can save time, money, and stress later.
