The Federal Posters Every Employer Needs, and Where to Get Them Free

Workplace posters seem like the simplest part of employment law. Hang them on a wall and forget them. In practice, many employers display outdated versions, miss required notices or pay companies for posters the government provides for free. Failing to post certain notices can also lead to penalties or extend the time employees have to file claims.

The core federal notices

Which posters an employer needs depends on its size, industry and whether it holds federal contracts. Most private employers must display at least the following.

The Fair Labor Standards Act minimum wage poster explains federal minimum wage, overtime and child labor rules. It applies to employers covered by the FLSA, which includes most private businesses.

The OSHA poster, titled Job Safety and Health It's the Law, informs workers of their rights to a safe workplace and how to file complaints. Most private employers must display it.

The Know Your Rights poster from the Equal Employment Opportunity Commission explains protections against discrimination and harassment. It applies to employers with 15 or more employees, and to some smaller employers under certain laws.

The Family and Medical Leave Act notice is required for employers covered by the FMLA, generally those with 50 or more employees. We explain FMLA coverage in our FMLA guide.

The Employee Polygraph Protection Act notice must be displayed by most private employers. The Uniformed Services Employment and Reemployment Rights Act notice, which covers the rights of service members, must be provided to employees by all employers, and posting it is a common way to meet that requirement.

Federal contractors have additional obligations, and some industries, such as agriculture and transportation, have their own notices.

Where and how to post

Notices must be displayed in a conspicuous place where employees and, for some notices, applicants can see them. Break rooms, time clock areas and hiring offices are common locations. Employers with multiple sites must post at each location.

Applicants deserve attention too. Some notices, including the EEOC poster, must be available to job applicants. Employers that hire online should link to required notices from their careers page or application system so candidates can see them before applying.

Some notices must be posted in languages other than English when a significant portion of the workforce is not proficient in English.

Posters should be easy to read. A notice hidden behind a door, covered by schedules or faded beyond recognition may not meet the requirement. Investigators visiting a worksite often check the poster board first.

Remote and hybrid work has complicated posting. The Labor Department has issued guidance that electronic posting may satisfy some requirements, especially when employees work exclusively remotely and customarily receive information from the employer electronically. Many employers post notices on an intranet or HR portal and supplement physical posters at worksites.

State and local posters

States and some cities require their own notices on topics like state minimum wage, unemployment insurance, workers' compensation and anti-discrimination laws. Kentucky employers should check the Kentucky Labor Cabinet's requirements alongside federal ones. Our guide to Kentucky wage and hour law covers related state rules.

Beware of poster scams

Some companies send official-looking letters warning employers that they must buy updated posters or face fines. Federal agencies provide their required posters free of charge on their websites. While some employers choose to buy consolidated posters for convenience, there is no requirement to purchase them from a private vendor.

Keeping posters current

Posters are updated when laws or agency contact information change. The EEOC revised its Know Your Rights poster in recent years, and employers should confirm they are displaying current versions. Set a reminder to check agency websites at least once a year.

Assign responsibility. In many organizations, posting falls between HR, facilities and site managers, and no one checks. Naming one person at each location to confirm posters are current, visible and complete prevents gaps.

Keep a simple record of which notices are posted where and when they were last updated. If a question arises during an inspection or lawsuit, that record shows the employer took its obligations seriously.

Compliance with posting rules is a small task, but it reflects an employer's broader approach to compliance. Investigators who see outdated or missing notices may look more closely at other practices. Our explainer on the federal overtime threshold covers another rule that investigators often check.