Federal Labor Law Posting Compliance Guide
Employers in the U.S. are required to display a variety of federal labor law postings, issued by a variety of agencies. What topics do they cover? What are the posting requirements?
GovDocs has assembled an informational guide with a list of federal postings required for most U.S. employers (including the 2023 federal labor law poster updates).
The Federal Labor Law Posting Guide is ideal for human resources and compliance professionals in all industries who want to easily understand federal posters and their requirements. (Updated October 2024.)

(OSHA) Job Safety and Health It’s the Law!
What?
This Occupational Safety and Health Administration poster lists both employee and employer rights regarding workplace safety. This poster basically states that a worker has a right to a hazard free workplace. It lists the OSHA phone number to call for information or to register a complaint.
Who?
Required for all employers in the U.S. unless the employer’s workplace is located in a state that operates an OSHA-approved state plan.
Posting and Notice Requirements
- Employers must display the poster in a conspicuous place where workers can see it
- OSHA requires that reproductions or facsimiles of the poster be at least 8.5 x 14 inches with 10-point type body and 32-point type heading

Fair Labor Standards Act (FLSA)
What?
This poster reflects the minimum wages, overtime pay and child labor standards under the Fair Labor Standards Act (FLSA).
Who?
Every private, federal, state and local government employer employing any employee subject to the Fair Labor Standards Act, 29 USC 211, 29 CFR 516.4 posting of notices.
Needed on projects where Davis-Bacon rates do not apply per 29 USC Chapter 8; 29 CFR 516.4 posting of notices.
Posting and Notice Requirements
- Must be displayed in a conspicuous place in all of their establishments so as to permit employees to access and read it
- Available in Spanish, Chinese, and other languages, but there is no language requirement other than English
- Any employer of employees to whom section 7 of the Act does not apply because of an exemption of broad application to an establishment may alter or modify the poster with a legible notation to show that the overtime provisions do not apply; for example: Overtime Provisions Not Applicable to Taxicab Drivers (section 13(b)(17)
Additional Notes
The poster was updated in June 2023 as a result of the Provide Urgent Maternal Protections for Nursing Mothers Act (PUMP).

Uniformed Services Employment and Reemployment Rights Act (USERRA)
What?
The Uniformed Services Employment and Reemployment Rights Act (USERRA) protect all ‘uniform’ employees from discrimination based upon their service and also given certain rights that employers are not allowed to violate. For example, USERRA requires that a person reemployed under its provisions be given credit for any months and hours of service he or she would have been employed but for the USERRA-covered service in determining eligibility for Family and Medical Leave Act (FMLA) leave.
Who?
Required for all employers in the U.S.
Posting and Notice Requirements
- The full text of the notice must be provided by each employer to persons entitled to rights and benefits under USERRA
- There are no citations or penalties for failure to notify; however, an individual could ask the U.S. Department of Labor to investigate and seek compliance, or file a private enforcement action to require the employer to provide the notice to employees
- Employers are free to provide the notice in other ways that will minimize costs while ensuring that the full text of the notice is provided (e.g., by distributing the notice by direct handling, mailing, or email)

(EEOC) Know Your Rights: Workplace Discrimination is Illegal
What?
The Equal Employment Opportunity Commission (EEOC) poster notice describes federal laws prohibiting job discrimination based on race, color, sex (including pregnancy and related conditions, sexual orientation, or gender identity), national origin, religion, age (40 and older), disability or genetic information. Retaliation for filing a charge, reasonably opposing discrimination, or participating in a discrimination lawsuit, investigation or proceeding.
Who?
Required for employers with 15 or more employees.
Posting and Notice Requirements
- Display in a conspicuous location in the workplace where notices to employees and job applicants are customarily posted
- Available in Spanish, Arabic, and Chinese, but posting of the notice in languages other than English is not required.
- Physical versions must be visible and accessible to applicants and employees with disabilities that limit mobility
- Notices can be recorded on an audio file, provided in an electronic format that can be utilized by screen-reading technology or read to applicants or employees with disabilities that limit seeing or reading ability
- Employers are encouraged to post the electronic notice on their web sites in a conspicuous location. However, electronic posting does not fulfill the obligation to physically post the required information
- Electronic versions may be required in addition to physical posting for certain situations (e.g., for telecommuters)
Additional Notes
The new poster was released in October 2022 and again in June 2023. It replaced the EEO is the Law and EEO supplement posters.

Family and Medical Leave Act (FMLA) Poster
What?
The FMLA poster displays the rights of employees to take job[1]protected leave for qualifying events and explains the provisions of the FMLA. It also provides information for employees how to file a complaint with the Wage and Hour division.
Who?
Required for all employers with 50 or more employees.
Posting and Notice Requirements
- The poster must be displayed in a conspicuous place where employees and job applicants for employment can see it
- Where the employer’s workforce is comprised of a significant portion of workers who are not literate in English, the employer is required to provide the notice in a language in which the employees are literate
- Electronic posting is permitted as long as it meets all of the posting requirements
Additional Notes
Though the poster was updated in April 2023, previous versions — from February 2023 and April 2016 —are still compliant. (The 2023 version is shown here.)

Employee Polygraph Protection Act (EPPA)
What?
The Employment Polygraph Protection Act provides that employees have the right not to be subjected to lie detector tests in regards to employment opportunities, with certain exceptions. Employees have the right to file a lawsuit for any EPPA violations.
Who?
Any employer engaged in or affecting commerce or in the production of goods for commerce. Does not apply to federal, state and local governments, or to circumstances covered by the national defense and security exemption. Foreign corporations operating in the U.S. must comply or will result in penalties for failing to post.
Posting and Notice Requirements
- Must be posted in a prominent and conspicuous place in every establishment of the employer where it can readily be observed by employees and job applicants
- This poster is only required to be posted in English
- There is no size requirement for this poster
- The February 2022 revision of the Employee Polygraph Protection Act must be posted

E-Verify
What?
The E-Verify program is intended to prevent illegal aliens from obtaining employment illegally in the U.S. The E-Verify notice informs employees and applicants that their current or prospective employer participates in the E-Verify program.
Who?
Private and public employers in states where participation in the E-Verify is mandated.
All federal prime contractors with the FAR E-Verify and subcontractors with a subcontract value of more than $3,500 on work performed in the U.S. (Subcontractors who are only suppliers, however, are not subject to the E-Verify Federal contractor rule.)
Posting and Notice Requirements
- Must be displayed in a location that is clearly visible to any employees and job applicants who will have their employment eligibility verified with E-Verify
- The English/Spanish combined language poster must be displayed by participating employers
- E-Verify is a voluntary program for most employers, but mandatory for some (Learn More)


Right to Work
What?
The Right to Work law guarantees that no worker must join a union or other trade organization as a condition of employment. Section 14(b) of the Taft-Hartley Act affirms the right of states to enact Right to Work laws. The Right to Work notice informs employees and applicants of their rights under federal law.
Who?
Private and public employers in states where participation in the E-Verify is mandated. All federal prime contractors with the FAR E-Verify and subcontractors with a subcontract value of more than $3,500 on work performed in the United States. (Subcontractors who are only suppliers, however, are not subject to the E-Verify Federal contractor rule.)
Posting and Notice Requirements
- Must be displayed in a location that is clearly visible to any employees and job applicants who will have their employment eligibility verified with E-Verify
- Must be displayed in English and Spanish by participating employers
This content is intended for market awareness only. It is not to be used for legal advice or counsel.
About GovDocs
GovDocs simplifies employment law compliance for multi-jurisdiction employers in the U.S. and Canada. The GovDocs software platform integrates three solutions in one convenient place to help you master the employment laws impacting your business. Whether you manage a labor law poster, minimum wage or paid leave program, our products cut through research time, provide proactive insights into the everchanging landscape of employment laws and reduce the risk of noncompliance.