Employment Law Compliance Guide
Fill-in-the-Blank Posting Guide
9 min read
Updated July 2026
Labor Law Posters9 min readUpdated July 2026Labor Law Posters40
States + D.C.
How many states have fill-in-the-blank postings?
To date, 40 states and Washington D.C. require fill-in-the-blank postings:
View all states with fill-in-the-blank postingsHide states
AlabamaAlaskaArizonaArkansasCaliforniaColoradoConnecticutDelawareFloridaGeorgiaIllinoisIndianaKansasKentuckyLouisianaMaineMarylandMassachusettsMichiganMinnesotaMississippiMissouriNebraskaNevadaNew HampshireNew JerseyNew MexicoNew YorkNorth CarolinaNorth DakotaOklahomaOregonPennsylvaniaRhode IslandSouth CarolinaTennesseeTexasUtahVermontWashingtonDistrict of Columbia
When a location receives an updated labor law poster, the first step most managers take is to immediately display it.
These sections must be filled in by each individual company location, as the information varies based on each location’s state, county, city and more. This adds yet another layer to the already complex process of labor law poster compliance.
The Poster Compliance Gap Most Labor Law Programs Miss
Getting the right poster to the right location is only half the compliance requirement. Many required postings ask the employer to fill in company-specific or location-specific information before the poster is compliant. That last step is where most of the real work (and the real risk) lives.
We Surveyed 200 Companies to
See Where Poster Compliance Manually Breaks Down
68%
of employers say ensuring accurate information across every location is their single biggest fill-in-the-blank challenge.*
64%
of the companies struggle just to collect and maintain the correct information in the first place, before a poster is even involved.*
52%
of employers find communicating
fill-in-the-blank information out to location managers to be a time-intensive task.*
*This data is from a survey conducted by GovDocs that interviewed 200 companies.
The Aha Moment:
The Risk Isn’t the Poster, It’s the Blank Space on It
Most companies have a process for getting posters to their locations. What almost no companies have is a reliable way to know the fields on those posters are actually being completed correctly, everywhere, every time information changes. 68% of organizations named cross-location consistency as their top challenge*, and we heard why:
“The work is handed off to whoever is standing closest to the poster when it arrives, with no record of whether it was ever finished.”*
That gap doesn’t show up in an audit until an inspector, an employee complaint, or a lawsuit brings it up. By then, the company has already been out of compliance for as long as the blank has been blank.
Fill-in-the-Blank Postings by Category
In this guide, you will learn about the types of information to be completed, specific examples of postings, and in which states fill-in-the-blank postings are issued.
Child LaborEmployers with minor employees are often required to display the name and work schedule of each minor employed.
In Pennsylvania, for example, employers with workers under 18 must fill in the following information:
Location of employment
Name of minor employee
Age of employee
Work hours for each day
Total school hours per week if under 16
Total hours for week
Date
Manager signature
Address of establishment
DiscriminationDiscrimination of any kind is not acceptable in the workplace under federal law. However, many states also have their own laws regarding discrimination. On Rhode Island's Discrimination Is Illegal posting, employers must fill in the following information:
Name of company representative
Title
Location
Phone
Email
Electronic MonitoringElectronic monitoring is another matter you may need to inform your employees about. In Connecticut, employers must complete information on the state's Electronic Monitoring posting, including:
Disclosure of types of electronic monitoring in the workplace
Contact information for employee questions and concerns
Emergency ContactsSome fill-in-the-blank labor law postings require location managers to add information about emergency contacts.
For example, California's posting regarding emergency phone numbers requires information for:
Ambulance
Fire and rescue
Hospital
Two physician contacts
Police
CAL/OSHA
Paid LeaveWith the rise in paid leave laws in the U.S., information about paid sick leave has started to appear on labor law postings.
New Jersey's Earned Sick Leave posting includes details on accrual rates, the definition of "family member" and acceptable reasons for use.
For employers, the fill-in-the-blank portion must include the start and end of the benefit year.
Payday NoticesTo prevent wage theft, states often require employers to display a payday posting to keep their employees informed.
For example, Tennessee's Payday Notice has the following fill-in-the-blank spaces for location managers to complete:
Company name
Date/frequency of paydays
Place of distribution
Sexual HarassmentSome posters have fill-in-the-blank information about sexual harassment, including Maine and Rhode Island. In Maine, the poster outlines several examples of sexual harassment and require employers to denote their company's personnel department contact.
Unemployment InsuranceMany states are covered by unemployment insurance, so it's their responsibility to provide specific information to workers.
For this example, Massachusetts' Unemployment Insurance posting requires location managers to provide:
Employer name
Department of unemployment Assistance ID number
Employer address
Workers' CompensationPostings related to workers' compensation often require employers to fill out contact information for a variety of officials.
Among the most comprehensive is California's Notice to Employees – Injuries Caused by Work posting, which requires employers to complete the following information:
Medical Provider Networks (MPN) website
MPN effective date
MPN identification number
MPN assistant
MPN contact person
Claims administrator (name and phone)
Workers' compensation insurer
Information and assistance officer contact
Conclusion
Sometimes, postings require additional information. And if fill-in-the-blank information is not completed, those postings are technically not compliant.
Compliance teams should double-check with location managers to ensure labor law postings are filled in with the most updated information.
GovDocs Fill-in-the-Blank
How GovDocs Closes the Fill-in-the-Blank Gap
One easy place to capture, manage, and distribute all required information, so every location always has what it needs to stay compliant.
Track required information across all locations and jurisdictions.
Easily manage updates when fill-in-the-blank information changes.
Clearly communicate what each location needs to provide.
Digitally distribute fully completed posters to each location.
What We Heard from Compliance Teams
"Right now, it's a pen, a label, and a hope."
What we hear today is that it's almost entirely manual — handwriting, printed labels mailed separately, and a location manager who may or may not follow through.
"We can't tell if it's actually getting done."
Consistency across locations is the single most common challenge. Once a poster ships, the company has little to no visibility into whether the blank got filled in, filled in correctly, or filled in at all.
"We didn't know this was something we needed to worry about."
Some companies are not fully aware fill-in-the-blank requirements applied to them, or realized they cannot confirm their own compliance.
Collects & maintain the correct informationRequest InfoLearn More About the GovDocs
Learn More About the GovDocs
Labor Law Poster Program
See how GovDocs helps multi-location employers stay compliant.
Complete the form and our team will be in touch.
Who is GovDocs?
GovDocs is a leading provider of employment law compliance solutions, empowering HR professionals to navigate complex, location-specific labor law postings, minimum wage requirements, and paid leave laws. GovDocs combines innovative technology with dedicated human-touch support to deliver worry-free compliance. Customers benefit from access to a centralized system, trusted resources, and expert employment law support they need, all in one place, to simplify compliance and protect their organization from risk. Trusted by 34% of Fortune 50 companies, GovDocs focuses on comprehensive coverage of Federal, State, City, and County laws making employment law management seamless for organizations of all sizes.
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