A very common question that business owners often get asked, but often misinterpret, is: “What Labor Law posters do I have to display?” In order to properly respond to this question, we need to determine some important information, such as your number of employees, what kind of business you have, and whether your company is an on-site, remote, or hybrid type of business.
Posting the correct labor law notices is not just a formality. These posters inform employees of their rights under federal and state law, and failing to display the right ones can lead to fines, penalties, and added legal risk.
This article explains which labor law posters are required based on your business size and type, how those requirements change as your company grows, and how to stay compliant without overcomplicating the process.
Why Business Type and Size Matter
Labor law posting requirements are not one-size-fits-all. Federal and state laws apply differently depending on:
- Number of employees
- Industry or business activity
- Whether you have government contracts
- Where your employees work
A small retail shop, a construction company, and a professional office may all have different obligations, even if they operate in the same state.
Posters Required for Nearly All U.S. Employers
Regardless of size or industry, most businesses are required to display certain federal labor law posters.
- Fair Labor Standards Act (FLSA) – Minimum Wage
Most employers must post the federal minimum wage notice. It explains minimum wage, overtime, youth employment rules, and recordkeeping requirements. If your business engages in interstate commerce, which includes most modern businesses, this poster applies.
- OSHA Job Safety and Health Poster
Most private-sector employers must display this poster, which outlines employees’ rights to a safe workplace and explains how to report safety concerns.
- Employee Polygraph Protection Act (EPPA)
This poster informs employees that most employers may not use lie detector tests for hiring or employment decisions. Even if you never plan to use polygraph testing, the notice is still required for most employers.
- USERRA – Military Service Rights
All employers, regardless of size, must inform employees of their rights related to military service and reemployment under USERRA.
Poster Requirements Based on Business Size
Employee headcount plays a major role in determining which additional posters apply.
- Businesses with 1–14 Employees
Very small businesses are often surprised to learn that they are still subject to multiple posting requirements. While some laws don’t apply yet, federal posters are still required, and state laws often add more.
At this size, employers typically must post:
- Minimum Wage (FLSA)
- OSHA Job Safety
- EPPA
- USERRA
State and local posters often apply regardless of size, such as workers’ compensation and state minimum wage notices.
- Businesses with 15–49 Employees
Once you reach 15 employees, additional federal requirements kick in.
Most employers at this size must post:
The EEO poster explains protections against discrimination based on race, color, religion, sex, national origin, disability, and other protected categories.
Even if your workforce fluctuates, crossing the 15-employee threshold at any point during the year may trigger coverage.
- Businesses with 50 or More Employees
Employers with 50 or more employees take on another major obligation.
Covered employers must display the FMLA poster explaining employees’ rights to unpaid, job-protected leave for qualifying family and medical reasons. This requirement applies even if no employee currently qualifies for leave.
Failing to post this notice can increase legal exposure if a leave-related dispute arises.
Poster Requirements Based on Business Type
Beyond size, the nature of your business also affects which posters are required.
- Construction, Manufacturing, and Industrial Businesses
Businesses with higher safety risks often face closer scrutiny from OSHA. Accurate and visible safety postings are especially important, and additional industry-specific notices may apply depending on state rules.
- Retail, Hospitality, and Food Service
These businesses commonly employ minors, tipped workers, and part-time staff. Keeping updated wage, tip credit, and youth employment information posted is critical to compliance.
- Healthcare and Professional Services
Offices, clinics, and professional firms may assume posting rules are less strict. In reality, federal posters still apply, and privacy or leave-related laws often receive closer attention in these environments.
- Federal Contractors and Subcontractors
If your business has federal contracts or subcontracts, additional posting requirements apply.
These may include:
- Pay Transparency Nondiscrimination notices
- Enhanced equal employment opportunity postings
- Contractor-specific wage notices
Contractor posters change more frequently due to regulatory updates, making regular review essential.
- Remote and Hybrid Businesses
Remote work has added complexity to posting compliance.
In general:
- On-site employees must have access to physical posters
- Remote-only employees may receive notices electronically
- Digital posters must be easily accessible at all times
Employers with both remote and in-person workers often need both physical and electronic postings.
Don’t Forget State and Local Poster Requirements
Federal posters are only part of compliance. Every state and many cities require additional labor law postings. These often cover:
- State minimum wage
- Paid sick leave
- Workers’ compensation
- Unemployment insurance
- State anti-discrimination laws
State and local posters may apply even to very small employers.
How to Stay Compliant as Your Business Grows
Poster requirements change as your company changes. Best practices include:
- Reviewing posting requirements annually
- Rechecking obligations when you hire new employees
- Updating posters after major legal changes
- Making sure posters are visible and readable
Final Thoughts
You shouldn’t feel overwhelmed by the number of labor law posters your business must contain. Regulations vary based on the type of workers you hire, the type of work being performed, and the way your business is set up to conduct business. By taking the time to learn and maintain appropriate postings, you are protecting your business and assisting your employees, and minimizing potential compliance issues. Taking a few moments today to check will save you a lot of time, money, and stress later on.
