A key responsibility for employers is to maintain updated labor law posters. These posters provide employees with legal information related to their rights and protections under federal, state and local law. As these labor laws are updated often and sometimes even without any warning, it is important for us to make sure that our labor law posters are updated. If the labor law postings are not correct and current, employers may not only be subject to possible fines, liability, and damages, but also cause employees to lose important protections.
Labor Law Poster Updates
Based on the city and county where the business operates, it may be required to update several posters which cover important laws such as minimum wage, paid sick leave, workplace health and safety, and other employee rights. Businesses with employees who speak languages other than English may also be required to post bilingual posters as well. This article explains the labor law poster updates which is required in 2026 and outlines both federal and state posting requirements.
2026 Federal Labor Law Poster Updates
Federal labor laws are important and all businesses must display these labor law posters in an area where employees and job applicants can see them easily. If someone does not follow these posting rules can put a business at risk, potentially leading to disputes, expensive fines or penalties. The mandatory federal posters include:
Fair Labor Standards Act (FLSA)
Family and Medical Leave Act (FMLA)
Equal Employment Opportunity (EEOC)
Occupational Safety and Health (OSH) Act
Employee Polygraph Protection Act (EPPA)
The Uniformed Services Employment and Reemployment Rights Act (USERRA)
As of October 2025, the U.S. Department of Labor has not announced any updates regarding federal labor law posters for 2026. Employers should continue to display the current mandatory posters in a location that is accessible to all employees and job applicants.
It is important to maintain compliance as failure to display the required posters can lead to complaints, disputes, and potential penalties. Employers should ensure posters are visible and up-to-date, even if there are no changes. For the most accurate and official information, employers should refer to the U.S. Department of Labor, which helps in determining which specific posters are required for different workplaces. Regularly checking this resource ensures ongoing compliance with federal labor laws.
If the correct federal labor law posters are not posted, you may incur fines and penalties:
EEOC Know Your Rights Poster: $680 per violation
FMLA Poster: $216 per violation.
OSHA Poster: $16,550 er violation.
EPPA Poster: $26,262 per violation
In organizations that have multiple locations, the total penalties can exceed about $43,700 if posters are outdated or missing. During inspections, the federal auditors review if the posters are in compliance or not. And if they found outdated or missing posters, it can delay the resolution of workplace claims and can be used as evidence of “bad faith” in employee lawsuits.
There are several states that have confirmed updates to their labor law posters for 2026, primarily showing changes in minimum wage. These updates are important for employers to ensure compliance with state posting requirements. Below is a summary of the updates which are going to take place in 2026 by state:
Arizona: Starting January 1, 2026, the minimum wage in Arizona will rise from $14.70 to $15.15 per hour. This increase is part of the annual cost-of-living adjustment required by the Fair Wages and Healthy Families Act. The tipped minimum wage will also increase from $11.70 to $12.15 per hour.
California: Effective January 1, 2026, the minimum wage for all employers in California will increase to $15.50 per hour.
Connecticut: On January 1, 2026, Connecticut’s minimum wage will rise to $16.94 per hour, making it the second-highest in the United States.
Florida: Florida’s minimum wage will increase to $15.00 per hour on September 30, 2025.
Maine: Starting January 1, 2026, the minimum wage in Maine will go up from $14.65 to $15.10 per hour.
Michigan: Michigan’s minimum wage will increase to $13.73 per hour, effective January 1, 2026, following legislative changes made in early 2025.
Minnesota: Effective January 1, 2026, Minnesota’s minimum wage will be adjusted for inflation to $11.41 per hour for all workers. The 90-day training wage for workers under 20 years old will increase to $9.31 per hour.
Missouri: Missouri’s minimum wage will rise to $15.00 per hour on January 1, 2026. This follows the previous increase to $13.75 per hour on January 1, 2025.
Nebraska: Starting January 1, 2026, Nebraska’s minimum wage will increase to $15.00 per hour.
New York: The minimum wage in New York will increase by $0.50 on January 1, 2026, bringing it to $15.50 per hour.
Ohio: On January 1, 2026, Ohio’s minimum wage will rise to $11 per hour for non-tipped employees and $5.50 per hour for tipped employees.
Rhode Island: Rhode Island’s minimum wage will increase to $15.00 per hour, effective January 1, 2026.
Virginia: Effective January 1, 2026, Virginia’s minimum wage will increase to $12.77 per hour. All employers in the state must pay employees at least this amount.
Other states, such as California, Maryland, Montana, North Carolina, New Jersey, New Mexico, Pennsylvania, Vermont, and Washington, are preparing updated posters pending final legislative action.
In many states, like California, Texas, New York, and Florida, if more than 10% of the employers speak spanish, it is required for the employers to post the posters in Spanish also along with English. Whereas in other states, like Minnesota and Maine, offer posters in multiple languages and require that notices should be accessible to employees who have any kind of disability. Ensuring accessibility is lawful and provides an equitable and informed workplace.
Physical posters should be placed in visible locations such as break rooms or entrances.
Digital or remote workplaces require electronic distribution through email, company intranets, or virtual bulletin boards.
Regular audits: Employers should check poster locations quarterly and update posters immediately whenever there are any changes, and maintain records for legal purposes.
To maintain compliance in 2026, employers should:
It is really important to know that all employers should update their labor law posters as per the 2026 updates, as failing to update may have negative consequences and result in heavy fines and penalties. Thus, employers should regularly monitor labor law updates and should use a trusted notification service. It is important to post posters in bilingual language where necessary, and audit their workplaces regularly. Taking these steps ensures compliance, protects employees’ rights, and safeguards the workplace from costly fines.
