Federal Workplace Posters: What You Need to Display

Start with the notices that apply to your business

Begin with the notices required from your first hire, then check what changes as your headcount grows or your business takes on different work.

Workplace posters explain employee and applicant rights and where to get help. Display each applicable notice where employees and applicants can readily see it. Your employer type, employee count, and the work you perform determine which notices apply.

1. At your first hire: Review the FLSA minimum wage poster, the OSHA safety poster, the EPPA polygraph poster, and the USERRA notice. These apply at any headcount.
2. At 15 employees: Review EEOC posting requirements under Title VII, the ADA, and the Pregnant Workers Fairness Act. The ADEA generally applies at 20 employees.
3. At 50 employees: Review FMLA coverage. For private employers, coverage generally begins at 50 employees in 20 or more workweeks during the current or preceding calendar year. Public agencies and schools are covered at any size. Covered employers post the notice at every location, even where no one is currently eligible for leave.
4. For federal contracts or specialized work: Check additional posting requirements tied to your contracts, industry, and pay practices.

Six common federal workplace notices

Here is what each notice covers and which employers need to display it.

FLSA minimum wage Any employee

Employee Rights Under the Fair Labor Standards Act. Explains federal minimum wage, overtime, and child labor requirements. The 2023 version also includes PUMP Act protections for nursing employees.

OSHA Job Safety and Health Any employee

Job Safety and Health: It’s the Law. Covers workplace safety rights and how employees can report hazards to OSHA. State-plan states use state versions, and federal agencies have separate requirements.

EPPA polygraph notice Most private employers

Employee Rights, Employee Polygraph Protection Act. Describes employee and applicant protections related to polygraph testing. The EPPA applies to most private employers. Government employers are excluded for their public employees.

USERRA notice Any employee

Your Rights Under USERRA. Covers reemployment rights and protections from discrimination for people serving in the uniformed services. USERRA applies to employers regardless of size, including federal government employers.

EEOC Know Your Rights 15+ employees

Know Your Rights: Workplace Discrimination is Illegal. Covers Title VII, the ADA, the ADEA, GINA, the Equal Pay Act, and, since June 2023, the Pregnant Workers Fairness Act. It replaced the EEO is the Law poster in 2022. Review EEOC coverage thresholds, including 15 employees for Title VII, the ADA, and the Pregnant Workers Fairness Act, and 20 for the ADEA.

FMLA poster 50+ employees

Employee Rights and Responsibilities Under the FMLA. Describes unpaid, job-protected family and medical leave and how employees can file a complaint. Private employers are covered at 50 employees, and public agencies and schools at any size. Covered employers display the notice at every location, including locations where no employee is currently eligible for leave.

Compare your FLSA and EEOC posters with the 2023 agency versions. The FLSA poster includes PUMP Act break time and space protections for nursing employees, while the EEOC poster includes the Pregnant Workers Fairness Act. Replace older versions as needed.

When additional posters apply

Additional notices may apply based on your federal contracts, special pay arrangements, or industry.

Federal contractors and subcontractors If you hold federal contracts

Your contract may require additional notices. These include E-Verify and Right to Work notices if the contract requires E-Verify, Davis-Bacon or Service Contract Act notices on covered work, and the NLRA employee-rights poster for covered federal contractors. The NLRA poster does not apply to private employers generally. The Pay Transparency Nondiscrimination provision ended when Executive Order 11246 was revoked in January 2025. Check the posting requirements for your contract with the Department of Labor and the agency overseeing the contract.

Special pay arrangements and industries Only if it applies

Employers paying special wage rates to workers with disabilities under FLSA Section 14(c) need a separate notice. Agricultural employers and certain regulated industries have their own notices. Review these notices when the related work or pay arrangement applies.

The federal contractor minimum wage poster tied to the 2021 executive order is no longer enforced. That order was revoked in March 2025, and the Department of Labor has stopped enforcing it and the implementing rule. You can remove that poster from your required contractor posting list. Check the remaining notices for your contract with the Department of Labor and the relevant contracting agency.

Posting milestones

For private employers, the first hire, 15 employees, and 50 employees are useful checkpoints for federal posting requirements.

Alongside these six notices, check federal contract requirements and state and local notices for minimum wage, leave, workers’ compensation, and discrimination.

Review your workplace posters

• Compare your FLSA and EEOC posters with the 2023 agency versions that include the PUMP Act and Pregnant Workers Fairness Act information.
• At your first hire, review the FLSA, OSHA, EPPA, and USERRA notices.
• Include remote and multi-site employees. Post the notices at each physical location. Where employees work only remotely and normally get information electronically, the agencies allow electronic notices through a site or shared drive employees can always reach.
• Download federal notices free from the issuing agencies. Review state and local posting requirements separately, including changes to minimum wage, leave, and other workplace notices. All-in-one poster products are optional and available for convenience.