Some of the statutes and regulations enforced by the U.S. Department of Labor (DOL) require that notices be provided to employees and/or posted in the workplace. DOL provides free electronic copies of the required posters and some of the posters are available in languages other than English.
WARNING!! These services are free and available to help you. We are not responsible for errors and omissions from these websites and links.
Please note that posting requirements vary by statute; that is, not all employers are covered by each of the Department’s statutes and thus may not be required to post a specific notice. For example, some small businesses may not be covered by the Family and Medical Leave Act and thus would not be subject to the Act’s posting requirements.
The elaws Poster Advisor can be used to determine which poster(s) employers are required to display at their place(s) of business. Posters, available in English and other languages, may be downloaded free of charge and printed directly from the Advisor. If you already know which poster(s) you are required to display, see below to download and print the appropriate poster(s) free of charge.
Please note that the elaws Poster Advisor provides information on federal DOL poster requirements. For information on state poster requirements please visit state Departments of Labor.
Fair Labor Standards Act (FLSA) - Establishes minimum wages, overtime pay, record keeping and child labor standards for private sector and government workers. The FLSA is administered and enforced by the Wage and Hour Division.
Family and Medical Leave Act (FMLA) - Provides an entitlement of up to 12 weeks of job-protected, unpaid leave during any 12-month period to eligible, covered employees for the following reasons: 1) birth and care of the eligible employee’s child, or placement for adoption or foster care of a child with the employee; 2) care of an immediate family member (spouse, child, parent) who has a serious health condition; or 3) when the employee is unable to work due to his or her own serious health condition. The FMLA is administered and enforced by the Wage and Hour Division.
Occupational Safety and Health (OSH) Act- Requires employers to comply with occupational safety and health standards issued by the Occupational Safety and Health Administration (OSHA) and to provide employees with a workplace that is free from recognized hazards that are causing or likely to cause death or serious physical harm. The OSH Act is administered and enforced by OSHA.
Migrant and Seasonal Agriculture Worker Protection Act (MSPA)- Requires farm labor contractors, agricultural employers, and agricultural associations who recruit, solicit, hire, employ, furnish, transport, or house agricultural workers, as well as providers of migrant housing, to meet certain minimum requirements in their dealings with migrant and seasonal agricultural workers. The MSPA is administered and enforced by the Wage and Hour Division.
Employee Polygraph Protection Act (EPPA) - Prohibits most private employers from using lie detector tests, either for pre-employment screening or during the course of employment. The EPPA is administered and enforced by the Wage and Hour Division.
Executive Order 11246 (Equal Employment Opportunity)- Prohibits certain Federal contractors and subcontractors from discriminating in employment decisions on the basis of race, color, religion, sex, sexual orientation, gender identity, or national origin. This E.O. applies to Federal contractors and subcontractors and to Federally assisted construction contractors and subcontractors, who do over $10,000 in government business in one year. Additionally, Executive Order 11246 prohibits federal contractors and subcontractors from, under certain circumstances, taking adverse employment actions against applicants and employees for asking about, discussing, or sharing information about their pay or the pay of their co-workers. The Executive Order also requires covered government contractors to take affirmative action to insure that equal opportunity is provided in all aspects of employment. Executive Order 11246 is administered and enforced by the Office of Federal Contract Compliance Programs.
Davis-Bacon and Related Acts (DBRA)- Requires that all contractors and subcontractors performing work on federal or District of Columbia construction contracts in excess of $2,000, or on federally assisted contracts, pay their laborers and mechanics not less than the prevailing wage rates and fringe benefits. The DBRA is administered and enforced by the Wage and Hour Division.
McNamara-O’Hara Service Contract Act (SCA) - Requires contractors and subcontractors performing services on federal or District of Columbia contracts in excess of $2,500 to pay service employees in various classes no less than the wage rates and fringe benefits found prevailing in the locality or the rates (including prospective increases) contained in a predecessor contractor’s collective bargaining agreement. The wage and hour requirements of the SCA are administered and enforced by the Wage and Hour Division.
Walsh-Healey Public Contracts Act (PCA)- Requires covered contractors to pay employees on federal supply contracts not less than the federal minimum wage for all hours worked and time and one half their regular rate of pay for all hours worked over 40 in a workweek. The wage and hour requirements of the PCA are administered and enforced by the Wage and Hour Division.
The Uniformed Services Employment and Reemployment Rights Act (USERRA)- Requires employers to provide to employees notice of their rights, benefits, and obligations under USERRA. Employers may provide the required notice by distributing it or posting it where employee notices are customarily placed. USERRA is administered by the Veterans Employment and Training Service (VETS).