Poster compliance is not just an annual event. Government agencies do not have to notify businesses about labor law updates. To keep your business current and compliant, you need to be aware of changes as they occur so that you can act promptly.
Don’t stress about tracking down mandatory changes. Let us do the work for you. Sign up here for notifications about federal and state labor law updates.
Depending on your state or region, 2026 holds a large number of labor law updates. We have compiled the latest labor law updates across the country and in every state. You can access previous updates by visiting the individual state pages. Check below and order your updated posters from Poster Compliance Center.
The Vermont Unemployment Insurance notice no longer states that employers should call the Vermont Department of Labor to find out if they are eligible for unemployment benefits and instead provides two web URLs: one to obtain claim information online, and one to file an initial claim. The updated notice is available in English.
Effective July 17, 2026, eligibility requirements for New Jersey Family Leave have changed. Employers now need to work for an employer for at least three months and 250 hours to qualify for New Jersey Family Leave. The NJFLA notice has been updated to reflect this. Some additional text has also been altered or removed, and the phone number for the New Jersey Civil Rights Department has been updated.
The updated notice is available in English and Spanish.
Effective August 2026, the OSHA penalties for private sector employers have been raised. The proposed penalty for private sector employers has been raised to $16,652 for each serious violation, as well as for failure to correct violations within a proposed time period. The proposed penalty for employers who willfully or repeatedly violate OSHA law has been raised to $166,500 for each violation. The Virginia Job Safety and Health Protection (VOSH) notice has been updated to reflect these new penalties, and with updated contact information for the regional OSHA offices.
The Covenants Not to Compete notice has also been updated on the English poster. The notice now states that employers of health care professionals cannot include provisions in employment agreements that require payment for all or for a prorated portion of recruitment-related costs. The notice also states that employers of health care professionals cannot include provisions in employment agreements that prohibit employees from soliciting business with their former employer’s customers after the employer has terminated them.
The Indiana “Work Restrictions for Youth Employees” notice has been edited to reflect the fact that the Youth Employment System (YES) database no longer exists, and employers are no longer required to register or track employees with it. This notice is available on the English Indiana poster. The Indiana Minimum Wage notice has also been edited with a layout change and an updated logo for the Indiana Department of Labor.
The Philadelphia Fair Chance Hiring notice has been redesigned and updated with additional information and some changes to wording. It now states that employers cannot maintain a blanket policy excluding all applicants with a history of criminal convictions. It also states that employers cannot consider summary offenses, arrests that did not lead to conviction, expunged or sealed convictions, juvenile records, or misdemeanor convictions occurring more than 4 years in the past when making employment decisions.
The Know Your Rights (Equal Employment Opportunity/Non-Discrimination) notice has also been updated. The list of prohibited discriminatory bases has been updated to include “reproductive health autonomy” and “childbirth or related medical conditions.” The notice also now clarifies that discrimination is illegal in matters such as tenure, union privileges and membership, and job referrals, and the URL for the Philadelphia Commission on Human Relations has been updated.
The city’s Unpaid Leave for Domestic or Sexual Violence notice has received a redesign as well. The three updated notices appear on the English Philadelphia poster. The Know Your Rights notice also appears on the Spanish Philadelphia poster.
Effective July 17, workers aged 14 and 15 in Nebraska may be paid $13.50/hour, which will remain the youth minimum wage for the next four years. Also effective July 17, workers aged 16-19 may be paid a “training wage” of $13.50/hour for the first 90 days of employment. The state’s Minimum Wage notice has been updated to reflect these changes and to list the projected minimum wage rates for the next four years.
The updated notice is available in English and Spanish.
Effective July 1, 2026, the minimum wage in Washington D.C. will rise to $18.40/hour for non-tipped employees and $10.30/hour for tipped employees. The poster’s Minimum Wage notice and Universal Wage Law notice have both been updated accordingly. The updated notices are available in English and Spanish.
The English Right to Breastfeed notice has also been expanded to include additional information. It now states that employees have a right to be free from workplace disciplinary action because part of their breast was exposed during breastfeeding or milk expression. The notice also provides additional examples of reasonable accommodations for employees, such as scheduling flexibility.
Effective July 1, 2026, the standard minimum wage in Oregon will rise to $15.55/hour. The minimum wage in the Portland Metro Area will rise to $16.80/hour, and the wage in nonurban counties will rise to $14.55/hour. The state’s Minimum Wage notice has been updated accordingly.
Several other notices have also been updated. The Overtime & Paychecks notice has been updated to state that Oregon OSHA now requires additional breaks for working in high heat, and that rules concerning meal breaks may not apply to all hospital employees. The text of the notice also now specifies that employees working 6 or more hours are entitled to 30-minute unpaid meal breaks
The Sick Time notice now states that a gap in employment of 180 days or less does not count against sick time eligibility. The Sexual Harassment and Domestic Violence Protections notice now states that employers must have a written policy concerning sexual harassment, and that employers must give a copy to each employee. The Family Leave notice has been updated to clarify that employees must work an average of “at least” 25 hours per week to be eligible for family leave.
The Equal Pay and Captive Audience notices have had their revision dates updated as well. The updated notices are all available in English and Spanish.
Effective July 1, 2026, the minimum wage in Montgomery County, MD will rise to $18.00/hour for large employers with 51 or more employees, $16.50/hour for mid-sized employers with 11 to 50 employees, and $15.95/hour for small employers with 10 or fewer employees. The updated Minimum Wage and Overtime Law notice is available in English and Spanish.
Effective July 1, 2026, covenants not to compete are considered unenforceable in Virginia if the employee is discharged without severance or other monetary payment, unless the employer had cause to discharge the employee. Severance and other monetary payment(s) must also be disclosed upon execution of the covenant. The “Covenants Not to Compete Prohibited as to Low-Wage Employees” notice has been updated to reflect these new law changes.
The Virginia Workers’ Compensation Notice has also been updated with some additional clarifying text. The notice now explains that there is a seven-day waiting period before lost wages can be paid, and that injured employees may seek treatment from any doctor of their choosing if their employer fails to provide the name of three authorized physicians.
The Federal Earned Income Tax Credit notice has also been updated with a redesign and some reworded text, and the Job Safety and Health Protection notice has been updated with an up-to-date name for the Department of Labor and Industry Commissioner.
The “Covenants Not to Compete” notice is available in English. The updated Workers’ Compensation notice appears on the English and Spanish posters.
When federal and state labor laws are passed, amended or repealed, it impacts your company’s posting requirements. Remaining compliant in the face of all these changes is becoming increasingly complex. Each adjustment may require you to immediately update your labor law posters — or replace them altogether.
At Poster Compliance Center, our expert team works tirelessly to stay current on all federal, state and local labor law updates to ensure you have the most recent posters. Sign up to be notified so that you never miss a change. Or, sign up for a compliance plan and speak with a member of our team to ensure you stay updated on the latest mandatory posting requirements.
