Michigan-Specific Posting Requirements

Select Michigan employment requirements are summarized in the Michigan Labor Law Handbook to help an employer understand the range of employment laws affecting the employer-employee relationship in the state. An employer must comply with both federal and state law. An employer must also comply with applicable municipal law obligations affecting the employment relationship, in addition to complying with state and federal requirements.

Wage and Hour Posters (English / Spanish / Arabic): The following Michigan Improved Workforce Opportunity Wage Act poster is required by law to be posted in the workplace (effective March 2019) if you are not covered by the Federal Fair Labor Standards Act of 1938, as amended (FLSA) or federal minimum wage provisions would result in a lower minimum wage than provided in the Michigan Improved Workforce Opportunity Wage Act.

Paid Medical Leave Act (PMLA): Effective March 29, 2019, covered employers with 50 or more employees are required by law to post WHD 9911 Paid Medical Leave Act, Required Poster, General Requirements, in a conspicuous place accessible to eligible employees.

Anti-Discrimination:  This notice provides protection through investigations of complaints by workers who have been allegedly discriminated against for exercising rights under the Michigan Occupational Safety and Health Act, Act 154 of Public Acts of 1974, as amended, (Section 65) commonly referred to as MIOSHA.

Paid Medical Leave Act: Effective March 2019, the act applies to employers with 50 or more individuals regardless of full or part-time status or how many hours they work. It does not apply to the United States government, other states, or to political subdivisions of other states.

Whistle Blower Act: Under this act, an employer cannot discharge, threaten, or discriminate against an employee regarding employment, compensation, or a term, condition, location or privilege of employment because of protected activity — provided the employee claim is filed within 90 days after the occurrence of the alleged violation of the WPA.