Name: Hawaii Labor Law Poster
Brand: Poster Compliance Center
SKU: X-P-SP-HI-XX-X-X-X
Availability: InStock

Labor Law Posters in Pennsylvania

Our PA labor law posters and multiyear compliance plans help employers maintain required labor law poster compliance.

Technical Specifications and Formats

Pennsylvania labor law posters are available in various formats:

Two formats: The All-in-one Poster measures 19 inches by 52 inches and displays required state and federal notices in a single panel. Separate Posters include stand-alone state and federal displays. The English Separate Posters measure 19 inches by 29 inches, and the Spanish versions measure 18 inches by 24 inches. Spanish versions include mandatory notices that the state makes available in Spanish.
English and Spanish languages: You can purchase English and Spanish labor law posters. However, Spanish posters may not include all required notices. For workforces with 10% or more Spanish speakers, it’s recommended to provide Spanish-language labor law posters.
High-quality materials: Our posters are printed in full color, using tear-resistant stock that is waterproof and durable.
Poster verification: Posters are fully compliant with mandatory requirements when they arrive. Each poster includes a verification QR code or SKU that you can use with the Poster Code Checker to quickly confirm poster compliance.

Compliance Plans vs. Poster Sets

Although posters are an effective compliance tool, an annual or multiyear compliance plan is designed for employers that want support tracking covered poster changes:

Covered updates: When mandatory Pennsylvania and federal labor law poster requirements change, subscribers receive free applicable updates provided under the plan. You receive a personal account representative, a compliance certificate, our $41,000 violation warranty and an additional posting regulation letter.
Plan options: Employers can choose one-, two- or three-year coverage depending on renewal timing, number of worksites and budget planning needs. Standard shipping rates apply to the initial poster shipment, while covered updates are shipped for free. You can cancel compliance plans through the website at any point.
Poster sets: If you’re unsure about subscribing to a compliance plan, state and federal labor law posters are available for direct purchase. Please note that warranties and updates are benefits exclusive to subscribers.

Benefits of Using Poster Compliance Center

At Poster Compliance Center, we’ve helped employers address workplace posting obligations for over three decades:

Labor law poster expertise: Because we’ve distributed labor law posters since 1991, our team has a deep understanding of the requirements you need to follow.
Multi-source confirmation: Before receiving your labor law posters, we check the posting requirements against multiple source publications to verify accuracy and alignment with current regulations.
Prompt updates: Active subscribers receive prompt updates on changes to mandatory posting requirements. We take over the monitoring of regulatory developments so you can focus on your organization’s needs.
Warranty assurance: Employers with compliance plans receive the $41,000 warranty for eligible poster-content issues, provided required updates are posted correctly.
Helpful team support: Our knowledgeable team is available by phone, email, and chat to help answer any questions you may have.

We can support organizations coordinating posters across multiple sites. Select a plan or request a quote for scalable labor poster compliance expertise in PA today.

July 2026

Fair Chance Hiring & Non-Discrimination

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.

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March 2026

Employment & Accommodation Provisions of the Pennsylvania Human Relations Act

The "Employment Provisions of the Pennsylvania Human Relations Act" notice has been revised to state that it is unlawful to refuse to contract with, or otherwise discriminate against, any independent contractor as defined in Section 4(x) of the PHRA. On both the Employment Provisions notice and the Accommodation Provisions notice, the contact information for the Harrisburg office has been updated, and the office is now listed as the "Executive Office" rather than the "Central Office." The URL for the Pennsylvania Human Relations Commission has been updated on both notices as well.

The updated notices are available only in English at this time.

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December 2025

Pregnancy Rights, Employment Discrimination

A new notice has been released stating that pregnant employees in Philadelphia have a right to reasonable accommodations, non-discrimination, and non-retaliation. The Employment Discrimination ("Know Your Rights") notice has also been redesigned and rewritten with additional information, including further clarification on what constitutes illegal discrimination. "Source of Income" is now listed as a prohibited discriminatory base, and "Sex" has been amended to include pregnancy and breastfeeding. The notice also now explains how to file a complaint, and what complainants can expect to happen afterwards.

These notices are available in English.

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January 2026

Paid Sick Days Act

Effective January 1, 2026, covered employees in Pittsburgh will accrue paid sick leave at a rate of 1 hour of leave for every 30 hours worked. Employees at businesses with fewer than 15 employees will accrue no more than 48 hours of Paid Sick Leave per year unless their employer designates a higher limit, and employees at businesses with 15 or more employees will accrue no more than 72 hours a year, barring the same circumstance.

This notice is available in English.

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January 2026

Veteran Benefits and Services

Effective January 1, 2026, employers in Pennsylvania with 50+ employees must post a notice about resources for veterans. The notice includes mental health resources, substance abuse resources, vocational rehab and training resources, tax resources, and legal resources.

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March 2025

Abstract of the Child Labor Law Act

A chart explaining the hour rules for minors working as performers has been added to the notice.

An email addresses for the Bureau of Labor Law Compliance has been added.

The URL to the Department of Labor & Industry's website has been updated.

The notice is available in English and Spanish.

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July 2021

Paid Sick Leave

The notices’ designs and text have been reformatted for clarity.

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March 2020

Paid Sick Days Act

Effective May 2020

Employers must provide eligible employees with paid sick time. A covered or eligible employee is someone who performs work within the boundaries of the city for 35 or more hours per calendar year.
- Employers with 15 or more employers must provide employees with 1 hour of sick time for every 35 hours worked, up to a maximum of 40 hours per year.
- Employers with fewer than 15 employees must provide employees with 1 hour of sick time for every 35 hours worked, up to a maximum of 24 hours per year
Sick time may be used to care for the employee’s or family member’s illness, injury, or health condition, or in the case of a public health emergency or a family member’s exposer to a communicable disease.
For the first year, only unpaid sick time must accrue at this rate.
Employers cannot retaliate against employees who request or use this sick time.
Effective date 3/15/20

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July 2021

Discrimination

The notices’ designs and text have been reformatted for clarity.

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Mandatory Posting Requirements in Pennsylvania

If you fail to comply with the state and federal posting requirements below, you may be subject to penalties and fines.

Required Pennsylvania Notices

Employers should display the following PA state labor law posters:

Minimum wage*: These notices communicate Pennsylvania wage requirements for covered employees
Employment provisions*: Employment provisions notices detail workplace requirements related to employer responsibilities and employee rights.
Public accommodation provisions*: These notices provide information about protections in places of public accommodation.
Unemployment compensation*: Employees can learn about employee rights related to unemployment benefits.
Equal pay law*: The equal pay law notices communicate protections related to wage equality.
Child Labor Act*: These are important for outlining requirements for employers with minor workers.
strong>Workers’ compensation insurance: Employees can explore key points about workplace injury coverage and benefits.
Hours of work for minors under eighteen*: These explain scheduling restrictions and requirements for employees under 18.
Clean Indoor Air Act for No Smoking: This sign communicates Pennsylvania smoking restrictions for covered workplaces.
Veteran benefits and services: Veteran benefits notices share information about veteran-related benefits and services.

Note: The Clean Indoor Air Act for No Smoking sign does not appear on our Pennsylvania state poster. Employers can access this sign separately through our Free Specialty Labor Law Posters page.

Required Federal Notices

Federal obligations may include:

Know Your Rights: Workplace Discrimination is Illegal*: This notice explains federal workplace discrimination protections and employee rights.
Federal Minimum Wage Poster*: Workers can learn about federal minimum wage requirements under the Fair Labor Standards Act.
Family and Medical Leave Act (FMLA) Poster*: The notice offers essential information about employee rights and employer responsibilities under the FMLA.
Occupational Safety and Health Administration (OSHA) Job Safety and Health Poster*: This notice explains workers’ rights related to workplace safety and health.
Employee Polygraph Protection Act Poster*: Employees can review protections related to workplace polygraph testing.
Uniformed Services Employment and Reemployment Rights Act (USERRA) Poster: The notice outlines employment and reemployment rights for uniformed service members.

*Indicates notices included on Spanish posters.

Spanish posters may differ in content, size and release schedule from English posters based on the availability of translations from government agencies.

Additional Industry-Specific Requirements

Depending on your industry, you may be obligated to post additional notices. For example, if you’re an employer in the restaurant,retail or healthcare industries, you may need to use supplemental posters.

Select your preferred poster format, sign up for updates or choose a subscription plan today.

Fair Chance Hiring & Non-Discrimination – July 2026
Employment & Accommodation Provisions of the Pennsylvania Human Relations Act – March 2026
Paid Sick Days Act – January 2026
Veteran Benefits and Services – January 2026
Pregnancy Rights, Employment Discrimination – December 2025
Abstract of the Child Labor Law Act – March 2025
Paid Sick Leave – July 2021
Discrimination – July 2021
Paid Sick Days Act – March 2020