Most employers wouldn’t dream of ignoring a Department of Labor subpoena. But thousands overlook another legal requirement every day—posting mandated workplace notices.
Workplace posters aren’t just decorative compliance wallpaper. They’re required by federal, state, and (in many cases) local law. And when you don’t display them properly, you risk fines, lawsuits, and an uphill battle in court.
Poster compliance may seem like a low priority—but to investigators, it’s one of the most visible indicators of whether your company takes labor law seriously. The absence of required notices during an audit can quickly snowball into broader scrutiny and assumptions of systemic noncompliance.
This article breaks down which posters are required in New York and New York City workplaces, where they must be displayed, how to ensure remote workers are covered, and how to avoid common (and costly) mistakes.
What the Law Requires (and Who Has to Post)
If you have at least one employee, you’re required to post federal and state labor law notices in a visible, accessible location—usually a breakroom, hallway, or near timeclocks.
Posting rules apply to:
Full-time and part-time employers
Remote/hybrid employers (yes, even you!)
Workplaces of all sizes, including small businesses
Nonprofits, seasonal businesses, and staffing agencies
Required posters include notices about:
Minimum wage and wage orders
Workers’ compensation and disability benefits
Unemployment insurance
Whistleblower protections
Sexual harassment and discrimination policies
Wage transparency
Fair labor standards and tip credit rules
Federal and state family leave laws (FMLA, PFL, etc.)
Failing to post even one required notice can result in steep penalties—and may be treated as an aggravating factor in litigation.
Federal Posters Required
At a minimum, New York employers must display the following federal notices:
FLSA (Fair Labor Standards Act): Wage and overtime protections for non-exempt employees
FMLA (Family and Medical Leave Act): Required for employers with 50+ employees
EEOC Poster: Equal employment opportunity laws, including Title VII, ADA, ADEA
OSHA Job Safety Poster: Describes rights to a safe workplace
Employee Polygraph Protection Act Notice: Prohibits most private employers from using lie detector tests
USERRA Poster: Rights for veterans and service members to be reemployed
These notices must be up-to-date, legible, and available in English and any other language spoken by a significant portion of the workforce.
New York State and NYC Posters Required
In addition to federal notices, New York State and New York City require employers to post:
NYS Minimum Wage Poster (updated annually)
NY Paid Sick Leave Notice
NY Division of Human Rights Poster: Discrimination is Illegal
Workers’ Compensation Form C-105 or equivalent
Unemployment Insurance Notice (Form IA 133)
Time Off to Vote Notice (must be posted at least 10 days before any election)
Clean Indoor Air Act Signage (No Smoking posters)
NY HERO Act Plans and Notices during active designation periods
NYC Stop Sexual Harassment Act Poster
NYC Workers’ Bill of Rights Poster
NYC Temporary Schedule Change Rights Poster
NYC Fair Workweek Notices (if applicable to fast food/retail)
Some industries—such as hospitality, construction, manufacturing, and home care—have additional posting rules tied to wage orders, union notices, and shift scheduling.
🚩 Important 🚩
Posting requirements change frequently—especially in NYC, where local agencies regularly update mandatory notices. We strongly recommend reviewing your posters at least quarterly.
Need help?
We audit physical and digital poster compliance for businesses across New York State and NYC. Contact us to make sure you’re covered.
What About Remote and Hybrid Employees?
Employers with remote or hybrid teams must ensure digital access to all applicable posters. That means:
Providing PDF copies by email or during onboarding
Hosting a dedicated “employee rights” page on your internal HR system
Including poster links in your handbook or training platforms
You cannot assume that posting notices at headquarters satisfies your legal obligation to off-site or home-based employees. Courts and agencies treat remote workers the same as in-office staff for notice and rights purposes.
🎯 Best Practice 🎯
Maintain a digital compliance portal with up-to-date labor law posters, translated if needed. Confirm that employees receive and acknowledge them during onboarding.
Penalties for Non-Compliance
Failure to post required notices may lead to:
Fines: State and federal agencies can impose per-day or per-location penalties
Civil liability: Missing posters weaken your legal defense and suggest disregard for employee rights
Wage claims: Failure to post wage notices may extend statute of limitations or trigger liquidated damages
Retaliation claims: An employee who was unaware of their rights due to missing notices may succeed in court by arguing unequal access to legal protections
⏰ Reminder ⏰
Labor poster audits are fast, visual, and objective. Agencies love them. Plaintiffs’ attorneys love them. Don’t let an avoidable mistake undermine your compliance.
Final Thoughts: Post With Purpose
You can’t comply with a law your employees don’t know about. Labor law posters are one of the simplest—and most public—ways to demonstrate your commitment to compliance and transparency.
Don’t treat them as an afterthought. Review your posters quarterly. Reprint or replace faded or outdated notices. And if you’re in NYC, stay ahead of the city’s frequent updates.
If you’re not sure whether you’re up to date, let us help. We monitor federal, state, and local posting requirements and can make sure your bulletin boards—and digital onboarding—are fully compliant.
Keep fighting the good fight.
