Stay Compliant with Updated 2026 Labor Law Posters
As we move into 2026, workplace compliance requirements have shifted significantly across the country. With 19 states implementing mandatory posting changes effective January 1, 2026 — plus dozens of local ordinance updates — now is the time to make sure your labor law posters are current.
These postings are required under state laws and provide employees with the latest information on topics such as:
Minimum wage rates, Paid leave programs, Discrimination protections, and Veterans' benefits.
Will my state poster change?
Employers in the states listed below should ensure they are displaying updated posters as of January 1, 2026:
Arizona: Minimum Wage (increased to $15.15/hr; Flagstaff: $18.35; Tucson: $15.45)
California: Minimum Wage (increased to $16.90/hr); Paid Sick Leave (Healthy Workplace/Healthy Families Act updated); new SB 294 "Know Your Rights" Notice required at hire and annually
Colorado: Minimum Wage (increased to $15.16/hr; exempt salary threshold rises to $57,784/yr); FAMLI Paid Leave Notice updated (new NICU leave provisions)
Connecticut: Paid Sick Leave (coverage expanded to employers with 11+ employees); Minimum Wage (increased to $16.94/hr)
District of Columbia: Paid Family Leave Notice (maximum weekly benefit increased to $1,190)
Illinois: Your Rights Under Illinois Employment Laws (new protections added for victims of violent crimes); OSHA and VESSA notices updated
Louisiana: Unemployment Insurance Notice (updated work-search requirements and disqualification criteria)
Maine: Minimum Wage (increased to $15.10/hr); overtime exemption salary threshold updated; tipped wage increased to $7.55/hr
Massachusetts: Paid Family and Medical Leave (maximum weekly benefit increased to $1,230.39)
Minnesota: Paid Leave Program (new program effective January 1 — posting and individual written notice required); Minimum Wage (increased to $11.41/hr)
Missouri: Minimum Wage (increased to $15.00/hr; tipped wage to $7.50/hr)
Montana: Minimum Wage (increased to $10.85/hr)
Nevada: Unemployment Insurance Notice (updated online filing links); AB 307 Workforce Development Notice updated
New Jersey: Minimum Wage (increased to $15.92/hr); new Captive Audience Notice required
New Mexico: Workers' Compensation Notice (redesigned with new QR code)
New York: Minimum Wage (NYC/Long Island/Westchester: $17.00/hr; rest of state: $16.00/hr); Deductions, Tip, Child Labor, and Equal Pay notices updated
Ohio: Minimum Wage (increased to $11.00/hr; tipped wage to $5.50/hr)
Oregon: Paid Sick Leave Notice updated (blood donation added as a qualifying use)
Pennsylvania: Veterans' Benefits and Services Notice (now required for employers with 50+ full-time employees)
Rhode Island: Minimum Wage (increased to $16.00/hr; student wage to $13.50/hr)
South Dakota: Minimum Wage (increased to $11.85/hr; tipped wage to $5.93/hr)
Virginia: Minimum Wage (increased to $12.77/hr)
Washington: Minimum Wage (increased to $17.13/hr); Paid Family and Medical Leave Notice updated
Wisconsin: Unemployment Benefits Notice (updated identity verification requirements, new QR code)
Is a new poster required?
All of the updates listed above are mandatory and must be posted, except for the minimum wage changes in Montana and South Dakota. Those states have released updated minimum wage posters, but posting is not required under state law. Displaying the updated wage information is still a best practice — it keeps employees informed and demonstrates that your business is current on state law changes.
It's also worth noting that beyond state requirements, 45 cities and counties announced mandatory local labor law poster changes for 2026. If your business operates in a major metro area, check your local ordinance requirements as well.
Where can I get the updated posters?
Updated posters are available for free from each state's labor department website. Federal posters remain available at no cost from DOL.gov. Laminated all-in-one poster sets can also be purchased from compliance vendors if you prefer a single, ready-to-hang solution.
Staying on top of these changes protects your business from penalties and keeps your employees informed of their rights. Here's to a compliant 2026!