Recently the DOL updated two labor law postings: the FLSA and the Employee Polygraph Protection Act (EPPA).  As a result, poster service companies are sending massive campaigns to sell you NEW posters.  If you don’t have a current Labor Law poster displayed and you have employees, then you should purchase a poster.  Maybe

The FLSA posting language regarding providing breaks for Nursing Mothers was updated, as well as a general statement about the use of Independent Contractors.  These updates are not new laws and are not new statutory requirements.  Additionally, Employers with less than 50 employees are exempt from the Nursing Mothers provision if it causes an undue hardship.  Also, the EPPA notice changes did not have any substantive information change, just the removal of the reference to fines and addition of a QR code.  Both notices were released without any warning and claim an immediate effective date of Aug. 1st.  This is not enforceable because these changes do not necessarily require the purchase of a new poster. 

All employers must display the required Federal & State Labor Law notices.  Here’s a list of things to consider before you hand over your credit card information to purchase a new All-In-One Federal & State Labor law poster.   

5 common errors when it comes to Labor Law Posters:

1.       Information on the Poster

There are 5 federal labor law notices, however, some of the notices only apply to certain employers. In Michigan, there are 7 state labor law notices required by all employers.  Most all-in-one posters available for purchase include more than the 12 possible notices.  Therefore, employers may be posting notices that don’t apply to their employees.

 2.       Location of Posters

Many federal and state laws require notices to be posted informing employees and applicants of their rights.  This means posters must be posted in a highly visible location in your business, not just a breakroom or area frequented by employees.

3.       Accuracy of Information

Postings must be updated each time there is a change or update to the law.  For example, Michigan had 2 law updates in 2016: Minimum Wage and Unemployment.  These are required to be on your labor law poster.  The EPPA revisions effective 8/1/16 are language (not law) changes, thus not required on your poster.  The FLSA language additions are recommended for Employers with more than 50 employees, but are not a statutory requirement.    It is important to frequently review posters for updates or to subscribe to a service that provides notifications when there is a required update. 

4.       Failing to Post at All

There are possible penalties for failing to post federal and state employment law notices.  Typically, a government agency will look for the required postings if they are on-site for an audit or investigation of a complaint.  Failing to have the required postings can result in fines up to $17,000.

5.       Highlighting Government Phone Numbers and Websites for Questions

Posters are often hung up without giving the content much thought.  Since the postings are intended to help ensure that employees can report their employers’ violations, they commonly highlight government hotlines or reporting websites.  It is in every employer’s best interest to be familiar with the information on the postings, and consider how they can encourage employees to come to them for information, before reaching out to a government agency.   


Know My HR, a Michigan firm, is the only company offering employee friendly, customized Labor Law posters for Michigan employers.  For more information on Michigan Labor Law posters, please visit or contact us at