- California Minimum Wage Law
Statewide minimum wage. The minimum wage poster is set to print on 8.5" x 14" paper (legal-size paper).California Minimum Wage Poster: English (revised 1/2017)
California Minimum Wage Poster: Spanish (revised 1/2017)
Employment posters assist employers in complying with Federal and State regulations. Select your state to view the required state and federal posters. Determining which posters apply to your specific business will depend on several factors: the number of employees, the location and nature of the business, type of workers, etc. It is important that employers display all posters applicable to their particular business because failure to do so may result in penalties or fines.
Select posters are available for printing in the Free Posters and Notices section. All posters will be fully accessible to print upon your paid subscription. In addition to the free printable posters that are included in your subscription, we also offer laminated all-in-one combination posters at special discounted rates for members.
Are your labor law posters up to date? Click here for the latest poster changes in your state.
Statewide minimum wage. The minimum wage poster is set to print on 8.5" x 14" paper (legal-size paper).California Minimum Wage Poster: English (revised 1/2017)
Federal Minimum Wage, overtime, and child labor standards poster. Every employer covered by the minimum wage provisions of the Fair Labor Standards Act (FLSA) must display the poster in a conspicuous area of the workplace where employees can easily read it.
The federal FLSA poster, “Employee Rights Under The Fair Labor Standards Act” explains that employees (nonexempt) must be paid at least the federal minimum wage rate, and overtime pay of at least 1 ½ times their regular rate of pay for all hours worked over 40 in a workweek. Covered employers must post the notice in a conspicuous place in all of their establishments where it can be easily seen by employees.
Explains the basic requirements and procedures for compliance with California job safety and health laws and regulations.Cal/OSHA: English (revised 8/2014)
Effective January 1, 2015, all employers must display the Paid Sick Leave poster in the workplace notifying employees of their right to accrue and use paid sick days under the Healthy Workplaces/Healthy Families Act of 2014.Paid Sick Leave Poster (revised 11/2014)
All employers must display the Workers' Compensation "Notice to Employees - Injuries Caused by Work" poster, which advises employees of workers' compensation benefits. The workers' compensation poster is two pages: page one is the English version; page two is Spanish.Workers Compensation Poster - English/Spanish Combined (revised 1/2016)
California Department of Fair Employment and Housing (DFEH) employment discrimination poster (DFEH-162).Employment Discrimation Poster: English (revised 11/2014)
This poster is required to be posted in the workplace of employees who are covered by Unemployment Insurance and State Disability Insurance (DE 1857a). Note: employers must post either DE 1857a or DE 1858 (see below), depending on the type of coverage. PLUS: in addition to the poster, employers must also distribute informational pamphlets to employees (see Mandatory Notices section).DE 1857a: English (revised 11/13)
This poster is required to be posted in the workplace of employees who are covered only by State Disability Insurance (DE 1858). Note: employers must post either DE 1857a or DE 1858 (see above), depending on the type of coverage. PLUS: in addition to the poster, employers must also distribute informational pamphlets to employees (see Mandatory Notices section).DE 1858: English (revised 11/08)
Industrial Welfare Commission [IWC] Orders Regulating Wages, Hours and Working Conditions. Employers must post the applicable wage order specific to their industry. The most current Wage Orders can be printed from the California Department of Industrial Relations Website:
Must specify the regular paydays and the time and place of payment.Notice of regular paydays
Signage must be posted designating where smoking is prohibited/permitted in a place of employment.No-Smoking Area Sign
All employers must post a list of emergency responders’ phone numbers (Form S-500) in the workplace.Emergency Phone Numbers: English
California employers must post the Time Off to Vote notice no less than 10 days before each election.Time Off to Vote: English (revised 8/15)
The whistleblower notice must be prominently displayed in lettering larger than size 14 type and include a list of employee rights and responsibilities under the whistleblower laws, including the telephone number of the whistleblower hotline maintained by the office of the California Attorney General.English
Consolidated EEO poster—Every employer covered by the non-discrimination and EEO laws is required to post on its premises the EEO poster, "Equal Employment Opportunity is the Law."
Consolidated EEO poster—The notice must be posted prominently, where it can be readily seen by employees and applicants for employment. The notice provides information concerning the laws and procedures for filing complaints of violations of the laws with the Office of Federal Contract Compliance Programs (OFCCP). The poster prints out on two 11" X 8.5" pages. Employers should combine the two pages, top and bottom, to form one poster for display in the workplace.
Employers covered by the federal Occupational Safety and Health Act must post the "Job Safety and Health—It's the Law!" poster (OSHA 3165).
OSHA released a new poster in April 2015 (previous versions of the poster are still useable). The new poster is available in two sizes: 12.75 x 17.75 inches and 8.5 x 14 inches. If your office printer will not print the larger-sized poster, we recommend printing the smaller version which will print on legal size paper and meets the OSHA size requirements.
Size & Font Requirements: Federal law requires that reproductions or facsimiles of OSHA 3165 must be—at least—8.5 x 14 inches with 10-point type. When downloading/printing the poster, it will automatically resize and print to 8.5 x 11. To prevent this from occurring, when printing the poster you must manually adjust your printer properties settings to 8.5 x 14 and use legal size paper. If you print OSHA 3165 on 8.5 x 11 paper, you will not be in compliance with OSHA regulations.
Note: if you have trouble viewing or downloading this poster: make sure you have the latest version of Adobe Acrobat Reader.
All employers must post a notice in the workplace informing employees of their rights under the Uniformed Services Employment and Reemployment Rights Act (USERRA).
Employers may provide the notice by posting it in an area of the workplace where employer notices are customarily placed, by mailing it, or by distributing it via electronic mail. There is no size requirement for the poster.
Employee Polygraph Protection Act (EPPA)—Every employer subject to the Act shall post, and keep posted, on its premises a notice explaining the EPPA.
EPPA poster editions: The dimensions of the most recent version of the poster, dated July 2016, is 11” x 17” which is the mandatory size for this posting. Employers who have printers that are unable to print a document of this size are advised to use the older version of the poster (2003), which is still valid for use. The 2003 version of the poster will print on two 8.5” x 11” pages, which may be combined to form an 11 x 17-inch poster (mandatory size).
The new posting, "Your Rights and Obligations as a Pregnant Employee," replaces former Notice A. It satisfies the Pregnancy Disability Leave (PDL) posting requirements. Employers will not be penalized if they have not replaced Notice A with this notice by April 1, 2016. Regulations require posters in languages other than English if the primary language of 10% or more of the workforce is a language other than English.Your Rights and Obligations as a Pregnant Employee: English (revised 4/2016)
Notice Requirement: Proposition 65 requires businesses with 10 or more employees to give a "clear and reasonable warning" prior to exposing any person to any chemical identified on the Governor's annual list as causing cancer or other reproductive toxicity. Warnings can be given by a variety of means, such as by labeling a consumer product, posting signs at the workplace, or publishing notices in a newspaper.
For more information, please review "Frequently Asked Questions about Proposition 65," or contact the Office of Environmental Health Hazard Assessment at (916) 445-6900.
The Safe Drinking Water and Toxic Enforcement Act of 1986 (“Proposition 65”) requires the Governor to develop a list of chemicals determined by the state to cause cancer, birth defects or reproductive harm. The most recent list of Proposition 65 chemicals, which includes alcohol and tobacco products, now contains about 750 substances. The employer should review this list annually and post warnings if these chemicals are being used in the workplace. Click here to download the most current chemical list issued by the Office of Environmental Health Hazard Assessment (OEHHA).
All covered employers are required to display a poster summarizing the Family and Medical Leave Act (FMLA). The poster must be displayed at all locations even if there are no eligible employees. Where an employer's workforce is comprised of a significant portion of workers who are not literate in English, the employer is responsible for posting the notice in a language in which the workers are literate.
Print Options: The FMLA poster is available for printing in two sizes: 11 x 17 or 8.5 x 14. If your printer is not capable of printing the FMLA poster in the larger format (11 x 17), use the smaller poster option (8.5 x 14 size) that will print on legal-size paper. You must manually adjust your printer settings to print on 8.5 x 14 paper.
Written Notice: in addition to the above poster, employers must provide a written copy of this general notice to employees by either including it in an employee handbook or distributing a copy of the notice to each new employee upon hiring.
The new "Family Care And Medical Leave (CFRA Leave) And Pregnancy Disability Leave Poster," replaces former Notice B. It satisfies the California Family Rights Act (CFRA) posting requirements. The CFRA requires the poster be displayed in languages other than English if the primary language of 10% or more of the workforce is a language other than English.Family Care and Medical Leave (CFRA Leave) and Pregnancy Disability Leave (revised 7/15)
Federal contractors that are awarded a new contract after September 8, 2009, for $100,000 or more (or subcontracts exceeding $3,000) with a performance period of 120 days or more are required to use the online E-Verify system to verify the employment eligibility of their workers. Contractors are required under the rules of the program to post the E-Verify Poster and the Right to Work Poster.E-Verify: English (revised 11/2013)
Executive Order 13658 establishes a new minimum wage for federal contractors. The Executive Order (EO) requires that parties who contract with the Federal Government pay workers a specified minimum wage for performing work on or in connection with covered Federal contracts issued on or after January 1, 2015.Federal Minimum Wage for Contractors
Executive Order 13706 establishes paid sick leave for federal contractors. The Executive Order (EO) requires that parties who contract with the federal government provide their employees with up to seven days of paid sick leave annually, including paid leave allowing for family care, beginning with contracts awarded on or after January 1, 2017.
What contracts are covered by EO 13706?
The requirements of the EO apply only to certain categories of contracts with the Federal Government, and only to contracts that are “new” on or after January 1, 2017. The categories of covered contracts are identical to those covered by the Final Rule implementing EO 13658, Establishing a Minimum Wage for Contractors (Minimum Wage EO), except that the Final Rule implementing EO 13706 applies to certain contracts with the U.S. Postal Service.
Under the EO and Final Rule, the paid sick leave requirements apply to a new contract that is: (1) a procurement contract for construction covered by the Davis-Bacon Act (DBA); (2) a contract for services covered by the Service Contract Act (SCA); (3) a contract for concessions, including any concessions contract excluded from coverage under the SCA by Department of Labor regulations at 29 CFR 4.133(b); or (4) a contract in connection with Federal property or lands and related to offering services for Federal employees, their dependents, or the general public. The regulations do not apply to contracts for the manufacturing or furnishing of materials, supplies, articles, or equipment to the Federal Government that are subject to the Walsh-Healey Public Contracts Act.
The Final Rule only applies to contracts, or portions of contracts, with the Federal Government performed within the United States (defined as the 50 States and the District of Columbia).
Davis–Bacon Act; for those employers with public construction contracts in excess of $2,000.
The older version of the poster is formatted to print on two 8.5" x 11" pages, and must be taped together to form one 11" x 17" poster. The April 2009 version is formatted to print at 11"x17".
Employers who perform work covered by the Walsh–Healy Public Contract Act (PCA) [for those engaged in government contracts in excess of $10,000] or the McNamara–O'Hara Service Contract Act (SCA) [for employers engaged in contracts with the U.S. or the District of Columbia in excess of $2,500 and subject to the Act] are required to post notice of compensation required (including, for service contracts, any applicable wage determination) in a prominent and accessible location at the worksite where it may be seen by all employees performing on the contract.
The poster is two pages that must be taped or pasted together to form an 11 x 17 inch poster.
Pursuant to Executive Order 13496, beginning on June 21, 2010, Federal contractors and subcontractors must notify employees about their rights under the National Labor Relations Act (NLRA). Posting requirement applies to federal contractors with contracts of $100,000 and subcontracts of $10,000 or more.
Size requirement: The size of the poster must be 11x17 inches or larger.
Since most printers cannot print 11x17 inch documents, this poster is in the 8.5x11 inch, two-page format. When printing, please ensure that the Page Scaling box reads: Scale to Printer Margins and you have checked the Auto-Rotate and Center box. The poster will print two 8.5x11 inch landscape pages that must be taped or pasted together to form the 11x17 inch poster.
Provides information about rights of employees working with hazardous/toxic substances. Cal/OSHAAccess to Medical and Exposure Records: English (revised 1/2015)
Each farm labor contractor, agricultural employer and agricultural association that employs any migrant agricultural worker must post in the workplace a poster that explains the rights and protections for workers required under the Migrant and Seasonal Agricultural Worker Protection Act (MSPA).
NOTE: This poster will print on two 8-1/2 x 11 pages, in English and Spanish. The two printed pages must be taped or pasted together to form an 11 x 17-inch poster.
Employers that employ workers with disabilities under special minimum wage certificates authorized by the Fair Labor Standards Act (FLSA), the McNamara–O'Hara Service Contract Act (SCA), and/or the Walsh–Healey Public Contracts Act (PCA) are required to display a poster prescribed by the U.S. Department of Labor–Wage and Hour Division explaining the conditions under which special minimum wages may be paid.English (Revised 7/09)
Hand washing posters for food service and restaurant employees.Wash Hands Before Returning to Work - multiple languages
San Francisco employers with 20 or more employees must post the Health Care Security Ordinance notice. The Ordinance requires covered employers, even those that are not based in San Francisco, to make minimum health care expenditures for their employees working in San Francisco.San Francisco Health Care Security Ordinance (revised 12/2014)
San Francisco employers with 20 or more employees must post the Fair Chance Ordinance in English, Spanish, Chinese, and any language spoken by at least 5 percent of the employees at that specific location. The Ordinance requires employers with 20 or more employees to review an application’s qualifications before inquiring about that person's arrest and conviction record(s) and related information.San Francisco Fair Chance Ordinance: English (revised 12/2014)
San Francisco employers with 20 or more employees must post must post the Family Friendly Workplace Ordinace notice at any job site where an employee works and in any language spoken by at least five percent of the employees at the job site.San Francisco Family Friendly Workplace Ordinance (revised 3/2014)
All San Francisco employers must post a notice informing employees of their rights to paid sick leave.San Francisco Paid Sick Leave (revised 12/2010)
In addition to the posters required by the State of California, the City of San Francisco requires employers performing work within the City to post additional notices.
All San Francisco employers must display the city's minimum wage poster in each workplace in English, Spanish, and Chinese, and in any other language spoken by at least 5% of the workforce.
Employers with outdoor worksites must take special precautions to reduce the risk of heat illness. These optional posters provide information on preventing heat illness in outdoor workers, including how to recognize key symptoms and what treatment to provide.Heat Illness Prevention - Agriculture
Businesses that employ H-2A workers are required to display the H-2A poster, "Employee Rights Under The H-2a Program." The H-2A nonimmigrant worker visa program enables agricultural employers to employ foreign workers on a temporary basis to perform agricultural labor or services.PDF H-2A Poster: English (revised 4/2012)
This pamphlet (DE 2515) explains an employee's disability insurance rights and must be distributed to all new hires and again if an employee needs disability leave.• Disability Insurace Pamphlet: English (revised 10/16)
The California Unemployment Insurance Program pamphlet "For Your Benefit" (DE 2320), must be distributed to the employee whenever an employer discharges or lays off an employee, or places an employee on a leave of absence.• Unemployment Insurance Pamphlet: English (revised 1-16)
Employers must distribute to all employees an information sheet on sexual harassment (DFEH-185) informing employees that harassment or discrimination in employment is prohibited by law. An employer may either distribute this pamphlet or develop an equivalent document that meets the State’s requirements.• Sexual Harassment Fact Sheet: English (revised 11/14)
Employers must distribute to all newly hired employees a pamphlet informing them of their rights and obligations under workers' compensation laws.
Employers must complete the required information on pages 1 and 2 before distributing the pamphlet to employees.
Employers that live in states that offer premium assistance under state Medicaid or the Children’s Health Insurance Program (CHIP) must provide a model notice to inform employees of potential opportunities available for premium assistance. The notice is required under the Children’s Health Insurance Program Reauthorization Act of 2009 (CHIPRA), and must be provided annually to employees on the first day of each plan year.• CHIPRA Notice: English (expires 12/31/2019)
All California employers must provide a written notice to employees along with their annual wage summaries informing them of their possible right to take an Earned Income Tax Credit (EITC) on their federal tax returns (AB 650) and that they may be eligible for the California Earned Income Tax Credit (California EITC).• Earned Income Tax Credit Notice: English
Notice 2810.5 must be given to all new hires in the language the employee normally uses to communicate. The notice includes specified wage information, employer information, and the employee's right to accrue and use paid sick leave. (CA Labor Code section 2810.5). Notice 2810.5 is available in other languages on the California Department of Industrial Relations website.• Notice to Employees: English (revised 11/2014)
Form DE 35, Notice to Employees, informs employees that their employer is required to send copies of Employee’s Withholding Allowance Certificate (Form W-4 [federal] or DE 4 [state]) to the Franchise Tax Board (FTB) if the certificate meets certain conditions.• Withholding Allowance Notice - Form DE 35: English & Spanish (revised 5/2013)
The Affordable Care Act (ACA) requires all employers who are covered by the Fair Labor Standards Act (FLSA) to provide a written health care notice to employees and new hires, effective as of October 1, 2013.• ACA Health Care Notice: English (for employers who do NOT offer a health plan)
Form DE 4 must be completed by employees who claim a different marital status or number of allowances (from Form W-4) for California Personal Income Tax (PIT) withholding.California Personal Income Tax Withholding - Form DE 4 (1/16)
Employers must provide written notice to employees immediately upon their discharge, layoff, leave of absence, or change in employment status.Notice to Employees of Change in Relationship
In addition to displaying the FMLA poster in the workplace, employers must provide a written copy of this general notice to employees by either including it in an employee handbook or distributing a copy of the notice to each new employee upon hiring.• FMLA Notice: English (revised 2/2013)
The Domestic Violence Employment Leave Act requires employers of 25 or more employees to provide written notice to new hires, and to current employees upon request, of their rights to take protected time off for domestic violence, sexual assault or stalking. The California Labor Commissioner is responsible for developing a model notice no later than July 1, 2017 that employers can use. (note: as of March 30, 2017, this notice has not been released by the Commissioner. Notice to employees is not required until the model notice has been made available).Domestic Violence Leave Notice