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.
This notice should be posted by employers who are covered by both the Texas Pay Day Law and the Texas Unemployment Compensation Act. (Most employers)
Texas Payday and UC poster: English (revised 4/2020)
Texas Payday and UC poster: Spanish (revised 4/2020)
This notice should be posted by employers who are covered by the Texas Pay Day Law but who are not covered by the Texas Unemployment Compensation Act.
Texas Pay Day Poster: English (revised 11/2017)
Texas Pay Day Poster: Spanish (revised 11/2017)
The Texas Workers' Compensation Act requires employers to post two notices in the
workplace, depending upon their coverage status: (1) Notice of Coverage ("Notice 6)
-or- Notice of Non-Coverage ("Notice 5"), and (2) Notice of the Ombudsman Program
(this notice applies only to employers who participate in the Workers' Compensation
program).
Determining which notice to post:
Notice 6: Notice of Coverage (post this notice only if your company provides workers' compensation coverage);
Notice 5: Notice of Non-Coverage (post this notice if your company does not provide workers' compensation coverage);
Ombudsman Program Notice: post this notice if your company participates in the workers' compensation program.
In addition to the workers' compensation posters, employers must also give employees written notices (see Mandatory Notices section).
Notice of Coverage (Notice 6): English (revised 1/2013)
Notice of Coverage (Notice 6): Spanish (revised 1/2013)
Notice of Non-Coverage (Notice 5): English (revised 1/2013)
Notice of Non-Coverage (Notice 5): Spanish (revised 1/2013)
Notice of Ombudsman Program: English (revised 4/2018) 
Notice of Ombudsman Program: Spanish (revised 4/2018)
The child labor law governs the employment of children under Texas law.
Child Labor Law Poster: English (revised 10/2016)
Child Labor Law Poster: Spanish (revised 10/2016)
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.
Color (English) (revised 7/2016)
Color (Spanish) (revised 7/2016)
Black and White (English) (revised 7/2016)
Black and White (Spanish) (revised 7/2016)
Consolidated EEO poster—Every employer covered by the non-discrimination and EEO laws is required to post on its premises the EEO poster, "Know Your Rights: Workplace Discrimination is Illegal" (formerly "Equal Employment Opportunity is the Law" poster).
Consolidated EEO poster "Know Your Rights"—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.
EEO "KNOW YOUR RIGHTS" POSTER: English (revised 10/2022)
EEO "KNOW YOUR RIGHTS" POSTER: Spanish (revised 10/2022)
Employers covered by the federal Occupational Safety and Health Act must post the "Job Safety and Health—It's the Law!" poster (OSHA 3165).
The federal OSHA poster is available in two sizes: 12.75 x 17.75 inches (large format) and 8.5 x 14 inches (legal-size paper). 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. OSHA has stated that previous versions of the poster are still useable.
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.
Federal OSHA Poster 3165: English 12.75 x 17.75 (revised 4/2015)
Federal OSHA Poster 3165: Spanish 12.75 x 17.75 (revised 4/2015)
Federal OSHA Poster 3165: English 8.5 x 14 (revised 4/2015)
Federal OSHA Poster 3165: Spanish 8.5 x 14 (revised 4/2015)
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.
USERRA Poster: English (revised 04/2017)
USERRA Poster: Spanish (revised 10/08)
Employee Polygraph Protection Act (EPPA)—Every employer subject to the Act shall post, and keep posted, on its premises a notice explaining the EPPA.
The dimensions of the EPPA poster, dated July 2016, is 11” x 17” which is the mandatory size for this posting.
EPPA Poster: English (revised 7/2016 version)
EPPA Poster: Spanish (revised 7/2016)
This optional poster provides information on Equal Employment Opportunity laws in Texas.
Fair Employment Poster: English & Spanish (revised 3/2016)
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.
FMLA POSTER (11"x14"): English (revised 2/2013) (legal size paper)
FMLA POSTER (11"x14"): Spanish (revised 2/2013) (legal size paper)
FMLA POSTER (11"x17" large format): English (revised 4/2016)
FMLA POSTER (11"x17" large format): Spanish (revised 4/2016)
E-Verify is a voluntary Internet-based program to help employers verify the work authorization of newly hired employees. While the e-verify program is mandatory for certain federal contractors and in some states, it is optional for all other employers. 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.
An employer that participates in E-Verify must post the "Notice of E-Verify Participation" poster provided by DHS and the "Right to Work " poster issued by Department of Justice.
E-Verify Poster: English
E-Verify Poster: Spanish
Right to Work: Spanish
Right to Work: English
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 (2022)
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).
source: DOL
Federal Contractors Paid Sick Leave Poster
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 a large format poster and is formatted to print at 11"x17" (as one large poster, 1 page). If your printer will not print the large format poster, use the older version and tape the two pages together.
Davis-Bacon Poster: English (2 pages)
Davis-Bacon Poster: Spanish (2 pages)
Davis-Bacon Poster: English (revised 4/2009)
Davis-Bacon Poster: Spanish (revised 4/2009)
Employers who perform work covered by the Walsh–Healy Public Contract Act (PCA) [for those engaged in government contracts in excess of $15,000] 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.
Notice to Employees: English (Revised 4/2009)
Notice to Employees: Spanish (Revised 4/2009)
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 many 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.
Employee Rights Under the NLRA: English (revised May 2019)
Employee Rights Under the NLRA: Spanish (revised May 2019)
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.
MSPA Poster: English & Spanish
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)
Spanish (Revised 3/08)
The Texas Hazard Communication Act (HCA) requires public employers to provide employees with specific information on the hazards of chemicals to which employees may be exposed in the workplace. All public employers must post the HCA's "Notice to Employees."
Hazard Communication Poster: English (revised 3/2014)
Hazard Communication Poster: Spanish (revised 3/2014)
Texas Whistleblower Act prohibits retaliation against public employees who report official wrongdoing. A state or local governmental entity must inform its employees of their rights by posting the notice "You Have the Right to Remain Silent" in a prominent location in the workplace.
Whistleblower Poster: English (revised 7/2012)
Effective January 1, 2016, Texas law allows licensed individuals to openly carry handguns in belt or shoulder holsters. Employers who wish to prohibit employees and other licensed handgun owners from "openly carrying" a handgun in the workplace must post a notice prohibiting open carry. To be effective, the "open carry" restriction notice must meet certain requirements as specified by Texas Penal Code §30.07, and be posted in English and Spanish. Our Open Carry poster meets these legal requirements. Note: this poster is mandatory IF the employer wants to prohibit the open carry of firearms in the workplace.
Due to legislative requirements, this poster must be printed using a color printer. The PDF document will print on two standard size (8.5 x 11 inches) pages, which should be taped or stapled together and posted at each entrance of the building, in both English and Spanish.
The written notice must contain specific language as stated in the Code and also must:
Open Carry of Handgun Prohibited Poster - English (prints on two pages)
Open Carry of Handgun Prohibited Poster - Spanish (prints on two pages)
Texas law allows concealed handguns to be legally carried by individuals with a concealed handgun license. Private employers may prohibit the carrying of concealed handguns on their property but only if they provide proper legal notice (does not apply to parked cars on the employer’s premises). To be effective, the "concealed carry" restriction notice must contain mandatory language and meet size and color requirements as specified by Texas Penal Code §30.06. Our Concealed Carry poster meets these legal requirements. Note: this poster is mandatory IF the employer wants to prohibit concealed handguns in the workplace.
Due to legislative requirements, this poster must be printed using a color printer. The PDF document will print on two standard size (8.5 x 11 inches) pages, which should be taped or stapled together and posted in a conspicuous area at each entrance of the building, in both English and Spanish.
The written notice must contain specific language as stated in the Code and also must:
Concealed Handgun Poster - English (prints on two pages)
Concealed Handgun Poster - Spanish (prints on two pages)
No Smoking and Smoking Permitted Area Signs.
No Smoking
Smoking Permitted
Hand washing posters for food service and restaurant employees.
Wash Hands Before Returning to Work - multiple languages
Wash Hands Before Returning to Work - English
Wash Hands Before Returning to Work - Color - English and Spanish
All bar and restaurant owners must post a sign warning wait staff employees of criminal penalties for identity theft. The sign must be in letters at least 1/2 inch high, and must be posted in English and in any other language that is spoken by a substantial portion of the employees. Due to the mandatory size of the posting, the notice is formatted to print on legal size paper (8.5 x 14 inches).
Identity Theft Warning Sign: English
Posting for food establishments; minimum safe food temperatures required by the Texas Food Establishment Rules.
Safe Food Temperature Poster: English & Spanish
This poster explains emergency care for choking victims and was previously a mandatory posting for all food service facilities. In 2011, the Texas legislature repealed this posting requirement. Displaying this poster is now optional. The sign is formatted to print 11" X 17" size.
Choking Poster: English & Spanish
Hand washing posters for food service and restaurant employees.
Wash Hands Before Returning to Work - multiple languages Wash Hands Before Returning to Work: English Wash Hands Before Returning to Work - Color - English & Spanish
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) PDF H-2A Poster: Spanish (revised 4/2012)
Texas workers' compensation laws require employers to provide various written notices to employees. The type of notification will depending upon: the type of coverage (or non coverage) the employer has; whether there is a change in coverage status; when coverage is terminated; or if the employee is injured.
Written notice (s) must be given to employees as follows:
Employers Covered By Workers Compensation: Notice 6.
In addition to posting Notice 6 in the workplace, a written copy of Notice 6 must be given to all newly hired employees, which includes a statement of their right to reject workers’ compensation coverage and retain their common law right of action.
Employers Not Covered By Workers Compensation: Notice 5.
In addition to posting Notice 5 in the workplace, a written copy of Notice 5 must be given to all newly hired employees.
All Employers: Change in Coverage Status*.
A written notice of coverage or non coverage must be given to employees whenever there is a change in coverage status. For example: If the employer obtains workers compensation coverage, employees must be given written notice of the coverage (Notice 6), which must include a statement of their right to reject workers’ compensation coverage and retain their common law right of action. If at any time the employer cancels or has coverage terminated, written notice of non-coverage must be provided to all employees (Notice 5).
► Notice of Coverage (Notice 6) & New Employee Notice: English ► Notice of Coverage (Notice 6) & New Employee Notice: Spanish ► Notice of Non-Coverage (Notice 5): English ► Notice of Non-Coverage (Notice 5): Spanish
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 1/31/2023) ► CHIPRA Notice: Spanish (expires 1/31/2023)
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) ► ACA Health Care Notice: Spanish (for employers who do NOT offer a health plan) ► ACA Health Care Notice: English (for employers who offer a health plan) ► ACA Health Care Notice: Spanish (for employers who offer a health plan)
All Texas employers must provide a written notice to employees informing them of their possible right to take an Earned Income Tax Credit (EITC) on their federal tax returns, no later than March 1st of each year.
IRS Notice 797 - EITC (Revised 12/2021)
Upon separation from employment, an employer must provide employees with an individual notice of general information about filing a claim for unemployment benefits as set out in the required posting UC notice. The information may be provided to the separating employee using any of the following methods: in a paper format, including by mail or with separation paperwork; by email or text; or by other means reasonably calculated to ensure the individual receives the required notification.
Unemployment Benefits Notice to Separating Employees
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. NOTE: the 2013 version of the FMLA poster is printer friendly and still valid for use.
► FMLA Notice: English (revised 2/2013) ► FMLA Notice: Spanish (revised 2/2013)
I really want to thank The Personnel Advisor for not only the written guide but especially the on-line services. Read More >
Shera Williamson, Office Manager
Beverly Griffith, VP
Jay Traversi, Vice President
Martin Brubaker, Director of Human Resources
Trina Jackson, Vice President
Elaine Gebauer, Administrative Manager
Judy Woolf, Precision Hydraulic Technology
Joan Stemmer, Controller
Doak Givan, Executive Director
Barbara Graver, President
Mary Jean George, Owner & Principal Consultant
Mary Jean George, Owner & Principal Consultant
