The below list may include updates to existing posters, additional postings that will be added to federal and state labor law posters, or new individual notices that may be required to be posted.
| Federal | Updated Posting |
| Federal | The federal Employee Rights on Government Contracts (SCA, Walsh-Healey) posting in English and Spanish has been updated with changes to its QR code and URLs. |
| Federal | The federal DOD Whistleblower posting has been updated with formatting changes and a new QR code. |
| Federal | The Federal Contractor Minimum Wage for Contracts Prior to 1/30/2022 posting has been updated with a new minimum wage rate. The Pay Transparency Nondiscrimination Provision posting has also been inactivated and removed from the Federal Contractor poster. |
| State | Updated Posting |
| Alaska | Alaska has revised its AKOSH “Safety and Health Protection on the Job” poster to reflect updated penalty amounts, revised complaint procedures, updated agency contact information, and formatting changes. Employers should replace outdated postings to ensure compliance with current Alaska OSHA requirements. |
| Alaska has released several labor law posting updates affecting employers. The Alaska Minimum Wage Notice has been revised to reflect an upcoming increase from $13.00 to $14.00 per hour effective July 1, 2026. The Workers’ Compensation Notice has also been updated, shortening the employee reporting deadline for workplace injuries from 30 days to 15 days. Additionally, the Summary of Alaska Child Labor Law Notice has been updated with formatting and contact information changes. Employers should ensure all updated notices are posted to remain compliant. | |
| Maine | The Maine Sexual Harassment Prevention notice, which is required for businesses with 15 or more employees, has been revised and reorganized to provide clearer guidance on employer training obligations. The updated notice more clearly outlines the required content of sexual harassment training, additional training requirements for supervisors and managers, and procedures for reporting complaints. It also emphasizes that employers must maintain records of sexual harassment training and employee attendance for at least three years. Additionally, the notice includes updated enforcement information and contact details for the Maine Bureau of Labor Standards. |
| Minnesota | Minnesota has updated its Workers’ Compensation posting in English and Spanish with new content added to its “If you are injured” section. |
| Minnesota has updated its Minimum Wage posting in English and Spanish with the addition of meal and rest break information as well as updates to the QR codes. | |
| Nebraska | The Nebraska Minimum Wage notice has been updated to reflect significant wage law changes taking effect July 17, 2026. The revised notice introduces a new youth minimum wage of $13.50 per hour for employees ages 14 and 15, as well as a new 90-day training wage for certain employees ages 16–19. It also adds future minimum wage rates through 2030, reflecting annual cost-of-living adjustments beginning January 1, 2027. Additionally, the notice simplifies exemption language by referencing the applicable statute rather than listing all exemptions in detail. |
| Oregon | Oregon has released an updated Paid Leave Notice. The most notable change adds guidance for unforeseeable leave, requiring employees to notify their employer within 24 hours and provide written notice within three days. The update also clarifies that employees must continue paying their portion of health insurance while on leave. |
| Vermont | Vermont has updated its Unemployment Insurance Notice with revised formatting, added a statutory reference, and expanded employee eligibility language to include protections related to sexual violence and stalking. The expanded language represents a meaningful update and employers should replace the outdated notice to ensure compliance. |
| Vermont has updated its Employers Liability and Workers’ Compensation posting in English with changes to its contact information and Equal Opportunity is the Law statement. Vermont also added a new Meals and Lodging posting in English to its offering. Vermont also added a new Meals and Lodging posting in English to its offering. Vermont has also updated its Employers Liability and Workers’ Compensation posting in Spanish by replacing it with a new version. | |
| County | Updated Posting |
| Los Angeles County, CA | Los Angeles County has updated its Los Angeles County Unincorporated Minimum Wage posting in English and Spanish with a new minimum wage rate. |
| King County, WA | King County has updated its King County Unincorporated Minimum Wage posting with an agency correction to the employer business size categories. |
| City | Updated Posting |
| Los Angeles County, CA | Los Angeles County has updated its Los Angeles County Unincorporated Minimum Wage posting in English and Spanish with a new minimum wage rate |
| King County, WA | King County has updated its King County Unincorporated Minimum Wage posting with an agency correction to the employer business size categories. |
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Contact VensureHRThis communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.
