What labor law posters are required in California in 2026?

California employers must post the applicable IWC Wage Order, the state minimum wage notice, Payday Notice, Cal/OSHA Safety and Health Protection on the Job, the Log 300 summary each February through April, workers' compensation notice, paid sick leave notice, California Family Rights Act / pregnancy disability notices, discrimination and harassment notices (CRD), whistleblower protections notice, EDD notices for unemployment, disability and paid family leave, the emergency contact/no-smoking notices, and required federal posters such as FLSA, FMLA, EEO, USERRA and the Polygraph Protection Act.

Where can I get California labor law posters for free?

All required California posters are available free from the state agencies that issue them: the Department of Industrial Relations (workplace postings page), Cal/OSHA, the Civil Rights Department (CRD), the Employment Development Department (EDD), and the U.S. Department of Labor for federal notices. Employers are never required to buy a paid all-in-one poster.

What is the penalty for not posting required notices in California?

Penalties vary by notice. Failing to post the IWC Wage Order or payday notice can trigger citations from the Labor Commissioner; missing Cal/OSHA postings can be cited during an inspection; and failure to post the CRD harassment notices or the whistleblower notice under Labor Code § 1102.8 carries its own penalties. Missing postings can also extend the time a worker has to bring a claim, because a worker cannot be expected to know rights that were never posted.

Do remote employees need labor law posters?

Yes. California employers with remote or hybrid workers should distribute the required notices electronically — by email, an intranet page, or an employee portal — so remote employees have the same access as on-site employees. Electronic distribution supplements but does not replace physical posting at any worksite.

Do posters have to be in Spanish?

If a significant portion of the workforce speaks a language other than English, notices must be posted in that language where the issuing agency provides a translation. California agencies publish most postings in Spanish, and many in Chinese, Korean, Tagalog and Vietnamese.

California Labor Law Posters 2026: Required Workplace Notices

Every California employer — even one with a single employee — must display a set of state and federal workplace notices where employees can easily read them. This guide lists what has to be posted in 2026, which agency issues each notice free of charge, how to handle remote workers and non-English speakers, and what happens when a posting is missing.

Required California state postings

IWC Wage Order — the industry- or occupation-specific wage order that applies to your business (there are 17). It sets hours, overtime, meal and rest period, and reporting-time-pay rules.
Minimum Wage notice (MW-2026) — the current statewide minimum wage. Cities and counties with a higher local minimum wage (Los Angeles, San Francisco, San Diego, San Jose, West Hollywood and many others) require their own local ordinance posting as well.
Payday Notice — Labor Code § 207: the regular paydays, plus the time and place of payment.
Safety and Health Protection on the Job — the Cal/OSHA notice (form S-500).
Cal/OSHA Form 300A summary — the annual summary of work-related injuries and illnesses, posted from February 1 through April 30.
Notice to Employees — Injuries Caused by Work — the workers' compensation notice naming your carrier and the designated medical provider network.
Paid Sick Leave / Healthy Workplaces, Healthy Families Act notice — including the expanded accrual and use rules in effect since 2024.
California Family Rights Act (CFRA) and Pregnancy Disability Leave notices — issued by the Civil Rights Department.
"California Law Prohibits Workplace Discrimination and Harassment" and the Transgender Rights in the Workplace notice — CRD.
Whistleblower protections notice — Labor Code § 1102.8, with the Labor Commissioner's hotline number, in at least 14-point type.
EDD notices — Unemployment Insurance, State Disability Insurance and Paid Family Leave (DE 1857A), plus the DE 1857D notice of pay reduction rules where applicable.
Emergency contact / "Notice to Employees" (DE 35), the no-smoking signage, and the Emergency Information poster with local emergency numbers.
Human trafficking notice — required for specified businesses (Civil Code § 52.6), such as bars, hotels, transit and urgent care facilities.

Required federal postings

FLSA — "Employee Rights Under the Fair Labor Standards Act."
FMLA — employers with 50 or more employees.
EEO is the Law / Know Your Rights — EEOC.
USERRA — "Your Rights Under USERRA" for military service members.
Employee Polygraph Protection Act (EPPA).
OSHA "Job Safety and Health" — where federal OSHA applies.
E-Verify and Right to Work notices, if you participate in E-Verify.

Where to get the posters free

You do not need to buy an all-in-one laminated poster. Every required notice is published free by the issuing agency:

DIR — Required Workplace Postings (wage orders, minimum wage, payday, paid sick leave, whistleblower)
Cal/OSHA (safety poster, Form 300A)
Civil Rights Department (CRD) (discrimination, harassment, CFRA, pregnancy disability, transgender rights)
EDD — Required Notices and Pamphlets (UI, SDI, PFL)
U.S. Department of Labor — Workplace Posters

How and where to post

Post in a conspicuous place frequented by employees — typically a break room, time clock area, or kitchen — where notices can be read during the workday.
Post at every worksite, including satellite offices, job sites and warehouses. One location is not enough for a multi-site employer.
Keep the notices legible and unobstructed — not behind a door, cabinet, or covered by other paper.
Provide notices in the languages spoken by a significant share of your workforce, using the agency's official translation where one exists.
For remote and hybrid employees, distribute the same notices electronically — email, intranet or HR portal — in addition to physical posting.

Annual 2026 update checklist

Replace the minimum wage poster with the current-year version, plus any local ordinance poster.
Confirm your IWC Wage Order is still the correct one if your business activity changed.
Post the Form 300A summary from February 1 to April 30 and keep records for five years.
Update the workers' compensation notice if you changed carriers or medical provider network.
Verify paid sick leave and CFRA notices reflect the latest agency versions.
Re-issue the full notice packet electronically to remote staff.
Give new hires their individual notices — the Labor Code § 2810.5 Notice to Employee (DLSE-NTE), the workers' compensation pamphlet, the EDD DE 2515 and DE 2511 pamphlets, and the sexual harassment prevention pamphlet (DFEH-185).

Penalties for missing postings

There is no single flat fine. The Labor Commissioner can cite an employer for a missing wage order or payday notice; Cal/OSHA can issue a citation for a missing safety poster or Form 300A during an inspection; and the whistleblower notice requirement under Labor Code § 1102.8 carries its own penalty. Beyond the fines, missing postings frequently hurt employers in litigation: an employee who was never informed of a right may be able to argue the time limit to bring a claim should be extended, and a pattern of missing notices supports a broader wage-and-hour or PAGA claim.

Frequently asked questions

Do I need posters if I only have one employee?

Yes. Most California postings apply from the first employee. Some federal notices (FMLA) and a few state requirements apply only above an employee threshold, but the core state set does not have a small-employer exemption.

Can I keep posters in a binder instead of on the wall?

No. The requirement is posting — the notices must be displayed where employees can see them without asking anyone. A binder can supplement the wall, not replace it.

Are paid poster subscription services required?

No. Commercial poster services are optional convenience products. Downloading the free official versions and keeping them current satisfies the law.

What about independent contractors?

Postings are directed at employees. But if workers are misclassified, the employer owes the full set of employee obligations — see our AB 5 and ABC test guide.

Not sure which postings apply to you?

Ask CalWorkLaw's AI assistant about your industry, headcount and city — it draws on the California Labor Code, IWC Wage Orders and agency guidance.

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Disclaimer: This guide provides general legal information about California law and is not legal advice. Posting requirements change; always confirm the current version with the issuing agency. For advice about your specific situation, consult a licensed California employment attorney.