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.
| State | Updated Posting |
| Federal | As a result of Executive Orders 14236 and 14173, the Federal Contractor Labor Law Poster has been updated to reflect the removal of the Pay Transparency Non-Discrimination Notice and the EO 14026 Federal Contractor Minimum Wage Notice ($17.75). With these changes, the contractor’s minimum wage now reverts to $13.30 under EO 13658, and the Pay Transparency notice is no longer required to be posted. Employers should ensure their posters are updated to remain in compliance. |
| Alaska | Alaska has released updated labor law posting requirements following the passage of Ballot Measure 1 during the 2024 General Election. The Minimum Wage Notice has been revised as the state minimum wage will increase from $11.91 to $13.00 per hour, effective July 1, 2025. |
| The Alaska Child Labor Notice has been revised to include a new section outlining sick leave requirements for minors who work 30 or more hours per week. The updated notice also features clarified language throughout to improve readability. | |
| Louisiana | The Louisiana Workforce Commission has updated their Unemployment Insurance notice. The updated notice reflects additional information on penalties for unemployment compensation benefits fraud. The poster revision date is May 20, 2025. |
| Massachusetts | The Massachusetts Commission Against Discrimination has updated their Fair Employment notice. The updated notice reflects some rewording as well as contact information for a new MCAD Worcester office location. The poster revision date is May 22, 2025. |
| Massachusetts has released updates for two required labor law postings. The Fair Employment Notice has been revised with improved formatting and clearer descriptions of employee rights. Additionally, a new office location in Worcester has been added for filing claims or obtaining information. | |
| The Unemployment Insurance Notice has also been updated to include new online application instructions and website information for filing and managing claims | |
| Minnesota | Minnesota has added an Employer-Sponsored Meetings or Communications (Captive Audience) posting in Spanish to its offering. |
| New York | New York City has released an updated Paid Safe and Sick Leave Notice to reflect the new Paid Prenatal Leave employee benefit. The revised notice now includes the right to up to 20 hours of paid leave per year for prenatal medical appointments, in addition to existing paid safe and sick leave entitlements. |
| Pennsylvania | The Pennsylvania Human Relations Commission has updated their Fair Employment notice. The updated notice reflects a new website address for the Pennsylvania Human Relations Commission and minor reformatting. The poster revision date is June 10, 2025 |
| Virginia | Virginia has updated its Human Rights Act posting with the addition of a new discrimination category and changes to its contact information. It has also updated its Earned Income Credit posting in English and Spanish with formatting changes and its qualifications amended. Lastly, Virginia has updated its Covenants Not to Compete with Low Wage Employees posting with the expansion of its definition of “low-income employees”. |
| Washington | The Washington Workers’ Compensation Notices have been updated to reflect recent changes. Beginning July 1, 2025, physician assistants (PAs) are now recognized as qualified healthcare providers for state-funded Workers’ Compensation claims. For claims related solely to mental health conditions, licensed psychologists may also serve as the attending provider. Additionally, several key web addresses on the notice have been updated to ensure access to current resources and information. |
| City | Updated Poster |
| Milpitas, CA | Milpitas, CA, has updated its Milpitas Know Your Rights posting in English, Vietnamese, Chinese, and Spanish with a new minimum wage rate. |
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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.
