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 |
| Arkansas | The Arkansas Department of Labor and Licensing has released their Veterans’ Benefits and Services notice. A new law requires employers with 50+ employees to post a notice in the workplace containing information on the various benefits and services available to veterans. The poster revision date is August 22, 2025. |
| Iowa | Iowa has updated its Your Rights Under Iowa’s Minimum Wage posting and its Safety and Health Protection on the Job posting with formatting changes and new contact information. |
| Kentucky | Kentucky has updated its Safety and Health Protection on the Job posting in English and Spanish with new deadlines. |
| Maine | Maine has updated its No Smoking posting with changes to its posting requirements from optional to required and its Paid Family and Medical Leave posting in English and Spanish with updates to its Family Leave section. In addition, it added a Sexual Harassment Education and Training posting to its offering. |
| Maryland | The Maryland Department of Labor has updated their Safety and Health Protection on the Job (MOSH) notice. The updated notice reflects new penalty amounts for violations of the Maryland Occupational Safety and Health Act. The poster revision date is August 26, 2025. |
| Massachusetts | Massachusetts has updated its Earned Sick Time posting in English and Spanish with changes to its Retaliation and Notice and Verification sections. |
| Missouri | The Missouri Minimum Wage Notice has been revised to reflect new legislation. Effective August 28, 2025, the state minimum wage will now be governed by House Bill 567 (2025), replacing the prior authority of Proposition A (2024). The poster revision date is September 2, 2025. |
| Missouri’s Paid Sick Leave law has been repealed, and the corresponding posting is no longer required. As a result, employers must update their postings to display the new Minimum Wage Notice and remove the Earned Paid Sick Time Notice to remain compliant. | |
| Missouri has updated its Discrimination in Public Accommodations posting with new posting requirements and its Minimum Wage posting in English and Spanish with changes to its dates and law. | |
| Nebraska | Nebraska has updated its Discrimination posting with the addition of equal pay act information and added a Paid Sick Time posting in English and Spanish to its offering. |
| New Mexico | The New Mexico Workers’ Compensation Administration has updated their Workers’ Compensation notice. The updated notice has been reformatted to ensure employees can easily understand and access their rights. In addition, a QR code has been added. The poster revision date is August 28, 2025. |
| Rhode Island | Rhode Island has updated its Pregnancy Discrimination posting with the addition of menopause to its covered categories. |
| Utah | The Utah Workplace Safety and Health (UOSH) Notice has been updated with significant changes. Penalties have been sharply increased: serious violations may now result in fines of up to $16,131 per day, while willful or repeated violations can reach $161,323, with additional daily penalties for failure to correct hazards. In addition, the poster now provides expanded details on employee rights, employer reporting requirements, and the processes for inspections, citations, and appeals. A web address has also been added to make reporting easier and more accessible. |
| Vermont | Vermont has updated its Child Labor Law posting with formatting changes and updates to its child labor restrictions, its Parental and Family Leave posting with the expansion of leaves and definitions broadened, its Minimum Wage posting with formatted changes to its heading and new contact information, its Unemployment Insurance Information posting with the removal of stalking and sexual violence language, its Earned Sick Leave posting with formatting changes and new information for 2025, and its Crime Victims’ Rights posting with new contact information and changes to its “alleged victim” information. |
| Virginia | The Virginia Department of Labor and Industry has updated their Job Safety and Health Protection notice. The updated notice reflects new mandatory penalty amounts for each serious violation and non-serious violation, as well as an increase to the daily penalty for failing to correct a violation. The poster revision date is August 21, 2025. |
| Washington | The Washington Job Safety & Health (DOSH) Notice has been updated to enhance clarity and accessibility. Appeal rights are now framed as an employer responsibility rather than an employee right, providing greater transparency in the process. The anti-retaliation language has been strengthened, replacing “discriminating” with “retaliating” to reflect protections more accurately for workers. The accessibility statement was also modernized, shifting from “foreign language support” to “language support.” In addition to these updates, the poster received minor formatting and stylistic adjustments to improve readability and make the information easier for both employers and employees to understand. |
| Wyoming | Wyoming has added a Non-Compete Clause posting to its offering. |
| City | Updated Poster |
| Edgewater, CO | Updated its Edgewater Minimum Wage posting in English and Spanish with the removal of “proposed” status from its minimum wage rates. |
| Philadelphia, PA | Updated its Philadelphia Paid Sick Leave posting in English and Spanish with changes to its Employer Requirements section to update its employer records of sick leave accrual to three years. |
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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.
