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 |
| Florida | Florida Commerce has updated their Minimum Wage notice. The updated notice reflects an adjustment of the state minimum wage from $13.00 to $14.00 per hour, with a minimum of $10.98 per hour for tipped employees, effective September 30, 2025. These minimum wages will be valid through September 29, 2026. |
| Illinois | The Illinois Department of Labor has updated their Victims’ Economic Security and Safety Act (V.E.S.S.A) notice. The updated notice reflects revised contact information. The poster revision date is October 1, 2025. |
| Kentucky | The Kentucky Safety and Health on the Job Notice has been recently updated. The key changes include a shorter deadline for filing state-level discrimination complaints, reduced from 120 days to 30 days, and a stricter reporting requirement for serious workplace incidents (hospitalizations, amputations, or loss of an eye), now due within 24 hours instead of 72 hours. |
| Nevada | The Nevada Department of Business and Industry, Office of the Labor Commissioner, has released their Employment of Minors notice. This notice reflects a new law which restricts the working hours of minors to align with federal child labor standards. The poster revision date is September 3, 2025. |
| New Jersey | The New Jersey Department of Labor and Workforce Development has updated their Family Leave Insurance notice. The updated notice reflects clarification regarding the benefits available to employees covered by family leave insurance, including provisions related to bonding with a new child, supporting family caregivers, and assisting victims or survivors of domestic or sexual violence and their caregivers. The poster revision date is September 19, 2025. |
| Rhode Island | Rhode Island updated the Sick and Safe Leave Notice now clarifies that most employees can earn up to 40 hours of leave per year, at a rate of one hour for every 35 hours worked. Leave may be used for personal illness, medical appointments, domestic violence issues, or to care for a household member, with paid leave required for employers with 18 or more workers. |
| Rhode Island | Rhode Island updated the Discrimination/Fair Employment Notice to include a new Voice Relay/711 contact number. |
| Vermont | The Vermont Department of Labor has updated their Minimum Wage notice. The updated notice has been reworded and reformatted. The poster revision date is August 29, 2025. |
| The Vermont Department of Labor has updated their Earned Sick Time Act notice. The updated notice has been reworded and reformatted. The poster revision date is August 29, 2025. | |
| The Vermont Department of Labor has updated their Employment Protections for Victims of Crime notice. The updated notice has been reworded and reformatted. The poster revision date is August 29, 2025. | |
| The Vermont Department of Labor has updated their Parental and Family Leave notice. The updated notice has been reworded and reformatted. The poster revision date is August 29, 2025. | |
| Vermont has issued multiple revised labor law notices, including: Unemployment Insurance, Accommodations for Pregnant Employees Child Labor Law Employer’s Liability & Workers’ Compensation Healthcare Whistleblower Protection Safety Records Notice Sexual Harassment Notice Workers’ Compensation Reinstatement Rights These updates include significant wording and formatting changes designed to provide greater clarity and ensure employees have a better understanding of their workplace rights. | |
| West Virginia | The West Virginia Division of Labor has updated their Unemployment Insurance Benefits notice. The updated notice reflects additional information regarding unemployment insurance providers, how to apply for unemployment insurance, and eligibility requirements. In addition, employees can file a claim for benefits online or at the nearest local office. The poster revision date is September 26, 2025. |
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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.
