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 |
| Connecticut | Connecticut has updated its Discrimination Is Illegal Notice to expand protections under state law. The notice adds “status as a victim of sexual assault” and “status as a victim of trafficking in persons” as protected categories from discrimination in the workplace. The updated notice also clarifies that protections related to criminal conviction status apply specifically to state employment and licensing decisions. |
| District of Columbia | The District of Columbia Department of Employment Services has updated their Universal Wage Law notice. The updated notice reflects an adjustment of the minimum wage rate to $18.40/hour for employees who do not receive gratuities and $10.30/hour for employees who do receive gratuities, effective July 1, 2026. The poster revision date is July 1, 2026. |
| Nevada | Nevada has released several revised labor law notices effective July 2026. The Annual Daily Overtime and Annual Minimum Wage Bulletin Notices have been updated with revisions including the new July 1, 2026 effective date. The AB 307 Notice has been revised to include updated links to required training resources. Additionally, the Rules to Be Observed by Employers Notice has been updated to reflect revisions issued |
| Oregon | Oregon has released several updated labor law notices that become effective July 1, 2026. The most significant change is a $0.50 per hour increase to all three Oregon minimum wage rates, affecting employers in the Portland Metro Area, Standard Counties, and Nonurban Counties. The revised Minimum Wage notice also clarifies that deductions from minimum wage for uniforms, tools, and employer-required lodging are prohibited. Additionally, the Oregon Sick Time notice expands covered uses to include blood donation and adds information regarding rehire protections, limitations on doctor’s note requirements, and written sick leave balance notifications. The Sexual Harassment & Domestic Violence Protections notice now expressly states that employers must maintain a written sexual harassment policy and provide a copy to each employee. Finally, the Captive Audiences notice contains minor changes. The revised Oregon Labor Posters are now available! |
| Oregon | The Oregon Bureau of Labor Industries has updated their Minimum Wage notice. The updated notice reflects an adjustment to the 2026-2027 minimum wage rates. The effective date is July 1, 2026. The poster revision date is June 26, 2026. |
| Oregon | The Oregon Bureau of Labor and Industries has updated their Breaks & Meals/Overtime & Paychecks notice. The updated notice reflects clarified rules for when rest breaks must occur and for duty free meal periods. The poster revision date is June 26, 2026. |
| Oregon | The Oregon Bureau of Labor and Industries has updated their Family Leave Act notice. The updated notice reflects the revised maximum annual bereavement leave allotment. The poster revision date is June 26, 2026. |
| Oregon | The Oregon Bureau of Labor and Industries has updated their Protections for Victims of Domestic Violence, Harassment, Sexual Assault & Stalking notice. The updated notice reflects some rewording to enhance clarity. The poster revision date is June 26, 2026. |
| Oregon | The Oregon Bureau of Labor Industries has updated their Sick Time notice. The updated notice reflects some rewording and clarification regarding employee notification requirements for unexpected leave. The poster revision date is June 26, 2026. |
| Oregon | The Oregon Bureau of Labor Industries has updated their Captive Audience notice. The updated notice reflects rewording to enhance clarity. The poster revision date is June 26, 2026. |
| Oregon | The Oregon Bureau of Labor Industries has updated their Equal Pay notice. The updated notice reflects a change in the effective date of the notice. The poster revision date is June 26, 2026. |
| Virginia | Virginia has recently updated several required workplace postings. The state’s Non-Compete Law Notice has been revised to expand protections for employees and certain independent contractors by limiting the enforceability of non-compete agreements in additional circumstances. Additionally, the Workers’ Compensation Notice has been updated with clearer guidance for employees and employers, revised reporting information, updated website resources, QR codes for easier access to forms, and new posting requirements for employers without a physical worksite. The New Virginia Labor Posters are now available! |
| City | Updated Posting |
| Chicago, Illinois | The City of Chicago, Illinois has updated their Labor Standards notice. The updated notice reflects an adjustment of the city minimum wage to $17.05/hour for standard employers with 4 or more employees, $12.96/hour for tipped workers for employers with 4 or more employees, and $17.05/hour for youth workers and all domestic workers, effective July 1, 2026. |
| Chicago, Illinois | The City of Chicago, Illinois has updated their Fair Workweek notice. The updated notice reflects a change in the employee annual salary requirement to be covered by the Fair Workweek ordinance, effective July 1, 2026. |
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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.
