• Mandatory updates are taking effect for 8 states.
• Mandatory updates are taking effect for 18 cities and counties.
• More updates are expected to be announced soon.

Click here to pre-order July 1, 2026, State Poster Updates

Click here to pre-order July 1, 2026, City/County Poster Updates

Mandatory posting updates are required for the following states:

• District of Columbia
• Indiana
• Louisiana
• Nebraska
• Nevada
• New Jersey
• Oregon
• Virginia

Please contact a Compliance Advisor at 1-800-817-7678 to place an order, to explore how our digital compliance management programs can streamline compliance for your organization, or if you have any questions.
Compliance Poster Company is your partner in labor law compliance.

The post July 1, 2026 Poster Updates appeared first on Compliance Poster Company.

VA H 1/S 1: Minimum Wage

The law increases the minimum wage rate as follows:

• Effective January 1, 2027 – $13.75 per hour
• Effective January 1, 2028 – $15.00 per hour
• Effective January 1, 2029, and each year thereafter – adjusted based on increases in the Consumer Price Index (CPI).

The law takes effect July 1, 2026.

VA H 373/S 248: Food Allergy Awareness Notice

The law requires restaurants to post in a conspicuous location accessible to employees a food allergy awareness notice to be developed by the Health Commissioner informing employees of:

1. The procedures to be followed if a customer informs staff of a food allergy;
2. Any procedures to be followed to prevent cross-contact; and
3. The procedures to be followed if a customer has an allergic reaction.

The notice must be posted in the languages spoken by each employee. Restaurants must also include the phrase, “If you have a food allergy, please notify us,” on menus or conspicuously posted signs, and on menus posted on restaurant websites. The law takes effect July 1, 2026.

VA S 170: Protection of Employees

The law expands the restrictions on noncompete agreements between employers and employees by making them unenforceable if an employer discharges an employee without providing severance benefits or other monetary payment, except when the discharge is for cause. It also expands the civil action provision to allow any employee, not just low-wage employees, to sue a former employer or other person attempting to enforce an unlawful covenant not to compete. The law takes effect July 1, 2026.

VA S 128: Health Care Professionals

The law broadens the prohibition on noncompete agreements to include those between employers and health care professionals. Health care professional includes persons licensed, registered, or certified by the Board of Medicine, Nursing, Counseling, Optometry, Psychology, or Social Work. The law takes effect July 1, 2026.

VA S 637/H 925: Virginia Human Rights Act

The law amends the Human Rights Act to cover employers with 5 or more employees (previously 15), and increases the statute of limitations on unlawful discrimination complaints to 2 years from the date of the alleged discriminatory practice. The law takes effect July 1, 2026.

VA H 636/S 215: Salary Range Transparency

The law requires all employers to include wage or salary ranges in all job postings and to set wage or salary ranges in good faith. The law prohibits employers from seeking or relying on a job applicant’s wage or salary history when making hiring decisions, and prohibits employers from retaliating against current or prospective employees for not providing wage or salary history or for requesting wage or salary information. The law does not prohibit an employer from relying on wage or salary history voluntarily provided by an applicant to negotiate a wage or salary higher than initially offered. The law gives employers 15 days to correct a deficient job posting upon notice from an applicant before the applicant can file a civil action for the violation. The law takes effect July 1, 2026.

VA S 199: Paid Sick Leave

The law creates a new requirement for Virginia employers to provide employees with paid sick leave. The law will take effect in 3 phases:

1. July 1, 2027 – Employers with at least 50 employees
2. January 1, 2028 – Employers with at least 25 employees
3. January 1, 2929 – Employers with at least one employee

Key provisions of the new law include the following:

• Employees accrue one hour of paid sick leave for every 30 hours worked. Unused accrued leave carries over to the following year.
• Employees may use up to 40 hours of accrued sick leave per year unless the employer sets a higher limit.
• Employers that frontload 40 hours of paid sick leave at the beginning of the year will be considered compliant with the accrual provisions.
• Employers with existing paid time off policies or collective bargaining agreements that provide leave meeting the law’s requirements will not be required to provide additional sick leave.
• Employees must request leave in writing and provide at least one week’s advance notice when the need for leave is foreseeable.
• Paid sick leave may be used for:
  • The employee’s own illness, injury, or health condition, including diagnosis, treatment, and preventive medical care;
  • Caring for a family member with illness, injury, or health condition, including diagnosis, treatment, and preventive medical care; or
  • Obtaining medical care, victim services, taking other safety-related measures related to domestic violence, sexual assault, or stalking.
• Employers:
  • May require documentation for absences of 3 or more consecutive days
  • May adopt more generous paid sick leave policies
  • Must maintain records of accrued and used sick leave for 3 years
  • Must display a workplace posting and provide written notice informing employees of their rights under the law
  • May not discriminate or retaliate against employees for exercising their rights.
• Employees who believe their rights have been violated may file a complaint with VDOL or a civil action against the employer within one year of the violation.

The first phase of the law takes effect July 1, 2027.

VA S 2/ H 1207: Paid Family and Medical Leave Insurance Program

The law requires establishment of a paid family and medical leave insurance program by January 1, 2028. Funding will begin through employer and employee contributions starting April 1, 2028, with benefits available beginning December 1, 2028.

Eligible employees can receive up to 12 weeks of job-protected leave benefits for the following reasons:

1. The birth, adoption, or foster placement of a new child;
2. Caring for a family member with a serious health condition;
3. The employee’s own a serious health condition that prevents them from working;
4. Caring for a family member or next of kin in the Armed Forces with a serious health condition;
5. A qualifying exigency arising from a family member’s active military duty; or
6. Obtaining services and taking safety-related measures due to domestic violence, harassment, sexual assault, or stalking.

Under the program, wage replacement benefits will equal 80% of an employee’s wages, up to a set maximum. Leave can be taken intermittently or reduced leave schedule. Employees will be required to provide advance notice of the need for leave and continue paying their share for benefits during leave. Leave rights cannot be diminished by a collective bargaining agreement. The law protects employees exercising their rights from retaliation or discrimination.

Additionally, employers must provide notice of leave rights to employees upon hire, when leave is requested, or when they have notice of a qualifying need for leave. Employers must also display a workplace poster informing employees of the program in English, Spanish, and any language spoken by at least 5% of the workforce. Program rules are expected by April 1, 2028.

VA H 675: Anti-Retaliation Protections for Employees

The law prohibits employers from discharging, disciplining, discriminating against, using coercion, or threatening employees for engaging in protected activities or exercising rights under Title 41.1, Chapter 3 (Protection of Employees) or Chapter 5 (Child Labor). Employees may file complaints with the Commissioner within 90 days of alleged coercive action or threat. The law takes effect July 1, 2026.

VA S 100: Protection of Employees

The law prohibits employers from discharging, disciplining, or discriminating against employees who miss work while serving as volunteer emergency responders. Employees are required to give at least one hour notice before their scheduled shift and provide documentation upon their return. Missed work time is unpaid, but employees may use accrued paid leave. The law takes effect July 1, 2026.

VA S 121/H 20: Minimum Wage

The law removes farm laborers and farm employees from the list of workers who are excluded from minimum wage protections under Virginia law. The law takes effect January 1, 2027.

VA H 1092: Protection of Employees

The law requires the Virginia Safety and Health Codes Board to adopt by May 1, 2028, regulations establishing standards to protect workers from heat illness during indoor and outdoor work. The law takes effect July 1, 2026.

The post Virginia 2026 Legislative Session End appeared first on Compliance Poster Company.

Employers must now provide a 15-minute rest break within every four consecutive hours of work, and a 30-minute break for shifts of six or more consecutive hours. The Minnesota Department of Labor and Industry has revised the Minimum Wage posting to include this information. The updated posting also features a QR code for direct access to the Department of Labor’s “Work Breaks, Rest Periods” FAQ webpage.

Please click on the image below to purchase the updated Minnesota poster:

The post Minnesota May 2026 Change appeared first on Compliance Poster Company.

CT H 5003 Workforce Development and Working Conditions

Effective October 1, 2026:

Wage and Benefits Transparency

Employers cannot fail or refuse to provide a prospective employee with the wage range and a general description of benefits for the position. If the position was not publicly or internally advertised, this information must be provided upon the prospective employee’s request or prior to any discussion or offer of compensation.

Disability Accommodation Notice

Employers must provide written notice of an employee’s right to reasonable workplace accommodations under the Americans with Disabilities Act (ADA). The notice must be given to new employees at the commencement of employment, to existing employees within 120 days as of October 1, 2026, and employees disclosing a disability within 10 days of notifying the employer. Employers can comply with the notification by displaying a poster, which the Labor Commissioner is expected to create. The Labor Commissioner may also adopt regulations to establish additional notice requirements.

Lactation Accommodations

Employers must provide reasonable break times for an employee to express breast milk or breastfeed a nursing child on-site at the workplace. The breaks must be provided in addition to the employee’s regularly scheduled breaks.

Overtime Pay-Code

Employers with 100 or more employees must create and maintain a written overtime pay-code guide. The guide must explain overtime requirements and commonly used pay differentials, such as on-call, call-back, and holiday or weekend pay. The guide must be made available in English, Spanish, and other commonly used languages, provided to new hires, and updated when new pay codes are introduced.

The post Connecticut 2026 Legislative Update appeared first on Compliance Poster Company.

Posting Requirement: Employers who have a contract with the City of Ann Arbor for the furnishing of services where the total amount of the contract exceeds $10,000 for any 12-month period.

City of Ann Arbor, MI Living Wage Ordinance Poster

The post Ann Arbor, Michigan 2026 Living Wage Update appeared first on Compliance Poster Company.

Santa Fe, New Mexico Living Wage Poster

The post Santa Fe, New Mexico Living Wage Update appeared first on Compliance Poster Company.

Effective May 11, 2026, the minimum wage for contracts covered by Executive Order 13658 increases to $13.65 per hour ($9.55 per hour for tipped workers). The posting also reflects the removal of information regarding Executive Order 14026 and includes a revised URL for additional details.

Federal Service and Manufacturing Contracts Poster

Federal Construction Contracts Poster

Federal Contractor Worker Rights Poster

The post Federal Contractor 2026 Minimum Wage Mandatory Update appeared first on Compliance Poster Company.

ME H 18 Employee Pay Histories

Effective July 13, 2026, employers with 10 or more employees must include a prospective “range of pay” in any job posting. Range of pay is defined as “the range of pay that an employer anticipates relying on in setting wages for a position, including, but not limited to, reference to:

1. Any applicable pay scale;
2. A previously determined range of wages for the position;
3. The actual range of wages for those currently holding equivalent positions; or
4. The budgeted amount for the position.”

Upon request, an employer must disclose the range of pay offered for the position the employee currently holds. Employers are required to maintain a record of each position held and the pay history for every employee. These records must be kept for the duration of the individual’s employment and for three years following the termination of employment.

ME H 25 Employer Surveillance

Employers cannot use employer surveillance unless employees are notified before the monitoring begins. Employer surveillance is defined as “the monitoring of an employee by an employer through the use of an electronic device or system, including but not limited to the use of a computer, telephone, wire or radio or an electromagnetic, photoelectronic or photo-optical system.” Employer surveillance does not include the use of surveillance cameras for security or safety purposes or the use of global positioning system tracking or other safety devices on vehicles owned by the employer but operated by the employee. Employees have the right to decline an employer’s request to install data collection or transmission applications on their personal electronic devices for surveillance purposes. Employers must inform applicants during the interview process if the employer engages in surveillance. Employers must provide written notice at least once per calendar year to all current employees confirming that the employer engages in surveillance. The law goes into effect July 24, 2026.

ME H 1425 Employer Substance Use Testing Policy Requirements

Employers that choose to conduct substance use testing must follow the procedures of the employer’s substance use testing policy fully once a test has been initiated. An applicant or employee must be given the opportunity to contest a non-negative test result by discussing with the medical review or confirmation testing laboratory representative any legitimate medical explanation for the non-negative test result. Employees with confirmed positive results must be provided opportunity to participate in rehabilitation programs for up to 12 weeks before employers may take adverse employment actions. The law goes into effect July 24, 2026.

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Mandatory Update: Workers’ Compensation

Maine’s Workers’ Compensation Board has updated the posting to reflect the new physical address of the Caribou regional office.

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