The workers’ compensation system is designed to provide employees injured on the job with timely medical care and financial support while giving employers a structured, insurance-based way to manage workplace injury costs.

Although the system generally works as intended, it remains vulnerable to fraud. Claimant fraud is one of the most common forms of workers’ compensation fraud. Claimant fraud occurs when an individual intentionally provides false, misleading, or incomplete information to obtain workers’ compensation benefits.

While most claims are legitimate, fraudulent claims can increase costs for insurers and employers, contributing to higher insurance premiums and operating expenses. These costs can ultimately affect consumer prices and limit resources available for employee raises, benefits, hiring, and other workplace investments.

Workers’ Compensation Fraud Posters: A Simple Prevention Tool

Employers can take proactive steps to reduce the risk of workers’ compensation fraud. One of the simplest and most cost-effective strategies is to educate employees about fraud and make reporting information readily available.

CPC’S Workers’ Compensation Fraud Poster Series puts fraud-prevention information where employees can see it every day. Posters serve as a continuing reminder that workers’ compensation fraud is serious, that fraudulent claims can have consequences, and that employees can help protect the integrity of the system.

Key Benefits of CPC’s Fraud Posters

• Educate employees about state-specific workers’ compensation anti-fraud laws and the consequences of filing a false claim.
• Highlight common examples of claimant fraud and help employees recognize potentially fraudulent conduct.
• Make reporting easier by providing state-specific fraud hotline information.
• Deter fraudulent activity by increasing awareness of fraud and its consequences.
• Promote accountability by reinforcing the employer’s commitment to honesty, integrity, and a zero-tolerance approach to fraud.

Prevention Starts With Awareness

Even one fraudulent claim can result in unnecessary costs, lost productivity, and administrative burdens. Making fraud prevention visible in the workplace helps employers reinforce their policies and create a culture of accountability.

A Poster for Every State

We offer a Workers’ Compensation Fraud Poster for every state to complement employee training, reinforce fraud-prevention policies, and promote a workplace culture of integrity and transparency.

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The posting has been revised to include a new web address for unemployment insurance claim information and a new web address to file initial claims. The links access Vermont’s new e-Services system for the unemployment insurance program.

Vermont

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The posting has been updated to include current addresses for state employment centers and features a newly revised Utah Department of Workforce Development logo.

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July 1, 2026 City/County Poster Updates

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The following required workplace postings have been updated for 2026 to include a new web address for information and filing applicable claims or complaints:

• Minimum Wage in New Mexico – Information and wage claims under the Minimum Wage Act.
• Discrimination is Against the Law – Information and complaints under the Human Rights Act.
• Paid Sick Leave Notice of Employee Rights – Information and complaints under the Healthy Workplaces Act.

New Mexico Update

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The posting has been substantially redesigned with a new color scheme and layout. Additionally, while the text continues to state that non-compliant employers are subject to statutory penalties, specific penalty dollar amounts have been removed. Finally, the posting includes a new email address for the Departamento del Trabajo y Recursos Humanos – Administración de Seguridad y Salud Ocupacional de Puerto Rico.

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Work Restrictions for Youth Employees
Effective July 1, 2026, Indiana employers are no longer required to register employees under the age of 18 with the Department of Labor, and the Youth Employment System (YES) has been discontinued. References to the registration requirement and the YES system have been removed from the posting.

Equal Employment Opportunity
The redesigned posting includes guidance on workplace harassment, the filing deadline for discrimination complaints, and additional protected classes under Indiana law or applicable local or federal law. It also includes a QR code that directly accesses the ICRC Civil Rights Portal.

Indiana

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Pursuant to Assembly Bill 3451 of the 2024-2025 legislative session, effective July 17, 2026, the New Jersey Family Leave Act expands coverage to employers with 15 or more employees, down from the previous threshold of 30. Employee eligibility requirements have also been lowered from 12 months of employment and 1,000 hours worked to 3 months of employment and 250 hours worked. The New Jersey Family Leave Act posting has been revised to reflect these expansions and includes updated contact details and a QR code for the New Jersey Division on Civil Rights.

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The minimum wage rates for California health care facilities increase each year on July 1. The annual Minimum Wage Supplement for Health Care Workers must be posted by employers subject to the health care worker minimum wage rates.

Which heath care facilities are subject to the requirements?

• Health care facilities with 10,000+ full time equivalent employees
• Dialysis clinics
• Intermittent clinics, community clinics, rural heath clinics, and urgent care clinics associated with community or rural health clinics
• Hospitals with higher governmental pay mix
• Covered Health Care Facilities run by Large Counties (5M+ people)
• Covered Health Care Facilities run by Medium Counties (250K-5M people)
• Covered Health Care Facilities run by Small Counties (less than 250K people)
• Physician groups with 25+ physicians, and general covered facilities per Labor Code § 1181.14 

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DE H 105 Employment Practices

Effective September 26, 2027, employers with more than 25 employees, will be required to include salary or wage range information and a general description of benefits in all job opportunities postings, and ensure that applicants have access to that information prior to any offer or discussion of compensation. Employers will also be required to maintain records relating to job descriptions and wage rates for employees for at least three years. The Department of Labor may bring an administrative action to enforce the pay transparency provision. For a first offense, employers will receive a written warning; subsequent offenses carry civil penalties of $500 to $10,000 per violation.

DE H 262 Paid Leave

The law adds a new subsection to clarify that the entitlement to leave for the adoption of a child may begin at the employee’s election: when the child is placed for adoption, when the employee initiates a petition for adoption in Family Court, or upon completion of the adoption process. The law became effective June 10, 2026.

DE S 263 Labor Exemptions

Under this law, any individual who has entered into a contract to play baseball at the minor league level and who is compensated pursuant to the terms of a collective bargaining agreement that expressly provides for wages and working conditions is exempt from state minimum wage and recordkeeping standards. The law became effective June 24, 2026.

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