Covered postings include notices related to minimum wage, overtime, child labor, prevailing wage, and workers’ compensation. This is especially impactful for employer compliance when managing hybrid or remote workforces.
To comply, employers may consider implementing labor law postings through internal HR portals or intranet pages. Employers must ensure visibility and easy access by way of a clearly labeled “Employee Notices” section on these platforms. For organizations using cloud-based HR or payroll platforms, digital notices can be integrated into employee dashboards or self-service portals.
Alternative methods include emailing updated notices directly to employees with accessible links or PDFs. Employers should use consistent subject lines, such as “Updated Required Labor Notices,” and retain read receipts or confirmations when possible. Similarly, including these digital notice links in employee handbooks or onboarding materials can help establish ongoing compliance and ensure new hires are informed from day one. Documentation of notice access and employee acknowledgment can further help reduce risk in the event of a dispute.
Even with digital delivery, it remains good practice to maintain a physical posting in the workplace, particularly if there may be employees with limited digital access. If your workplace chooses to continue physical posting, whether as the primary method or in addition to digital notices, employers must still ensure compliance with applicable standards, including:
· General notices: Must be posted in a conspicuous and accessible location on the premises where employees are employed.
· Minors: Notices must be posted “in plain view in a conspicuous place frequented by the largest number of minor employees and accessible to all minors.”
· Workers’ compensation: Notices must match or exceed the size of the proof of coverage provided by the Bureau of Workers’ Compensation and be posted alongside the proof of workers’ compensation or self-insurance certificate.
Employers should begin reviewing and updating their labor notice procedures now. This includes determining that employees have reliable digital access, updating handbooks, and consulting counsel where needed.
If you have any questions about this update or other compliance matters, we encourage you to reach out to any
K|W|W attorney . At K|W|W, your workforce is our priority.