Last reviewed: October 2026
Every location where employees work needs its own set of current labor law posters, and remote employees need a way to see the same notices. This guide explains what each worksite must display, how federal rules treat remote and hybrid employees, and how to keep posters current across many locations. It is part of our Complete Guide to Federal and State Labor Law Poster Requirements.
Table of Contents
- What Each Type of Workplace Needs
- Multi-Location Employers
- Mobile and Temporary Job Sites
- Remote and Hybrid Employees
- Building a Location-by-Location Poster Inventory
- Keeping Every Location Current
- FAQ
What Each Type of Workplace Needs
| Workplace | What to post | Where |
|---|---|---|
| Fixed location (office, store, plant, warehouse) | Federal posters, plus the state posters for that state and any local notices | A conspicuous place at that location, such as a break room or near the time clock |
| Locations in several states | The same federal posters at each site, but a different state set for each state | At each location |
| Mobile or temporary job sites | Federal and state posters for the job site's state | Where employees report each day, such as the job trailer |
| Hybrid employees | Physical posters at the worksite they report to, plus electronic access | At the worksite and on your intranet or HR system |
| Exclusively remote employees | The required notices, provided electronically | Intranet, HR system or email, with employees told where to find them |
Multi-Location Employers
Federal posting requirements apply at every location, so each site needs its own federal set. A single set at headquarters does not cover branch offices, stores or plants.
State requirements follow the location, not the company's headquarters. A business with sites in three states needs three different state sets, and a site that moves to a new state needs that state's set before employees start work there. Some cities and counties add their own minimum wage or paid leave notices, so check local rules for each site as well.
A few notices need extra attention across locations:
- OSHA: In states with an OSHA-approved State Plan, locations display the State Plan's poster instead of the federal OSHA poster. A company with sites in both kinds of states needs both versions.
- FMLA: Covered employers must post the FMLA notice at every location, even where no employee is currently eligible for leave.
- OSHA Form 300A: Covered establishments must post their annual injury and illness summary from February 1 to April 30 at each establishment.
- Language: Some notices must be posted in a language employees understand. Under the FMLA, for example, a covered employer must provide the notice in another language where a significant portion of the workforce is not literate in English. Language needs can differ by location.
Mobile and Temporary Job Sites
For work that is physically spread out, such as construction, OSHA requires its poster at the location where employees report each day. Where employees don't report to a single establishment, post it at the location from which they operate. In practice, that usually means a job trailer or a site bulletin board at each active job, with posters moved or replaced as sites open and close.
Federal construction projects also require Davis-Bacon notices at the job site, and H-2A or H-2B employers must post the program's worker rights notice where those workers are employed.
Remote and Hybrid Employees
Federal Rules
Under Department of Labor Field Assistance Bulletin 2020-7, electronic posting can satisfy a federal posting requirement for employees who work exclusively remotely and customarily receive information from the employer electronically. Employees must be told where the notices are and be able to reach them easily.
For employees who report to a worksite, the physical poster is still required, and electronic access is a supplement. Hybrid employees who come into a location are covered by the physical posters there; giving them electronic access as well keeps them informed when they work from home.
State Rules
State electronic posting rules differ from the federal guidance. Ohio allows certain state notices to be posted online, New York requires electronic copies in addition to physical posters, and Illinois requires certain notices to be provided electronically to employees who don't regularly report to a physical workplace. For the details, see our 2027 Compliance Alert: Labor Law Poster Rules and Digital Posting Requirements.
National Safety Compliance offers labor law posters as PDF downloads for electronic access.
For wage, expense, safety and leave rules beyond posters, see our Remote Worker Compliance in 2027: Essential Labor Law Checklist for U.S. Employers.
For setting up electronic notices, acknowledgments and audits for remote and hybrid teams, see Essential Strategies for Labor Law Poster Compliance in Remote & Hybrid Work Environments.
Building a Location-by-Location Poster Inventory
A written inventory is the simplest way to keep many locations compliant. For each location, record:
- The address, state, and city or county
- The federal posters that apply, including the OSHA or State Plan version
- The state and local notices for that location
- The languages employees at that location need
- The version or revision date of each poster on the wall, and the date it was posted
- The person responsible for posters at that location
For remote employees, record where the electronic notices are kept and how employees were told about them.
Keeping Every Location Current
Posters must be replaced whenever an agency issues a new mandatory version, and multi-state employers see more of these changes than single-state ones. Many states change their minimum wage on January 1, and others make changes on July 1 or other dates.
- Review every location before January 1 and July 1.
- Replace a poster as soon as a mandatory update is issued for that location's state or city.
- Add the right state set before opening a new location, and update the inventory when a location closes or moves.
- Update the electronic copies remote employees use at the same time as the physical posters.
Missing posters carry real penalties. For 2026, OSHA's maximum penalty for a posting violation is $16,550 per violation (OSHA penalties), and other agencies set their own amounts.
A labor law poster subscription from National Safety Compliance sends replacement posters when mandatory changes occur, and our Most Recent Changes page lists the latest updates.
FAQ
Do I need posters at every location?
Yes. Each location where employees work needs the federal posters plus the state and local notices for that location.
Can one set of posters at headquarters cover remote employees?
No. Exclusively remote employees who customarily receive information electronically can be given the notices electronically under federal guidance. A poster at headquarters they never visit does not reach them.
Do hybrid employees need electronic access?
Federal guidance treats hybrid employees who report to a worksite as covered by the physical posters there. Providing electronic access as well is a good practice, and some state rules may require it.
What do I post at a construction job site?
Post the OSHA poster, and other required notices, where employees report each day, such as the job trailer. Federal projects also require Davis-Bacon notices at the site.
Get Posters for Every Location
National Safety Compliance offers combined state and federal labor law poster sets for every state, PDF versions for remote employees, and a poster subscription that keeps every location current.