Category: Labor Law News (English)

What Employers Need to Know

As we pass the halfway point of 2025, it’s clear that this year has been one of the most active in recent memory for labor law changes. States across the U.S. have implemented new legislation that directly impacts workplace posting requirements — from minimum wage increases to expanded employee rights under leave, discrimination, and workplace safety laws.

Why Are Labor Law Posters Changing?

Labor law posters are required by both federal and state governments to inform employees of their legal rights. When those rights change for example, due to a new minimum wage law, expanded leave protections, or updated safety regulations posters must be updated to reflect the new law.

Failure to display accurate, up-to-date posters can result in fines, legal exposure, and employee complaints especially during audits or labor inspections.

Key Law Changes in 2025

Here’s a closer look at the most significant types of labor law updates so far in 2025 and which states these changes affect, grouped by topic:

Minimum Wage Increases & Associated Wage Laws

States that have updated their minimum wage rates, executive order wage rules (for federal contractors), or wage-related laws like earned sick time, universal wage law, or youth employment wage protections.

• Alaska
• Arizona
• California
• Colorado
• Connecticut
• Federal Contractor
• Illinois
• Iowa
• Maine
• Massachusetts
• Michigan
• Minnesota
• Missouri
• Montana
• Nevada
• New Jersey
• New York
• Ohio
• Rhode Island
• South Dakota
• Vermont
• Washington
• Washington DC

Paid Leave – Family, Medical & Sick Time

States that have adopted or updated paid family leave, medical leave, or earned sick time laws, often with new accrual rules, employee eligibility, or notice requirements.

• California
• Connecticut
• Maine
• Massachusetts
• Michigan
• Minnesota
• Missouri
• Rhode Island
• Washington
• Washington DC

Discrimination, Harassment & Equal Opportunity Laws

Updates to posters relating to civil rights, anti-discrimination, harassment, or equal pay transparency, often reflecting expanded protected classes or compliance with new state laws.

• California
• Connecticut
• Idaho
• Illinois
• Maryland
• Massachusetts
• Nevada
• New York
• Pennsylvania

Health, Safety & Workers’ Compensation

Posters that address occupational safety, OSHA-equivalent updates, and workers’ compensation rights or rules, including specific changes related to workplace incidents and safety programs.

• Alaska
• California
• Idaho
• Illinois
• Kansas
• Nevada
• Massachusetts
• Washington

New Required Posters (Veterans, Youth, Trafficking, Free Speech)

Specialized or newly mandated postings not tied directly to wage or safety, including posters for veterans’ rights, human trafficking, youth employment, and worker freedom of speech.

• Illinois – Equal Pay Act: Pay Transparency, Veterans Benefits and Services, Workers’ Freedom of Speech Act
• Indiana – Work Restrictions for Youth
• Kansas – Human Trafficking Resources
• Louisiana – Veterans’ Benefits
• Massachusetts – Veterans’ Benefits and Services
• Maine –Paid Family and Medical Leave
• Michigan – Veterans & Youth Standards
• Minnesota – Employer Sponsored Meetings
• Missouri – Earned Paid Sick Time (Likely to be repealed)
• New York – Discrimination against the Engagement in Certain Activities
• Rhode Island – Veterans’ Benefits

What Employers Need to Do

1. Audit Your Posters
   Check that all required postings are current.
2. Look Beyond Minimum Wage as poster changes also affect:
   • Paid and unpaid leave rules.
   • Safety & health (OSHA, state programs)
   • Protections from discrimination and retaliation.
   • Specialized notices (e.g., human trafficking, veterans, non-competes)
3. Consider Multi-State Coverage
   If you operate in multiple states, each location must display posters relevant to its location.
4. Purchase a Poster Subscription so you always stay up to date.

As of mid-2025, over 20 states and the District of Columbia have updated their mandatory workplace labor law posters. Key changes include increases in state and local minimum wages, new or revised postings related to paid family leave, unemployment insurance, anti-discrimination laws, and other worker protections. States like California, Nevada, Oregon, and Virginia saw multiple updates, while others like Arkansas and Minnesota introduced new poster requirements for topics such as veterans’ benefits and employer communications. Employers should review their current postings, ensure compliance with the latest updates, and consider purchasing our poster subscription to stay current year-round.

Personal Protective Equipment (PPE) must fit properly to provide employees appropriate protection from workplace hazards. In fact, improperly fitting PPE reduces the effectiveness of protection. Even worse, it may fail to provide any protection at all to an employee. Further, it presents additional hazards to employee safety. Sadly, it can even discourage employees from using vital protective equipment at all. The construction industry is at high risk of failing to offer properly fitting PPE for all workers. OSHA is taking this issue seriously.

In response to this problem, OSHA has finalized revisions to its personal protective equipment standard for construction, (29 CFR 1926.95(c). The revisions explicitly state that PPE must fit properly. This revision aligns the language in the PPE standard for construction with the corresponding language in OSHA’s PPE standards for general industry and shipyards. It affirms OSHA’s interpretation of its PPE standard for construction as requiring properly fitting PPE.  The Center for Construction Research and Training (CPWR) has created a new infographic that reminds employers and workers about the importance of proper fit and what that should look like.

In construction, women often have a harder time than men in having access to properly fitting protective equipment. Often, they resort to altering the equipment available which can create its own hazards.

There is hope for women in construction according to Allison Roberts Grealis, founder and president of the Women in Manufacturing Association, “I believe there has been a huge improvement in the last decade in PPE for women, and it’s exciting to see more vendors offering PPE designed for women.” The Center for Construction Research and Training (CPWR) has compiled a list of providers of appropriate-fitting personal protective equipment for female workers.

Jessica Richardson, who chairs the Safety and Health Awareness Committee of the National Association of Women in Construction said, “I don’t know of anyone who thought that PPE wasn’t supposed to fit.” Richardson goes on, “That being said, having this clarity around it, I think, will help drive folks in the right direction, especially the manufacturers, suppliers, distributors and employers.”

Industry leaders are expecting more widespread improvements with the publication of OSHA’s final rule requiring PPE to properly fit each worker in the construction industry.  Kelly Franko of AWSAM (Alliance of Women’s Safety Apparel Manufacturers) expressed, “With OSHA passing the standard on fit, I think we’re going to see even more, because companies are trying to do the right thing.”

Encourage Proper Use of PPE for All Employees

• Use visual cues: eye-catching signage near workstations and entry ways.
• Make PPE easily accessible: position PPE in high-traffic areas. 
• Positive reinforcement: create a culture where PPE use is encouraged and rewarded.
• Create a default safety option: make PPE part of the workflow and build safety into daily routines.
• Reshape the work environment: place PPE dispensers near task-specific equipment.

Pitfalls to Avoid

• Information overload: too many signs overwhelm workers.
• Relying on data: facts and statistics are useful, but they aren’t effective motivators. Avoid overwhelming with too much copy or numbers.
• Inflexible design: One-size-fits-all solutions don’t work.

Properly fitting PPE is a critical element of an effective occupational safety and health program. PPE must fit properly to provide appropriate protection to employees from workplace hazards. Improperly fitting PPE fails to provide protection to an employee, reduces the effectiveness of protection, can present additional hazards, and may discourage employees from using the protective equipment in the workplace. NSC offers a variety of Personal Protective Equipment training resources.

Many state employment law updates went into effect on January 1, 2025. It is vital that employers stay up to date on all changes to important labor laws. These laws are crucial to be aware of. At National Safety Compliance, we monitor those changes for you so you can focus on other things.

Of course, the most common changes this year are minimum wage increases. In fact, more than twenty states have increased their minimum wage. Some of the other 2025 Employment Law Updates include everything from child labor laws and discrimination in employment to whistleblower protections and workers’ compensation regulations. Without a doubt, we will see many more labor law updates throughout the year. As a matter of fact, in 2024 there were over fifty changes from coast to coast. This year will be no different.

In addition to mandatory updates to current required posters, some states now require entirely new posters. These new posters include, Employer Sponsored Meetings, Paid Family and Medical Leave, Human Trafficking Resources, Veterans’ Benefits and Services, and Equal Pay Act/ Pay Transparency.

States with 2025 Updates and New Required Posters:

Last year, many states updated several posters throughout the year. Assuming that this year follows the same pattern, the most economical way to maintain compliance is our poster subscription. Now is the time to make sure your labor law posters are up to date. Again, the best way to stay compliant is to choose our poster subscription so you receive updated posters every time your state has a mandatory update to any of its postings.

Updated Laws and New Posters for 2025:

It is easy to see that state legislatures have been busy passing laws and updating laws from coast to coast. Keeping up with all the changes throughout the year can be daunting for employers. Many states have various agencies that have separate websites to monitor. It’s a challenge and at National Safety Compliance we are here to help. Let us monitor it for you by choosing our Poster Subscription service. You will receive a new poster each time your state has a mandatory update.

State legislatures have been busy in 2024. There were 28 states that had at least one major update to their labor law posters in January and several states updated more than one poster. Since January, many of those states have had additional updates and around 13 other states have updated at least one posting. Considering the seemingly increased frequency of updates, our poster subscription plan is the best way to ensure your labor law posters are up to date.

While January is the most common month for updates, states also update various laws throughout the year.   Mid-year labor law poster changes vary from state to state. Often, postings have minor updates such as address changes, website address changes, department personnel changes, and changes in design. However, many changes are major including increases in minimum wages, newly enacted laws, and major changes to the text of existing laws.

Helping You Stay Compliant

Keeping up with labor laws can be intimidating. It seems that changes to required labor law posters appear overnight. At NSC, we are closely monitoring the constant changes, so you don’t have to. The types of changes happening this year include a wide variety of laws. You can check to see if your state has any major updates by visiting our Labor Laws Most Recent Changes page on our website.

Minimum wage increases are one of the more common updates both at the beginning of the year and mid-year. This year is no exception as the District of Columbia, Maine, Nevada, and Oregon each have updated minimum wage and/or overtime laws.

Meanwhile, the changes in South Dakota, Virginia, and Mississippi relate to unemployment insurance information. New Jersey’s Family Leave Act has been updated. In Minnesota, the Earned Sick and Safe Time has an update. Likewise, a couple of states have updates to their workers’ compensation posters. Changes in Oregon include sexual harassment and family leave, while Florida, Louisiana, and Tennessee have child labor law updates. On top of that, Human Trafficking, Discrimination, Pregnancy and Related Conditions, and the Right to Express Breastmilk are among other postings updated mid-year.

Periodically, in addition to mid-year updates, states sometimes add new mandatory postings. This year, a couple of states have enacted a new required poster for Captive Audience laws, also known as Employee Free Choice Act. Meanwhile, the new additional poster in Indiana covers Veteran Benefits and Services. Additionally, Washington DC now requires a Wage Transparency posting.

Click on the state below to order updated posters: 

• California
• Colorado
• District of Columbia
• Florida
• Indiana
• Kansas
• Louisiana
• Maine
• Minnesota
• Mississippi
• Nevada
• New York
• Oregon
• South Dakota
• Tennessee
• Utah
• Virginia
• Washington

Keeping up with changes in labor law requirements can often seem like one more thing to try to manage. Considering that, we are carefully monitoring changes and strive to keep you informed of major changes that affect your business.

In the fast-paced world of business, compliance with labor laws is not just an ethical responsibility; it’s a legal necessity. One often-overlooked aspect of this compliance is the role of labor law posters. These seemingly simple displays serve as crucial tools for businesses to inform employees about their rights and ensure adherence to labor regulations. In this comprehensive exploration, we’ll delve into the significance of labor law posters and why keeping them up-to-date is paramount for businesses. 

The Basics: Labor Law Posters 

Labor law posters are not mere office decorations; they are a legal mandate. These posters consolidate essential information about federal, state and local labor laws, presenting it in a clear and accessible manner for employees. For instance, they may cover minimum wage requirements, workplace safety guidelines and anti-discrimination laws, offering a comprehensive guide for both employers and employees. 

Key Elements Covered by Labor Law Posters 

Minimum Wage Requirements 

• State-specific minimum wage rates 
• Any recent changes or upcoming adjustments 
• Information on tipped employees and applicable wage rates 

Workplace Safety Guidelines 

• Emergency contact information and procedures 
• Safety protocols for specific job roles or hazardous conditions 
• OSHA regulations pertinent to the industry 

Anti-Discrimination Laws 

• Equal Employment Opportunity (EEO) policies 
• Guidelines against workplace discrimination based on gender, race or disability 
• Contact information for relevant agencies to report discrimination 

Customization Based on Locale is Critical 

• Different states have unique labor laws, and posters must reflect these distinctions. 
• Tailoring posters to the specific industry helps employees understand regulations relevant to their work. 
• Regular updates ensure that any changes in laws are accurately communicated to employees. 
   

Why Up-to-Date Posters Matter 

Labor laws are dynamic and subject to change. Businesses must adapt swiftly to remain compliant. Outdated posters not only pose legal risks but also compromise employee awareness and protection. Changes in minimum wage, safety protocols or other regulations may occur, and businesses need to reflect these adjustments promptly. 

Consider a scenario where there’s an update to a workplace safety regulation. Without a timely update to the corresponding labor law poster, employees might remain unaware of critical safety procedures, exposing both the workforce and the business to unnecessary risks. This underlines the urgency of ensuring that posters are consistently up-to-date. 

Expanding on the consequences of non-compliance, the Occupational Safety and Health Administration (OSHA) plays a pivotal role in enforcing workplace safety standards. OSHA mandates that certain businesses display specific posters to inform employees of their rights and ensure a safe working environment. Failure to comply with OSHA requirements can result in significant penalties, including fines that could potentially cripple a business financially. 

In the Trenches: Understanding the True Cost of Non-Compliance 

There are many reasons not to let non-compliance happen, particularly when it comes to labor law posters. Penalties for not displaying the required workplace posters can include hefty fines, which often vary based on the size of a business and whether the violation is a repeated offense. 

Broader Implications of Non-Compliance 

Beyond financial penalties, the repercussions of non-compliance extend to the very fabric of a business. An unsafe or non-compliant workplace can also lead to: 

Employee Dissatisfaction 

• Employees may feel unprotected or undervalued when workplace regulations are not prioritized. 
• Dissatisfaction can result in decreased morale and productivity. 

High Turnover Rates 

• Non-compliance contributes to an unfavorable work environment, prompting valuable employees to seek alternative employment. 
• High turnover rates disrupt business continuity and strain resources. 

Negative Public Image 

• The public perceives businesses as stewards of ethical practices. 
• A negative image due to non-compliance can impact customer trust and loyalty. 

 
By emphasizing these broader implications, businesses gain a more comprehensive understanding of the holistic importance of labor law poster compliance. It transcends avoiding fines – it’s about fostering a workplace culture that prioritizes employee well-being and contributes to long-term organizational success. 

NSC: Your Convenient Compliance Partner 

National Safety Compliance recognizes the challenges businesses face in staying abreast of labor law poster compliance. With a pre-order option for 2024 posters and a convenient yearly subscription, NSC simplifies the often cumbersome task of poster management. An NSC subscription not only guarantees up-to-date posters but also provides an added layer of security through poster “insurance.” 

In the event of any mandatory labor law changes, NSC takes a proactive approach, promptly shipping a new, updated poster for free. This not only saves businesses the effort of monitoring legislative changes but also ensures that compliance is maintained without any additional financial burden. 

With the pre-order option for 2024 posters, businesses can plan ahead and seamlessly integrate compliance efforts into their operational strategies. This forward-thinking approach aligns with OSHA’s emphasis on preventive measures, reinforcing NSC’s commitment to helping businesses avoid penalties and legal issues. 

Don’t just meet the minimum requirements; exceed them with NSC’s commitment to accuracy, convenience and proactive support. 

Choose NSC for your labor law poster needs. 

Federal and state lawmakers enacted a plethora of employment laws in 2023. The result was an unprecedented number of updates to required labor law postings. In addition to the typical Minimum Wage increases, many states passed pay transparency legislation, enhanced discrimination protections, restrictions or bans on non-compete agreements, and increased paid sick leave regulations.

As a result, forty states updated at least one of their labor law postings in 2023. In fact, over thirty states revised more than one, and several had four or more mandatory amendments to their posters this year. Additionally, several brand new required labor law posters were added in 2023.

New Labor Law Postings Added in 2023

• Colorado: FAMLI Act
• Connecticut: Domestic Violence Resources
• New York: Electronic Monitoring Notice & Veteran Benefits and Services
• Oregon: Paid Leave
• Rhode Island: Pay Equity

While updates traditionally happen near the new year, 2023 was a year full of employment legislation resulting in updates all year long. This trend is likely to continue. The best way to ensure your business is always compliant is to order labor law posters now and choose our subscription option. The subscription renews yearly, offering the perfect solution to staying up to date with labor laws. You’ll automatically receive a new, yearly set of posters, hassle free. If there are any major, mandatory changes to the posters throughout the year, we will provide you complimentary updated copies with your subscription service.

The reality is at least a dozen states will increase minimum wage effective January 1, 2024. However, the changes will likely continue throughout 2024 which will lead to the need for replacement posters. In order to keep up, at National Safety Compliance, we monitor government websites daily and expect to continue to see updates from coast to coast. These poster revisions are expected to include discrimination, domestic violence leave, veterans benefits and services, paid sick leave and any number of other notices.

Every day, millions of U.S. workers are exposed to heat in their workplaces. Although illness from exposure to heat is preventable, every year, thousands become sick from occupational heat exposure. Sadly, some cases are fatal. Hazardous heat exposure can occur indoors or outdoors. As a result, OSHA is sponsoring a “Beat the Heat Contest” to raise awareness of the dangers and hazards of heat exposure in both indoor and outdoor workplaces.

OSHA’s Beat the Heat Contest has four main goals:

1. Educate stakeholders, especially workers and employers, about heat hazards in the workplace.
2. Prevent heat illness by creating an awareness campaign that increases the public’s knowledge about this issue.
3. Highlight the dangers of heat; and
4. Motivate employers and workers to take action to prevent heat illness.

Tragically, every year, dozens of workers die and thousands more become ill while working in hot or humid conditions. To combat this, OSHA created a Heat Illness Prevention campaign in 2022 to educate employers and workers on the dangers of working in the heat. Whether you work outside, or inside in a hot and humid environment, you’re at risk of enduring a heat illness. “Our goal is to make it safe for workers in hot indoor and outdoor environments, so that they can return home safe and healthy at the end of each day,” said Assistant Secretary for Occupational Safety and Health Doug Parker. “Working together, we can ensure workers know their rights and employers meet their obligations in order to protect workers from the growing dangers of extreme heat.”

Some industries where workers have suffered heat-related illnesses:

• Agriculture         
• Bakeries, kitchens, and laundries
• Construction – especially, road, roofing, and other outdoor work
• Electrical utilities, boiler rooms  
• Fire Service
• Landscaping       
• Iron and steel mills and foundries
• Mail and package delivery           
• Manufacturing
• Oil and gas well operations          
• Warehousing

What are heat illnesses? A heat illness is one caused by high temperatures and humidity. In a warm environment, the human body relies on its ability to get rid of excess heat to maintain a healthy internal body temperature. Heat dissipation happens naturally through sweating and increased blood flow to the skin. If heat dissipation does not happen quickly enough, the internal body temperature keeps rising and the worker may experience symptoms that include thirst, irritability, a rash, cramping, heat exhaustion, or heat stroke.

The four most common heat illnesses include:

• Heat rash, which is a stinging skin irritation that turns your skin red.
• Heat cramps, which are painful spasms in your muscles.
• Heat exhaustion, which is caused by too few fluids and long hours in high temperatures, causes heavy sweating, a fast and weak pulse and rapid breathing.
• Heat stroke happens when your temperatures rise above 106 degrees very quickly -within minutes. This is a life-threatening illness.

Heat illness is serious, but we can work together to prevent it.

Employer’s Responsibility

Employers can keep workers safe in the heat. Employers should create plans to protect workers from developing heat-related illnesses. Keeping workers cool and well-hydrated are the best ways to protect them when working in hot environments. If you or your employees are working in a hot work environment, it is vital to understand how to address heat-related illnesses to keep everyone safe.

Heat-related illnesses can be prevented. The first step in prevention is for employers and workers to recognize heat hazards. Management should commit to:

• Protect new workers.
• Train all employees to recognize heat hazards.
• Determine whether total heat stress is too high.
• Implement engineering and administrative controls to reduce heat stress.
• Provide sufficient rest, shade, and fluids.

Unfortunately, most outdoor fatalities occur in the first few days of working in warm or hot environments because the body needs to build a tolerance (acclimatization) to the heat gradually over time. Lack of acclimatization is a major risk factor for fatal outcomes. Our bodies sweat to cool ourselves. Sometimes, sweating isn’t effective enough.

In fact, OSHA encourages water, rest, & shade as prevention as well as treatment for heat-related illness. In addition, engineering controls such as air conditioning, can make the workplace safer. Other options include making changes to workload and schedules. For example, scheduling work for the morning or shorter shifts with frequent rest breaks in the shade. Encourage workers in warm, humid environments to drink hydrating fluids. At a minimum, all supervisors and workers should receive training about heat-related symptoms and first aid. The best scenario in workplaces at high risk of heat illnesses would be a formal Heat Illness Prevention Program.

Heat Illness Prevention Program key elements include:

• A Person Designated to Oversee the Heat Illness Prevention Program
• Hazard Identification
• Water. Rest. Shade. Message
• Acclimatization
• Modified Work Schedules
• Training
• Monitoring for Signs and Symptoms
• Emergency Planning and Response

Worker Information

It is important to understand workers’ rights and vital information about heat illness. Clearly, some workers are more susceptible to heat-related illness. Personal risk factors include medical conditions, lack of physical fitness, previous episodes of heat-related illness, alcohol consumption, drugs, and use of certain medication. Management should commit to preventing heat-related illness for all employees. In accordance with their heat tolerance levels. Measurement of heart rate, body weight, or body temperature can provide individualized data to aid decisions about heat controls.

Training workers before work in extreme heat begins is just the first step in keeping workers safe. Additionally, tailoring the training to worksite conditions is key. Employers should provide a heat stress training program for all workers and supervisors that include the following:

• Causes of heat-related illnesses and steps to reduce the risk.
• The importance of acclimatization.
• Recognition of the signs and symptoms of heat-related illnesses and administra­tion of first aid.
• The importance of immediately reporting any symptoms or signs of heat-related illness.
• Proper care and use of heat-protective clothing and equipment.
• The added heat load caused by exertion, clothing, and per­sonal protective equipment.
• Effects of other factors (drugs, alcohol, obesity, etc.) on tolerance to occupational heat stress.
• Procedures for responding to symptoms of possible heat-related illness.
• Procedures for contacting emergency medical ser­vices.

While heat related illnesses are dangerous, they are also preventable with the right knowledge and plan in place. Employees can be prepared and protected while working in less than perfect environments. At NSC, we are here to help. Our Heat Stress Training Program encourages employees to have a positive attitude about heat fatigue safety, learn the symptoms of heat exhaustion and how to recognize if their body is overheating to prevent heat fatigue.

In recent years, the Department of Labor, DOL for short, has renewed its commitment to enforce labor laws, promoting the safety and health of American workers. The Occupational Safety and Health Administration, OSHA for short, was created in 1970 to ensure safe and healthy conditions for all workers. It is OSHA’s responsibility to set and enforce safety standards that employers must comply with in order to provide employees with the safest workplace possible. Just last month, OSHA issued two memorandums indicating that they are stepping up their focus on the enforcement of labor laws. In Fact, both memorandums were issued by OSHA’s Directorate for Enforcement Programs. 

According to the DOL, OSHA “has issued new enforcement guidance to make its penalties more effective in stopping employers from repeatedly exposing workers to life-threatening hazards or failing to comply with certain workplace safety and health requirements.”

The first memorandum, Application of Instance-by-Instance Penalty Adjustment, gives OSHA Regional Administrators and Area Office Directors the authority to cite certain types of violations as “instance-by-instance citations.” This includes cases where the agency identifies “high-gravity” serious violations of OSHA standards specific to certain conditions. Specifically when the language of the rule supports a citation for each instance of non-compliance. The purpose of this change is to encourage OSHA personnel to apply the full authority of the Occupational Safety and Health Act where increased citations will in fact discourage non-compliance. 

Conditions Where Instance-by-Instance Citations May Apply:

• Lockout/tagout
• Machine guarding
• Permit-required confined space
• Respiratory protection
• Falls
• Trenching
• Other-than-serious violations specific to recordkeeping

The second memorandum, Exercising Discretion When Not to Group Violations, states that it is “intended to reiterate existing policy that allows Regional Administrators and Area Directors discretion to not group violations in appropriate cases to achieve a deterrent effect.” Instead they should cite them separately, with the goal of effectively encouraging employers to comply with the the OSH Act.

This updated guidance covers enforcement activity in general industry, agriculture, maritime and construction industries, and becomes effective 60 days from Jan. 26, 2023. Since the current policy has been in place for more than 30 years and applies only to egregious willful citations, these aggressive changes make it clear that OSHA is focused on deterring employers from ignoring their responsibilities to keep workers safe.

Doug Parker, Assistant Secretary for Occupational Safety and Health explained the changes this way, “Smart, impactful enforcement means using all the tools available to us when an employer ‘doesn’t get it’ and will respond to only additional deterrence in the form of increased citations and penalties. This is intended to be a targeted strategy for those employers who repeatedly choose to put profits before their employees’ safety, health and wellbeing. Employers who callously view injured or sickened workers simply as a cost of doing business will face more serious consequences.”

OSHA has delivered remarkable progress in improving the safety of America’s work force. Workplace injuries, illnesses and fatalities have fallen dramatically over the years. OSHA has tackled fatal safety hazards and health risks by establishing common sense standards and enforcing the law against those who put workers at risk. OSHA standards and enforcement actions have saved thousands of lives and prevented countless injuries and illnesses. Looking to the future, OSHA is renewing its commitment to protecting workers by promoting best practices that can save lives.

Keeping up with the changes to labor laws and the posting requirements that go along with those laws can be a challenge. You may remember, that in October the EEOC “Know Your Rights” poster  replaced the “EEO is the Law” poster. This was the first mandatory update to the required federal posters in six years.

However, since then two important federal laws passed in late December. The first new law to take effect is the Provide Urgent Maternal Protections for Nursing Mothers Act (PUMP). This act expands the rights of nursing mothers to all workers. Followed by the Pregnant Workers Fairness Act, which provides anti-discrimination protections for pregnant employees.

Federal Poster Updates

These new laws both include mandatory posting requirements for employers. First, the Fair Labor Standards Act (FLSA) poster was updated in April. The new poster covers the expanded rights for nursing mothers under the PUMP Act. Next, in June the Know Your Rights poster was revised. The revision includes the types of employment discrimination that are prohibited under the Pregnant Workers Fairness Act. Further, it includes failure to provide reasonable accommodations for pregnancy as a practice that is employment discrimination. In addition, the Family and Medical Leave Act (FMLA) poster had a non-mandatory update in April. (The U.S. Department of Labor maintains that the April 2016 and February 2013 versions still fulfill the posting requirement.)

A helpful solution

All these changes in such a short period of time magnify the value of our Poster Subscription Plan. When a major, mandatory change occurs while your subscription is active, we will provide you complimentary updated copies with your subscription service. The subscription renews yearly, offering an easy solution to compliance with labor law. You’ll automatically receive a new, yearly set of posters, hassle free.

Furthermore, the federal posting updates aren’t the only requirements that employers need to be aware of. Many states have been updating labor laws as well. For example, since January almost a dozen states have updated at least one of their mandatory posters.

States with updates since January:

• South Carolina
• New York
• Virginia
• Nevada
• Texas
• New Jersey
• Delaware
• Washington DC
• Rhode Island
• Louisiana
• Oregon

This trend in labor law requirements is likely to continue. Tracking all the changes can be complicated. That’s why at NSC we constantly monitor it for you. The most efficient way to stay compliant is with our Poster Subscription Plan.

Penalty Increase for 2023 Announced

In addition to OSHA’s heightened focus on enforcement, the U.S. Department of Labor recently announced changes to Occupational Safety and Health Administration civil penalty amounts based on cost-of-living adjustments for 2023. Since 2015, agencies have been required to adjust penalties and make subsequent annual adjustments for inflation. The purpose of increased penalties is to improve the effectiveness and to maintain their deterrent effect.

This year, OSHA’s maximum penalties for serious and other-than-serious violations will increase from $14,502 per violation to $15,625 per violation. The maximum penalty for willful or repeated violations will increase from $145,027 per violation to $156,259 per violation. These increases, in addition to OSHA’s enhanced focus on enforcement, remind employers how critical it is to pay attention to their responsibility to provide a safe workplace for all employees. The ability to cite each individual violation separately could mean significantly higher costs for non compliance.

The best way to avoid workplace safety violations is an ongoing dedication to education and training. Both employers and employees must be aware of all the safety concerns at their workplace and be prepared to address those safety issues. Is your safety education program equipping your workers to keep themselves safe at work? It is helpful to be aware of common workplace hazards as well as the unique hazards specific to your own work environment. Are you aware of the top cited OSHA violations and how to address those?

OSHA’s Top 10 Cited Violations for 2021 & 2022

At NSC, our mission is to provide the tools and information businesses need to create safe, efficient and compliant workplaces. Check out all the resources available on our website.