Download your free 2026 California labor law posters.

California calls for employers of all sizes to display both federal and state notices. Key posters cover topics such as IWC wage order, anti-discrimination & harassment, LGBTQ+ rights, Access to Medical & Exposure Records, and emergency phone numbers. Some industries (for example food service or construction) may need additional postings under specific regulations. Learn more

The state's labor department offers free downloads of required posters. The official site posts printable PDFs, and many companies choose to buy consolidated wall charts from private vendors to ensure they don't miss any requirements.

Posters must be posted where workers commonly look, like breakrooms or near entrances. Electronic posting can supplement the wall posters for remote teams but does not replace them unless everyone works remotely. Remote employees should still be notified of their rights, typically via email or an intranet page.

Most posters are offered in English and Spanish, and the labor department may provide translations. The California labor agency generally advises that notices should be provided in the language(s) understood by your staff.

Failure to comply can lead to fines or legal action from the labor department. Posters should be updated whenever laws change, such as annual wage adjustments to remain compliant with changing wage rates, discrimination laws and other statutory updates.

Under Labor Code Section 8111, employers may email required notices to employees provided that paper postings remain on display. This provision recognizes remote work while maintaining traditional posting requirements.

California’s workplace violence prevention law (SB 553) requires most employers to develop, implement and maintain a workplace violence prevention plan. The plan must outline procedures for reporting and responding to violent incidents, conducting hazard assessments, maintaining a log of incidents, providing training and reviewing the program annually. Employers must make the plan available to employees; although there is no specific poster, the plan or a summary should be communicated so workers can access it. These requirements remain in effect in 2025.

For workplaces where English is the primary language, posting the applicable Industrial Welfare Commission (IWC) wage order satisfies the minimum wage notice requirement because the order contains the minimum wage. A separate minimum wage notice is required only when the employer has employees who speak and read Spanish, because the IWC orders are printed in English and a Spanish minimum wage notice must be posted for non-English-speaking workers.