On Sept. 30, 2025, the Equal Employment Opportunity Commission (EEOC) raised the maximum penalty for failure to post required federal workplace notices from $680 to $698. While this $18 increase may seem modest, it emphasizes a critical reality: employers cannot afford to overlook their labor law posting obligations.
Why This Increase Matters
The EEOC fine applies to violations related to Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), the Genetic Information Nondiscrimination Act (GINA), and the Pregnant Workers Fairness Act (PWFA). But that’s just one piece of the puzzle.
In total, federal posting violations across agencies can result in over $34,000 in penalties, and states are quickly enacting new compliance mandates related to:
- Paid family and medical leave
- Minimum wage increases
- Pay transparency laws
- State-mandated retirement programs
With over 100 labor law poster changes occurring annually across jurisdictions, employers are facing a compliance environment that is increasingly fragmented and fast-moving.
Who Must Comply
The posting requirements apply to:
- Private employers with 15 or more employees
- State and local governmental employers
- Labor organizations and joint labor management committees
Display Requirements and Best Practices
Employers must display the required “Know Your Rights: Workplace Discrimination is Illegal” poster in easily visible locations within the workplace where notices to applicants and employees are consistently posted. The EEOC encourages digital posting on company websites, especially for remote workers who may not regularly visit physical workplace locations.
The Cost of Noncompliance
Businesses that fail to maintain current labor law postings risk more than financial penalties, which can include, but are not limited to:
- Hefty fines and legal liabilities
- Reputational damage among customers and potential employees
- Weakened legal defenses in employment disputes
How to Stay Ahead of Labor Law Changes
When new labor law guidance emerges – especially changes affecting hiring practices, payroll, or employment policies – organizations should be prepared to adapt. Stay ahead of the curve by:
- Regularly monitoring federal, state, and local posting requirements
- Making immediate updates when changes occur
- Properly placing and maintaining all required physical and digital notices
Protecting Your Business
CBIZ helps employers comply with labor law posting requirements, which are essential for businesses to communicate legal rights and information to employees.
Key services include:
- Updated labor law posters in accordance with federal, state, and local requirements
- Automated notices of regulatory changes
- Coverage for multi-location and remote workplaces
- Compliance audits to spot and fix gaps
- Knowledgeable support and resources for your team
Proactive employers benefit from using affordable tools and labor law compliance services to monitor changes that may impact their business. This approach can help employers maintain compliance and continue to provide a safe working environment, increasing job satisfaction, improving customer service, and ensuring a business runs smoothly.
Streamline compliance and protect your organization from costly fines with CBIZ HR Services.
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