Louisiana Labor Law Posters: State & Federal Requirements

Louisiana labor law posters come in two stacks: about a dozen state notices required by the Louisiana Workforce Commission, and six core federal notices required by the U.S. Department of Labor and EEOC. Every one of them is available free from an official government website, so paying a compliance vendor is optional at best. What is not optional is getting them up, keeping them current, and placing them where employees actually see them, because a single missing OSHA poster can carry a penalty of up to $16,550, and a missing workers’ compensation notice can cost you the 30-day deadline that normally protects you from stale injury claims.

The State Posters You Have to Put Up

The Louisiana Workforce Commission maintains the full set of state-mandated postings on its download page, organized by category.¹ These are the ones that apply to most private employers.

Workers’ Compensation Notice

Louisiana R.S. 23:1302 requires every employer to post a notice telling employees they must report any workplace injury within 30 days. The statute prescribes the wording, which must include the employer’s name and address and warn that failure to report within 30 days means no benefits will be paid. Skip the poster and the 30-day reporting window expands to 12 months, which is the single most expensive consequence of a missing state poster in Louisiana.²

Unemployment Insurance

R.S. 23:1621 requires printed statements about benefit rights and the claims process, in the form the Louisiana Workforce Commission prescribes. A separate administrative rule also requires you to give each departing employee a written notice about unemployment insurance availability at the time of separation, by flyer, email, or text.³

Earned Income Tax Credit

This one is not a wall poster. R.S. 23:1018.2 requires you to give new hires whose anticipated wages are $35,000 or less per year an individual written notice at the time of hiring, telling them they may qualify for the federal EITC. Use the materials supplied by the IRS or the Louisiana Workforce Commission.⁴

Pregnancy Rights

R.S. 23:342 requires a conspicuously posted notice about pregnancy accommodation rights. The underlying accommodation obligation applies to employers with more than 25 employees, covering conditions related to pregnancy, childbirth, and related medical conditions.⁵

Sickle Cell Trait Discrimination

R.S. 23:352 and 23:354 require every employer, employment agency, and labor organization to post a notice prepared by the Workforce Commission stating that discrimination based on sickle cell trait is unlawful in hiring, firing, compensation, and all other terms of employment, and that retaliation and discriminatory job advertisements are also barred.⁶

Age Discrimination

Louisiana’s age discrimination rules sit in Title 51 rather than the labor code. R.S. 51:2231(c) requires every employer, employment agency, and labor organization to post a conspicuous notice about the prohibition on age-based employment discrimination.⁷

Minor Labor Law

If you employ anyone under 18, you have to display the Minor Labor Law poster, which covers restricted occupations, maximum hours, and required breaks.¹

Independent Contractor or Employee

R.S. 23:1711 requires a posting that explains the distinction between employees and independent contractors and warns against misclassification, which carries consequences under both the unemployment insurance and workers’ compensation systems.⁸

The Rest of the State List

The Workforce Commission also lists postings on genetic discrimination, National Guard (ESGR) reemployment rights, timely payment of wages, out-of-state motor vehicles, and whistleblower protection (public employers only). Download whichever apply from the Workforce Commission’s posters page.¹

The Federal Posters You Have to Put Up

Federal law adds its own stack on top. Most of these apply to virtually every private employer; a couple have size thresholds.

FLSA Minimum Wage

Every employer covered by the Fair Labor Standards Act must post a notice explaining the law’s provisions, including the federal minimum wage of $7.25 per hour and overtime rules.⁹ Louisiana has no state minimum wage, so the federal floor is the floor. There is no specific size requirement, but it has to be easily readable.¹⁰ The current version also incorporates the PUMP for Nursing Mothers Act, which took effect in 2022 and requires reasonable break time and a private space (not a bathroom) to express breast milk for up to one year after childbirth. Coverage for certain rail and motorcoach employees began in December 2025.¹¹

OSHA “Job Safety and Health”

Private employers must display the OSHA poster. Any reproduction must be at least 8½ by 14 inches with 10-point type.¹⁰ It is free from OSHA.¹²

EEOC “Know Your Rights”

Employers covered by federal anti-discrimination laws must display the EEOC’s “Know Your Rights: Workplace Discrimination is Illegal” poster, which covers race, color, sex (including pregnancy, sexual orientation, and transgender status), national origin, religion, age, disability, and genetic information. The ADA requires that it be placed where applicants and employees with mobility limitations can reach it, and that accessible formats be made available for workers with visual impairments.¹³

FMLA

Required for employers with 50 or more employees in 20 or more workweeks. Display it at every work location, even if no one currently qualifies for leave. Where the workforce is not proficient in English, provide the notice in the language employees speak.¹⁴

Employee Polygraph Protection Act

Every private-sector employer must post the EPPA notice, which explains that most lie detector tests for pre-employment screening or during employment are prohibited. Place it where employees and applicants can easily see it.¹⁵

USERRA

The Uniformed Services Employment and Reemployment Rights Act requires you to inform employees of their reemployment rights after military service. You can satisfy this by posting “Your Rights Under USERRA” where notices are customarily displayed, or by distributing the full text by hand, mail, or email.¹⁶

Where to Download Them for Free

There is no legal requirement to buy an all-in-one poster from a private vendor. Everything is free from the agencies that enforce the rules.

Louisiana state posters: the Louisiana Workforce Commission hosts the full set on its Resources – Posters page, with Spanish-language versions for several of them.¹
Federal posters: the U.S. Department of Labor publishes free electronic copies of every required federal poster, with translations into Spanish, Chinese, Vietnamese, Haitian Creole, and Korean for many of them. The DOL’s poster advisor tool helps you narrow the list by industry and employee count.¹⁷
EEO poster: download from the EEOC, which also provides Braille and large-print copies on request.¹³

How and Where to Display Them

Both federal and Louisiana law require posters to be placed in conspicuous locations where employees can easily see them. Break rooms, areas near time clocks, and employee lounges are the standard choices. The workers’ compensation statute specifically calls for a “convenient and conspicuous point” in the workplace.² Mount at eye level. If an inspector has to move furniture or signage to read a poster, that is a display problem.

The OSHA poster must be at least 8½ by 14 inches with 10-point type.¹⁰ The FLSA poster has no regulatory size, but all federal posters must be “easily readable,” so shrinking them to save wall space is a bad idea.

Language matters. If a significant portion of your workforce is not proficient in English, the FMLA notice has to be provided in the language they speak.¹⁸ Louisiana has large Spanish-speaking and Vietnamese-speaking populations, so this comes up often. The DOL has translations for many postings, and the Workforce Commission offers Spanish versions of several state ones.¹

Accessibility covers more than placement height. For the EEO poster specifically, the ADA requires accessible formats for employees with visual impairments. That can mean an audio recording, a digital version that works with screen-reading software, or reading it aloud on request.¹³

Remote and Hybrid Employees

A poster on the break room wall does nothing for someone who never comes in. The U.S. Department of Labor allows electronic versions of federal posters as a substitute for physical ones only when three conditions are met: all employees work remotely, the employer customarily communicates with employees electronically, and every employee can easily access the electronic posting at all times. For hybrid workforces, where some people come in and others do not, the DOL recommends both paper and digital versions. If you use an intranet, group the digital posters by work location and tell employees in the handbook where to find them. Louisiana has not issued separate guidance on electronic posting for state notices, so the safe approach is to apply the federal rule to both.

What Happens If You Skip One

Federal penalties are the ones with hard dollar figures. OSHA posting violations carry a maximum penalty of $16,550 per violation as of 2026, and an inspector who finds you without the Job Safety and Health poster during a routine visit can cite you on the spot.¹⁹ Willfully failing to post the FMLA notice carries a civil penalty of $216 per offense.²⁰ Title VII imposes a monetary penalty on covered employers who fail to post the EEO notice.¹³

Louisiana’s consequences hit differently. The state statutes mostly do not list cash fines for missing posters, but they strip away legal protections that would otherwise work in your favor. The clearest example is the workers’ compensation notice: without it, the 30-day injury reporting window stretches to 12 months, which gives a worker nearly a year to file a claim you might have challenged on timeliness grounds.² In any dispute where an employee says they did not know their rights, a missing poster weakens your position.

Keeping Them Current

Requirements change when laws are amended, inflation adjustments move penalty amounts, or new protections take effect. The PUMP Act is a recent example: if you printed your FLSA poster before late 2022, it is out of date, and the December 2025 expansion to certain rail and motorcoach employees is newer still.¹¹

The simplest routine is an annual check, ideally in January when federal adjustments take effect. Visit the Workforce Commission and DOL poster pages, look at the revision date printed in small text on each current poster, and compare it with what is on your wall. If yours is older, print the new one. Posters also fade, tear, and get covered up over time, so make the January check a physical walk-through, not just a download refresh.

1
Louisiana Workforce Commission. Resources – Posters
2
Justia Law. Louisiana Code RS 23-1302 – Employer’s Duty to Advise Employees as to Necessity of Notice
3
Justia Law. Louisiana Code RS 23-1621 – Posting of Information Concerning Rights and Claims; Duty of Employers
4
Louisiana State Legislature. Louisiana Code RS 23-1018.2 – Notice to Employees of the Federal Earned Income Tax Credit
5
Louisiana Workforce Commission. Pregnancy Rights of Employees
6
Louisiana Workforce Commission. Prohibition of Sickle Cell Trait Discrimination
7
Louisiana Workforce Commission. Age Discrimination
8
Louisiana Workforce Commission. Independent Contractor or Employee
9
eCFR. 29 CFR 516.4 – Posting of Notices
10
U.S. Department of Labor. Posters – Frequently Asked Questions
11
U.S. Department of Labor. FLSA Protections to Pump at Work
12
Occupational Safety and Health Administration. OSHA Job Safety and Health Workplace Poster
13
U.S. Equal Employment Opportunity Commission. Know Your Rights: Workplace Discrimination is Illegal Poster
14
U.S. Department of Labor. Family and Medical Leave Act Poster
15
U.S. Department of Labor. Employee Polygraph Protection Act Poster
16
U.S. Department of Labor. Your Rights Under USERRA Poster
17
U.S. Department of Labor. Workplace Posters
18
U.S. Department of Labor. Workplace Posters
19
Occupational Safety and Health Administration. OSHA Penalties
20
U.S. Department of Labor. Civil Money Penalty Inflation Adjustments