What labor law posters are required for Texas employers?
Federal and state posters, plus one annual notification with a date attached that is not a poster at all.
Last updated: August 02, 2026
Direct Answer
Texas employers must display required federal posters, including the FLSA minimum wage poster, OSHA Job Safety and Health poster, and the Know Your Rights EEO poster, plus the FMLA poster for covered employers with 50 or more employees. Texas adds state notices, including the Texas Payday Law notice, the unemployment compensation notice, and a workers' compensation coverage status notice. All required posters are available free from the issuing agencies.
Controlling authority: TWC EITC notification guidance, TWC workplace posters and DOL poster requirements.
The state and federal set
The core federal set applies to nearly everyone: minimum wage, OSHA, EEO rights, employee polygraph protection, and USERRA. The FMLA poster joins the wall at 50 employees. Texas contributes the Payday Law notice with your designated paydays, the Texas Workforce Commission unemployment notice, and, for every employer, a notice stating whether the company carries workers' compensation coverage, with specific language for non-subscribers.
Placement matters as much as possession. Posters belong where employees actually pass and can read them: break rooms, time clocks, common hallways. Multi-location employers need the set at each location, and remote workforces should receive the content electronically or by mail, since a poster in an office nobody visits reaches no one.
| Requirement | What it is | Timing |
|---|---|---|
| Earned Income Tax Credit notice | Texas employers must notify employees of the federal EITC; IRS Notice 797 or a written statement in the same wording satisfies it | No later than 1 March each year. This is an affirmative notification with a deadline, not just a poster — and it applies to any employer with one or more employees. |
| Texas Payday Law poster | TWC-issued | Posted continuously |
| Texas Unemployment Compensation Act poster | TWC-issued | Posted continuously |
| Equal employment opportunity poster | TWC and EEOC | Posted continuously |
| Federal posters | FLSA, FMLA (covered employers), OSHA, EPPA, USERRA, Know Your Rights | Posted continuously, where employees can see them |
| Remote employees | Electronic delivery is generally acceptable where posting alone would not reach them | A poster on a wall nobody visits satisfies nothing. |
One requirement is a dated notification, not a posting
Paying for posters is unnecessary. Every required poster is free from the Department of Labor, EEOC, OSHA, and TWC websites. The laminated all-in-one products sold by compliance vendors are a convenience, and the aggressive letters implying legal jeopardy unless you buy one are a sales tactic.
Currency is the real gap. Agencies revise posters, and an outdated EEO or minimum wage poster is a citable condition. Put poster review on an annual calendar entry, ideally alongside your handbook review, and the problem stays solved.
A Texas requirement with a date on it that most employers have never heard of: under TWC guidance, Texas employers must notify employees of the federal Earned Income Tax Credit no later than 1 March each year. It applies to any employer with one or more employees, and IRS Notice 797 or a written statement in the same wording satisfies it. It is an affirmative annual notification rather than a poster, which is precisely why it is missed.
| Subject | Texas position | What that means in practice |
|---|---|---|
| Employment at will | The default rule, limited only by statute, contract, and one narrow common-law exception | Sabine Pilot is the only judicially created exception. |
| Right to work | Employment may not be conditioned on union membership or non-membership (ch. 101) | Not the same thing as at-will. The two are constantly confused, including in HR policies. |
| Minimum wage | Adopts the federal rate; no state increase | The exposure is in deductions and unpaid time. |
| Overtime | No state overtime law and no daily overtime | Federal FLSA does all the work. |
| Paid sick leave | No state or local mandate | Local ordinances were struck down or preempted. Obligations come from your own policy. |
| Family leave | No state family leave statute | FMLA, ADA and PWFA are the whole framework. |
| Final pay | Six calendar days on discharge, next payday on resignation | One of the few areas where Texas is more specific than federal law. |
| Non-compete | Enforceable within statutory limits (sec. 15.50) | Texas is comparatively permissive, but the limits are real. |
| Workers’ compensation | Optional for private employers | The only state where that is true. |
Where posting requirements fail
Poster violations are minor alone but signal broader neglect to any investigator. Watch for these.
- Missing workers' compensation status notice, especially for non-subscribers
- Payday notice absent or showing wrong designated paydays
- Outdated poster versions still on the wall
- Satellite locations and job sites with no posters at all
- Fully remote employees who have never received the required notices
Audit the wall and the remote workforce separately
Walk each location with the current federal and Texas checklists, photograph what is posted, and replace anything outdated the same week. The exercise takes an hour.
Confirm the two Texas-specific items most often missing: the payday notice with your actual designated paydays, and the workers' compensation status notice matching your real coverage status.
Shows which Texas obligations apply to you, and what changed this session.
When you have remote or multi-site employees
Get help if posters are one symptom among many, because a missing wall notice usually travels with missing new-hire notices, stale handbooks, and unfiled reports. A compliance audit finds the cluster at once.
For remote and hybrid workforces, ask for a distribution approach that documents delivery, since proof matters more than the PDF.
Get a Straight Answer for Your Situation
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