Required Workplace Posters in California: What Employers Must Post

California employers must keep several state notices posted where workers can read them. Labor Code section 1183(d) requires every employer covered by a wage order to “post a copy of the order and keep it posted in a conspicuous location frequented by employees during the hours of the workday.” Other statutes add workers’ compensation, paid sick leave, harassment, and whistleblower notices. A missing poster rarely starts a lawsuit, but it often turns up as an extra PAGA count or as evidence in a bigger case.

Which posters does California require?

Several, from different agencies. The Department of Industrial Relations’ workplace postings page says “In California, all employers must meet workplace posting obligations,” and that posters “are usually available at no cost from the requiring agency.” The core state notices for most private employers include these.

The applicable wage order, under section 1183(d). Wage orders are numbered by industry, so a restaurant and an office post different orders.

A workers’ compensation notice under Labor Code section 3550(a), naming “the current compensation insurance carrier of the employer,” or stating that the employer is self-insured, and who adjusts claims.

The paid sick leave poster under Labor Code section 247(a), which the Labor Commissioner publishes.

The Civil Rights Department’s discrimination and harassment poster and its transgender rights poster, both required by Government Code section 12950(a).

A whistleblower rights list under Labor Code section 1102.8, “in lettering larger than size 14 point type,” including the whistleblower hotline number.

Federal posters, Cal/OSHA postings, and local minimum wage or sick leave notices add to that list depending on location and industry.

What does “conspicuous” mean?

Somewhere workers actually go and can read. Section 3550(a) requires posting “in a conspicuous location frequented by employees, and where the notice may be easily read by employees during the hours of the workday.” A break room or time clock area usually works. A manager’s office, or a binder in a back room, usually doesn’t.

Language matters too. Section 3550(d) requires the workers’ comp notice to be posted “in both English and Spanish where there are Spanish-speaking employees.”

Is there a separate annual notice now?

Yes. DIR’s postings page says “On or before February 1, 2026, and each year after that, an employer must provide employees a required workplace rights notice,” and that the Labor Commissioner provides templates. That’s a notice delivered to each employee, not only a wall poster, and employers should keep proof of delivery.

What exposure does a missing poster create?

It depends on the poster. A willful violation of the sick leave posting rule carries “a civil penalty of not more than one hundred dollars ($100) per each offense,” under section 247(c). For provisions with no penalty of their own, Labor Code section 2699(f) supplies a default PAGA civil penalty, which is how posting counts end up in PAGA notices.

The workers’ comp poster carries the sharpest consequence. Section 3550(b) says failing to keep it posted “shall constitute a misdemeanor, and shall be prima facie evidence of noninsurance.” Posting also affects comp claim procedure. An injured worker may argue that a missing notice excuses late reporting.

In harassment cases, plaintiffs often point to missing CRD posters as evidence the employer didn’t take prevention seriously. That doesn’t create liability alone, but it weakens the defense that the company had effective policies in place.

State posting requirements at a glance

When a posting claim appears in a notice or lawsuit

1. Photograph the posting locations at each site with the date, and preserve records of when posters were ordered or downloaded.
2. Calendar the deadline on the PAGA notice or complaint, check the cure provisions in Labor Code section 2699.3, and review any arbitration agreement and EPLI notice requirements.
3. Identify the managers responsible for postings at each location, and make sure no one treats the complaining worker differently.
4. Pull the current wage order classification, carrier information, and any remote-worker distribution records.
5. Talk to a lawyer before fixing the postings, so the timing and documentation support a cure argument.

The firm’s page on employment compliance defense for California businesses explains how it handles PAGA and Labor Code claims for employers.

Workplace poster questions from employers

Do remote employees need posters?

The statutes speak of posting in the workplace. For remote workers, many employers send electronic copies and keep them on an intranet page employees can reach during the workday. The annual workplace rights notice described on DIR’s postings page is a notice to each employee, so delivery records matter.

Are all-in-one commercial posters enough?

They can be, if current and complete. Agencies update notices, especially minimum wage figures and the sick leave poster. A laminated poster from years ago is a common gap. Downloading from the agencies directly keeps the content current.

Does a missing poster excuse an employee’s late injury report?

It can complicate the defense. Section 3550 requires the notice to tell employees that injuries should be reported to the employer. When it’s missing, the worker has an argument that the employer didn’t give the required information.

Do small employers have to post the CRD poster?

Section 12950(a) applies to “every employer” for FEHA purposes. FEHA’s harassment provisions reach employers of one or more. Small businesses should post it.

If a PAGA notice cites missing workplace posters

If your company has received a PAGA notice or complaint that includes posting violations, the posting records and the timing of any fix usually decide how much of that count survives. Rosenberger + Kawabata represents employers defending employment lawsuits and claims through its business litigation practice, including claims involving posting and notice requirements. Contact Rosenberger + Kawabata online for a confidential consultation, or call (310) 894-6921.

Sources

The statutes are Labor Code sections 247, 1102.8, 1183, 2699, and 3550, and Government Code section 12950. The agency page is the Department of Industrial Relations’ Workplace Postings.

This post is general information about California and federal employment law as of November 7, 2026. It is not legal advice, and reading it does not create an attorney-client relationship. Employment statutes, regulations, and court decisions change often, and the outcome of any claim depends on its facts. Past results do not guarantee future outcomes.