Disclaimer: This information is for educational and informational purposes only and does not constitute legal advice. Labor laws change frequently—verify current requirements with official government sources before making compliance decisions. Consult with qualified legal counsel for specific compliance questions. Use of this information does not create an attorney-client relationship.
Pennsylvania Labor Law Poster Requirements (2026)
Pennsylvania employers must display 11 or more labor law posters covering federal, state, and potentially local requirements. With pending minimum wage legislation, significant Pittsburgh paid sick leave changes effective January 2026, and new veteran benefits posting requirements, Pennsylvania compliance demands close attention.
This guide covers every required Pennsylvania labor law poster for 2026, including the new Veterans' Benefits and Services notice, Pittsburgh's expanded Paid Sick Days Act, Philadelphia's POWER Act amendments, and electronic posting guidance for remote workers.
Quick Compliance Check: Not sure if your Pennsylvania labor law posters are current? Check your compliance status free.
2026 Pennsylvania Labor Law Poster Updates
Pennsylvania employers face several significant changes in 2026:
Veterans' Benefits and Services Poster (NEW)
Effective January 1, 2026 (Act 31 of 2025)
Pennsylvania employers with 50 or more employees must now post a notice informing employees about veterans' resources. The poster must include information about:
- Mental health resources
- Substance abuse resources
- Vocational rehabilitation and training
- Tax resources
- Legal resources
This is a brand new posting requirement added by Act 31 of 2025.
Pittsburgh Paid Sick Leave Expansion
Effective January 1, 2026
Pittsburgh significantly expanded its Paid Sick Days Act with faster accrual rates and higher maximums:
| Employer Size | Previous Max | 2026 Max | Accrual Rate |
|---|---|---|---|
| 15+ employees | 40 hours | 72 hours | 1 hour per 30 hours worked |
| Under 15 employees | 24 hours | 48 hours | 1 hour per 30 hours worked |
The previous accrual rate was 1 hour per 35 hours worked. Employers must update their posted notices to reflect these changes.
C.R.O.W.N. Act Amendment
Signed November 25, 2025
Governor Shapiro signed HB439, the C.R.O.W.N. Act, which amends the Pennsylvania Human Relations Act (PHRA) to clarify that "race" includes traits associated with race, including hair texture and protective hairstyles. Employers should review their Fair Employment Practices notices for updated language.
Pending Minimum Wage Legislation
Pennsylvania's minimum wage has remained at the federal floor of $7.25 since 2006. House Bill 1549 proposes a tiered increase system:
| Jurisdiction | Proposed 2026 Rate | Target Rate |
|---|---|---|
| Philadelphia | $15.00/hr | $15.00/hr (2026) |
| Allegheny County | $12.00/hr | $15.00/hr (2028) |
| All other counties | $10.00/hr | $12.00/hr (2028) |
If passed, this would also increase the tipped minimum wage to 60% of the applicable minimum wage. The bill passed the House and is pending in the Senate as of January 2026.
Pennsylvania Minimum Wage Rates (2026)
Pennsylvania's minimum wage structure depends on legislative action:
| Category | Current Rate | Proposed 2026 (if HB 1549 passes) |
|---|---|---|
| Standard (statewide) | $7.25/hr | Varies by county ($10-$15/hr) |
| Tipped minimum | $2.83/hr | 60% of minimum ($6-$9/hr) |
| Youth minimum | $7.25/hr | Same as standard |
Note: Pennsylvania employers must pay at least the federal minimum wage of $7.25/hr. If HB 1549 passes, minimum wage rates will vary by county classification for the first time.
Overtime Requirements
Pennsylvania follows federal overtime rules under the Fair Labor Standards Act. Non-exempt employees must receive 1.5 times their regular rate for hours worked over 40 in a workweek.
Required Federal Posters in Pennsylvania
All Pennsylvania employers must display these federal posters:
1. Fair Labor Standards Act (FLSA)
- Who Must Post: All employers
- Content: Minimum wage, overtime, child labor, nursing mothers
- Updates: Changes with federal minimum wage (currently $7.25)
- Penalty: Up to $2,515 per willful violation
2. OSHA Job Safety and Health
- Who Must Post: All employers with 1+ employees
- Content: Employee rights, employer responsibilities, how to file complaints
- Updates: Rarely changes
- Penalty: Up to $16,550 per violation
3. FMLA Notice
- Who Must Post: Employers with 50+ employees
- Content: Employee leave rights, eligibility, how to request leave
- Updates: Periodic revisions
- Penalty: Up to $216 per willful violation
4. EEOC "Know Your Rights"
- Who Must Post: Employers with 15+ employees
- Content: Protection against discrimination based on race, color, religion, sex, national origin, age, disability, genetic information
- Updates: Last updated 2022
- Penalty: $680 per offense
5. Employee Polygraph Protection Act
- Who Must Post: All employers
- Content: Rights regarding lie detector tests
- Updates: Rarely changes
- Penalty: Up to $26,262 per violation
6. USERRA (Military Service)
- Who Must Post: All employers
- Content: Reemployment rights for uniformed service members
- Updates: Rarely changes
- Penalty: No specific posting penalty, but violations subject to enforcement
Required Pennsylvania State Posters
Pennsylvania requires the following state-specific labor law posters:
1. Pennsylvania Minimum Wage Law (LLC-1)
- Who Must Post: All employers
- Content: Current minimum wage, overtime requirements, tip credit rules
- Updates: When minimum wage changes
- Source: Pennsylvania Department of Labor & Industry
2. Equal Pay Law Abstract (LLC-8)
- Who Must Post: All employers
- Content: Equal pay requirements regardless of sex
- Updates: Per legislation
- Penalty: Civil penalties per violation
3. Child Labor Act Abstract (LLC-5)
- Who Must Post: Employers with workers under 18
- Content: Working hour restrictions, prohibited occupations for minors
- Updates: Per legislation
4. Hours of Work for Minors Under 18 (LLC-17)
- Who Must Post: Employers with workers under 18
- Content: Specific hour limitations by age group
- Updates: Per legislation
5. Unemployment Compensation (UC-700)
- Who Must Post: All employers
- Content: Employee rights to unemployment benefits, how to file claims
- Updates: Periodic
- Contact: PA Office of UC Policy, 833-728-2367
6. Workers' Compensation Insurance (LIBC-500)
- Who Must Post: All employers
- Content: Workers' comp coverage information, insurer details, how to file claims
- Updates: When insurance carrier changes
- Penalty: Up to $2,500/day (misdemeanor); up to $15,000/day + imprisonment (intentional violations)
7. Pennsylvania Right to Know Law (LIBC-262)
- Who Must Post: Public employers; private employers not covered by OSHA Hazard Communication Standard
- Content: Employee rights to information about hazardous substances
- Updates: Per legislation
8. PA Clean Indoor Air Act Signage
- Who Must Post: Employers identified under the Act
- Content: No smoking signs in designated areas
- Contact: PA Department of Health, 717-783-6600
9. Equal Opportunity & Fair Practices Notice (PHRA)
- Who Must Post: Employers with 4+ employees
- Content: Protection against discrimination under Pennsylvania Human Relations Act
- Updates: Per legislation (recently amended by C.R.O.W.N. Act)
- Contact: Pennsylvania Human Relations Commission, 717-787-4410
10. Veterans' Benefits and Services (NEW 2026)
- Who Must Post: Employers with 50+ employees
- Content: Information on veterans' resources and benefits
- Effective: January 1, 2026
- Source: Act 31 of 2025
Spanish Language Requirements
Employers with Spanish-speaking employees must also post Spanish versions of:
- Child Labor Act Abstract
- Hours of Work for Minors Under 18
- Equal Pay Law
- Unemployment Compensation
Philadelphia Local Requirements
Employers with workers in Philadelphia have additional posting obligations:
Philadelphia Paid Sick Leave
- Who Must Post: All Philadelphia employers
- Content: Sick leave accrual rights (1 hour per 40 hours worked, up to 40 hours annually)
- Coverage: 10+ employees: paid leave; under 10: unpaid leave
- Source: City of Philadelphia Paid Sick Leave
POWER Act Amendments (May 2025)
Philadelphia's Protect Our Workers, Enforce Rights (POWER) Act expanded sick leave requirements with enhanced notice and recordkeeping provisions. Employers should verify their posted notices comply with the updated law.
Eligible Uses
Employees can use Philadelphia paid sick leave for:
- Personal health needs
- Caring for a family member
- Leave related to domestic abuse or sexual assault
- Public health emergencies
Pittsburgh Local Requirements (2026 Changes)
Employers with workers in Pittsburgh must comply with the significantly updated Paid Sick Days Act:
Pittsburgh Paid Sick Days Act
- Who Must Post: All employers with workers in Pittsburgh
- Content: Updated accrual rates and maximums effective January 1, 2026
- Coverage: Employees working at least 35 hours per calendar year in Pittsburgh
- Source: City of Pittsburgh Paid Sick Days Act
Key 2026 Requirements
| Requirement | Previous Rule | 2026 Rule |
|---|---|---|
| Accrual rate | 1 hour per 35 hours | 1 hour per 30 hours |
| Max (15+ employees) | 40 hours | 72 hours |
| Max (under 15) | 24 hours | 48 hours |
| Carryover | Required | Required |
| Use waiting period | 90 days | 90 days |
Employer Obligations
Pittsburgh employers must:
- Post notices advising employees of their PSL rights
- Permit carryover of unused time (or front-load the full amount)
- Allow employees to use sick time for family members
- Permit new employees to begin using time after 90 days
Remote Worker Requirements in Pennsylvania
Pennsylvania has not issued formal guidance for electronic labor law postings for remote employees. This creates a compliance gap for employers with distributed workforces.
Federal DOL Guidance Applies
In the absence of state-specific rules, employers should follow federal Department of Labor guidance:
- Electronic posting is permitted when all employees work remotely
- Electronic communication must be the customary method for workplace updates
- Employees must have free access to notices at any time
Best Practices for PA Remote Workers
- Digital distribution: Email posters directly to remote employees
- Intranet posting: Display on company portal that employees regularly access
- Acknowledgment tracking: Capture proof that employees received and accessed posters
- Hybrid approach: Physical posters at office locations plus digital for remote workers
Required Electronic Notices
The following Pennsylvania notices should be made digitally accessible to remote employees:
- Minimum Wage Law
- Equal Pay Law
- Unemployment Compensation
- Workers' Compensation Insurance
- Fair Employment Practices (PHRA)
For detailed guidance, see our remote employee poster compliance guide.
Pennsylvania Labor Law Poster Penalties
Pennsylvania imposes significant penalties for posting violations:
| Violation Type | Penalty Amount |
|---|---|
| General state posting violation | $100 - $1,000 per offense |
| Workers' comp notice missing (misdemeanor) | Up to $2,500 per day |
| Workers' comp notice missing (intentional) | Up to $15,000/day + 7 years imprisonment |
| OSHA federal posting violation | Up to $16,550 per violation |
| FMLA posting violation | Up to $216 per willful offense |
Additional Consequences
Beyond direct fines, missing posters can:
- Be used as evidence in employee lawsuits
- Extend statutes of limitations for employee claims
- Trigger enforcement actions during inspections
- Demonstrate willful non-compliance
The Pennsylvania Department of Labor & Industry actively enforces posting requirements. Contact them at 833-728-2367 (Option 1) for questions.
Learn more about labor law poster penalties.
2026 Compliance Checklist
Use this checklist to verify your Pennsylvania compliance:
Federal Posters
- Fair Labor Standards Act (FLSA)
- OSHA Job Safety and Health
- FMLA Notice (50+ employees)
- EEOC "Know Your Rights" (15+ employees)
- Employee Polygraph Protection Act
- USERRA Military Service
Pennsylvania State Posters
- Minimum Wage Law (LLC-1)
- Equal Pay Law Abstract (LLC-8)
- Child Labor Act Abstract (LLC-5) - if employing minors
- Hours of Work for Minors (LLC-17) - if employing minors
- Unemployment Compensation (UC-700)
- Workers' Compensation Insurance (LIBC-500)
- Right to Know Law (LIBC-262) - if applicable
- PA Clean Indoor Air Act Signage
- Equal Opportunity & Fair Practices (PHRA)
- Veterans' Benefits and Services (50+ employees)
- Spanish versions where required
Philadelphia (if applicable)
- Paid Sick Leave poster
- Updated for POWER Act amendments
Pittsburgh (if applicable)
- Paid Sick Days Act poster
- Updated for January 2026 changes (72/48 hour maximums)
Remote Workers
- Electronic posters distributed via email or intranet
- Employee acknowledgments captured
- Distribution records maintained
2026 Update Calendar
Key dates for Pennsylvania employers:
| Date | Required Update |
|---|---|
| January 1, 2026 | Veterans' Benefits poster required (50+ employees) |
| January 1, 2026 | Pittsburgh Paid Sick Leave poster updated |
| Pending | Monitor HB 1549 minimum wage legislation |
| Ongoing | Review PHRA poster for C.R.O.W.N. Act compliance |
WorkforceVault's AI-powered monitoring tracks these changes and notifies you when updates may be needed.
How WorkforceVault Helps
Pennsylvania compliance is complex with state, Philadelphia, and Pittsburgh requirements layered on federal mandates. WorkforceVault simplifies it:
Automatic Pennsylvania Coverage
All required federal and Pennsylvania state posters included. Updated automatically when the Department of Labor & Industry issues new requirements.
Philadelphia and Pittsburgh Support
Location-specific posters for Philadelphia Paid Sick Leave and Pittsburgh Paid Sick Days Act based on your employee locations. Automatically updated when local ordinances change.
Remote Worker Compliance
Digital distribution with acknowledgment tracking for Pennsylvania remote employees. Creates audit-proof documentation that physical posters cannot provide.
Legislative Monitoring
Track pending legislation like HB 1549 and receive alerts if the minimum wage law passes, requiring immediate poster updates across Pennsylvania locations.
Audit-Ready Documentation
Generate complete compliance reports showing poster versions, employee acknowledgments, and update history for Department of Labor inspections.
Key Takeaways
- Pennsylvania requires 11+ labor law posters covering federal and state requirements
- New for 2026: Veterans' Benefits and Services poster for employers with 50+ employees
- Pittsburgh PSL expanded: Now requires up to 72 hours paid sick leave (15+ employees)
- Philadelphia employers must comply with the POWER Act amendments
- No formal electronic posting rules for Pennsylvania remote workers—follow federal DOL guidance
- Penalties range from $100 to $15,000+ per violation with potential imprisonment
Pennsylvania's layered federal, state, and local requirements make manual compliance tracking impractical. Start your free trial and see your Pennsylvania compliance status in minutes.
Frequently Asked Questions
How many labor law posters does Pennsylvania require?
Pennsylvania requires at least 11 labor law posters when combining federal and state requirements. Employers with workers under 18 need additional child labor notices. Employers in Philadelphia or Pittsburgh need local paid sick leave posters. The exact count depends on your business size and locations.
What's new for Pennsylvania labor law posters in 2026?
The biggest 2026 changes are: (1) New Veterans' Benefits and Services poster required for employers with 50+ employees as of January 1, 2026; (2) Pittsburgh's Paid Sick Days Act expansion increasing maximum sick leave from 40 to 72 hours for larger employers; and (3) Potential minimum wage changes if HB 1549 passes.
What are the penalties for missing Pennsylvania labor law posters?
Pennsylvania state posting violations typically carry fines of $100 to $1,000 per offense. Workers' compensation posting violations can result in penalties up to $2,500 per day for misdemeanors and up to $15,000 per day plus imprisonment for intentional violations. Federal posting violations add additional penalties.
Do remote employees need Pennsylvania labor law posters?
Yes. While Pennsylvania has not issued formal electronic posting guidance, the federal Department of Labor permits electronic distribution for remote workers. Employers should provide digital access to all required notices via email or company intranet and maintain acknowledgment records.
How is Pittsburgh's Paid Sick Leave changing in 2026?
Starting January 1, 2026, Pittsburgh requires faster accrual (1 hour per 30 hours worked, up from 1 per 35) and higher maximums (72 hours for employers with 15+ employees, up from 40 hours). Employers must update their posted notices to reflect these changes.
Where can I get free Pennsylvania labor law posters?
Pennsylvania Department of Labor & Industry provides free downloadable posters at their Mandatory Postings page. You can also request printed copies by calling 833-728-2367 (Option 1).
Last Updated: January 2026
This guide provides general information about Pennsylvania posting requirements. Consult with legal counsel for specific compliance questions.