Labor Law Updates

The U.S. Department of Labor (DOL) has announced the 2027 minimum wage for workers on certain federal contracts. Starting January 6, 2027, the rate under Executive Order 13658 increases to $14.05 per hour, up from $13.65. The minimum cash wage for tipped employees rises to $9.85 per hour, up from $9.55. The new rate itself is simple, but who it applies to is not.

HR teams already juggle recruiting, onboarding, payroll, benefits and employee relations. Labor law posting compliance adds one more responsibility — and it keeps changing. Federal, state and local agencies update workplace posting requirements throughout the year, adding up to more than 200 mandatory posting changes annually.

Calling a worker an independent contractor doesn't make them one. Classification depends on how the work is performed, and federal and state agencies each apply their own tests to decide. Get it wrong, and your business could owe back wages, taxes and penalties.

Keeping track of labor law posting changes is demanding for any employer, but the challenges multiply for businesses operating across multiple states, counties and cities. To show you just how extensive this undertaking can be, let’s consider a fictional coffeehouse chain. We’ll look at the typical posting requirements impacting such a business and, most important, how a labor law posting subscription service can keep them current and compliant.

Complying with federal, state and local labor law postings is a fundamental responsibility for all U.S. employers. In addition to the six mandatory federal postings, you may need to display multiple state-issued posters, depending on your location. Plus, county and city regulations introduce yet another layer of complexity, often requiring additional postings. These requirements shift constantly, adding up to more than 200 mandatory posting changes a year.