What are the labor law poster requirements involving Jan. 1, 2024, minimum wage updates?
With more than 60 minimum wage rate increases at the start of 2024, what do the updated labor law posters look like?
While not all the new rates require an updated labor law poster, many do. Also, although the new rates are less than two months away as of this writing, some of the associated posters have not been released yet.
As always, employers should note that labor law posters update at any time. Though Jan. 1 each year is a busy time for updates, labor law poster compliance is a year-round challenge.
Updated Jan. 1, 2024, Minimum Wage Labor Law Posters
Below are the jurisdictions that require employers to display a new labor law poster regarding new Jan. 1, 2024, minimum wage rates. Note that some jurisdictions that will update new minimum wage rates Jan. 1, 2024, have yet to release the associated poster as of Nov. 7, 2023.
Labor Law Poster Compliance
Employers know the start of the year often brings new labor law poster requirements — especially those related to minimum wage.
However, as noted earlier, labor law posters can update at any time. It’s incumbent upon employers to understand their employment law obligations.
But there are additional benefits to maintaining a compliant labor law poster program.
Labor law posters, of course, are the backbone of any strong compliance program. Plus, monthly labor law poster updates do have an ancillary benefit — opening up the lines of communication between corporate offices and location managers.
By establishing a regular cadence regarding poster updates, it allows for discussions about a number of other employment law concerns, including safety regulations, hiring practices, onboarding, employee handbooks, etc.
Employers that operate in the jurisdictions listed above should ensure they have new labor law posters regarding the Jan. 1, 2024, minimum wage rate updates.
Again, however, it makes sense for employers of all sizes to consistently monitor the laws where they have locations to ensure compliance.
This Employment Law News blog is intended for market awareness only, it is not to be used for legal advice or counsel.