What employee notices are businesses required to post?

Employee Notice Posting Requirements in New Hampshire

Businesses operating in New Hampshire must display certain employee notices to comply with state and federal regulations. Proper posting ensures employees are informed about their rights, workplace safety, and labor laws.

Required Employee Notices

• Federal Minimum Wage and Labor Law Posters: The Fair Labor Standards Act (FLSA) requires posting the federal minimum wage notice. This includes overtime rules and child labor laws.
• New Hampshire Minimum Wage and Labor Law Poster: New Hampshire mandates posting the state minimum wage, worker’s compensation, and state labor law notices in a visible area.
• Occupational Safety and Health Administration (OSHA) Poster: Businesses with employees must post OSHA’s “Job Safety and Health: It’s the Law” poster to inform workers about workplace safety rights.
• Unemployment Insurance Notice: Employers must provide information about unemployment insurance benefits and how to file claims.
• Family and Medical Leave Act (FMLA) Poster: Applicable employers must display the federal FMLA poster outlining employee rights to leave for family and medical reasons.
• Equal Employment Opportunity (EEO) Poster: Employers must post the Equal Employment Opportunity Commission (EEOC) notice about discrimination protections.

Operational Tips for Compliance

• Placement: Post notices in a prominent, accessible location where employees gather, such as break rooms or near time clocks.
• Updates: Regularly check for updated posters annually or when laws change to maintain compliance.
• Recordkeeping: Keep documentation of posting dates and locations as part of compliance audits.
• Automation: Use compliance management software to track posting requirements and receive update alerts.
• New Hires: Provide new employees with copies or digital access to relevant notices during onboarding.

As of 2026, staying current with both federal and New Hampshire-specific posting requirements is essential to avoid penalties and ensure clear communication with employees.