2026 Anticipated Federal Labor Posting Changes

Several federal labor law posting updates are expected in the near future. While not all of these changes require immediate action from employers, it is important for HR professionals and business owners to understand what may be coming and how it could affect workplace compliance. Throughout this blog post, we’ll go through key anticipated changes along with recommended best practices to keep you and your business prepared.

Potential EEOC Poster Revision

One of the most significant anticipated changes involves the federal Equal Employment Opportunity Commission (EEOC) workplace poster. Recent executive orders — including Executive Order 14168 "Defending Women," will likely lead to updates to the EEOC’s “Know Your Rights: Workplace Discrimination is Illegal” poster.

The EEOC had been unable to act on potential revisions due to the agency lacking a quorum until recently. On January 28, 2026, the commission regained a quorum, therefore employers may see a revised version of the poster released in the future.

If updated, the new poster may remove references to “gender identity” and “sexual orientation.” The EEOC has also indicated a policy shift emphasizing biological definitions of sex in compliance and enforcement actions, including removing certain gender identity resources and discontinuing the use of non-binary gender markers.

Best Practice:

Until an official revision is released, employers should continue displaying the current “Know Your Rights” poster (most commonly the June 2023 version). Once a new version is issued, employers with 15 or more employees will be required to replace the old poster within a reasonable timeframe and ensure it is displayed in a conspicuous location accessible to employees and applicants.

Updated OSHA “Job Safety and Health” Poster (Not Mandatory)

The U.S. Department of Labor (DOL) has also issued a revised version of the OSHA Job Safety and Health “It’s the Law” workplace poster. The newly revised OSHA version is more concise and streamlined than previous edition, with simplified language intended to improve readability for employees. However, the Department of Labor has clarified that this update is not mandatory. Employers are not required to replace older, 2019 versions of the OSHA poster currently displayed in their workplace.

Federal Contractor Minimum Wage Increase

Employers performing work on certain federal contracts should also be aware of an upcoming wage change. The U.S. Department of Labor announced that the minimum wage for workers on federal contracts covered by Executive Order 13658 will increase to $13.65 per hour effective May 11, 2026. This wage rate applies to contracts that were entered into, renewed, or extended between January 1, 2015, and January 29, 2022. In addition, the tipped employee cash wage for covered contracts will also increase. Federal contractors will need to ensure their contractor wage postings are updated when the new notice becomes available.

Conclusion

While several federal labor law posting updates are expected, most employers do not need to make immediate changes at this time.

Employers Are Recommended To:

Continue displaying the current EEOC “Know Your Rights” poster until a revised version is officially released.
Keep existing OSHA posters in place, as the updated version is optional and not required.
Federal contractors should plan to update their contractor wage poster in May 2026 when the new posting becomes available.

Monitoring these developments will help ensure your organization remains compliant while avoiding unnecessary poster replacements. We’ll continue to post updates as new information comes becomes available, so be sure to check in regularly!”