The below list may include updates to existing posters, additional postings that will be added to federal and state labor law posters, or new individual notices that may be required to be posted.
| State | Updated Posting |
| Oregon | Oregon has released several updated labor law notices that become effective July 1, 2026. The most significant change is a $0.50 per hour increase to all three Oregon minimum wage rates, affecting employers in the Portland Metro Area, Standard Counties, and Nonurban Counties. The revised Minimum Wage notice also clarifies that deductions from minimum wage for uniforms, tools, and employer-required lodging are prohibited. Additionally, the Oregon Sick Time notice expands covered uses to include blood donation and adds information regarding rehire protections, limitations on doctor’s note requirements, and written sick leave balance notifications. The Sexual Harassment & Domestic Violence Protections notice now expressly states that employers must maintain a written sexual harassment policy and provide a copy to each employee. Finally, the Captive Audiences notice contains minor changes. |
| Utah | The Utah Department of Workforce Services has updated its Unemployment Insurance Notice posting to reflect revised unemployment claim filing instructions and updated agency contact addresses. The new poster provides more detailed guidance for navigating the online claims process and adds regional Claims Assistance and Re-Employment Team phone numbers, along with an Eligibility Services Center contact. The posting also features updated agency branding and a revised layout to improve readability. |
| The Utah Department of Workforce Services has updated their Unemployment Insurance notice. The updated notice reflects multiple address changes to the Utah State Employment Centers list. The poster revision date is August 6, 2026. | |
| Vermont | The Vermont Department of Labor has updated its Unemployment Insurance notice to direct employees to the state’s online resources for unemployment claim information and initial claim filing. The revised notice replaces the previous instruction to call the Department of Labor for initial claims with updated website links, while all other substantive employee rights and benefit information remain unchanged. The poster revision date is July 21, 2026. |
| Virginia | The Virginia Department of Labor and Industry has updated their Job Safety and Health Protection notice. The updated notice reflects James S. Frederick as the new Commissioner. The poster revision date is July 14, 2026. |
| The Virginia Department of Labor and Industry has updated its Veterans’ Benefits notice. The updated notice reflects a new department logo and QR codes for the Virginia Department of Veterans Services. The poster revision date is July 14, 2026. | |
| The Virginia Department of Labor and Industry has updated their Covenant Not to Compete notice. The updated notice reflects a new law expanding restrictions on non-competes to include health care professionals. The poster revision date is July 14, 2026 | |
| The Virginia Workers’ Compensation Commission has updated their Workers’ Compensation notice. The updated notice reflects that if the employer’s insurance company does not agree to provide benefits in writing, the employee can file a claim directly with the Virginia Workers’ Compensation Commission. In addition, the notice now includes a website link and QR code to help employees access the claim form. The poster revision date is July 14, 2026. | |
| City | Updated Posting |
| Philadelphia, IL | Philadelphia has released a new Fair Criminal Record Screening Standards Ordinance notice that employers may use to comply with existing notice requirements under the city’s Fair Chance (Ban-the-Box) law. The notice does not change employer obligations but provides a compliance tool reflecting amendments that became effective in January 2026. The poster can be found here: Link. |
| Philadelphia, IL | Philadelphia has updated several required workplace notices. The Know Your Rights notice adds reproductive health autonomy and childbirth or related medical conditions as protected categories and expands its examples of prohibited discrimination. The Unpaid Leave for Domestic or Sexual Violence notice has also been redesigned due to revisions. The Discrimination notices have likewise been updated to reflect additional protected categories. |
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Contact VensureHRThis communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.
