Cal Poster: How to Stay Compliant with California (and Federal) Labor Law Posting Requirements
If you’re searching for a cal poster, you’re likely trying to confirm which labor law posters California employers must display—and how to keep them current across worksites and remote teams. This guide explains what a “California poster” typically includes, what makes a California all in one poster useful, and how to build a reliable labor poster compliance California process using digital labor law posters.
For broader context on state rules (including new updates by employer size), see SwiftSDS’ overview of California employment laws.
What is a “Cal Poster” (and what it usually includes)
In HR and small-business compliance conversations, “cal poster” is shorthand for a California workplace posters set—typically bundled as a California employment law posters package. Most employers need a combination of:
- California-required workplace notices (state agencies like DIR, CRD, EDD, Cal/OSHA)
- Federal labor law posters (U.S. Department of Labor notices, and other federal requirements depending on your workforce)
- Local postings (city/county rules, often tied to local minimum wage and paid sick leave ordinances)
Because California posting rules can change (and local rules can vary by work location), many employers use a California all in one poster approach to reduce gaps and administrative overhead—especially with multiple sites.
If you’re evaluating digital delivery options for distributed teams, start with Electronic posters, which explains how digital labor law posters fit modern workplaces and multi-site compliance.
Required labor law posters in California: What employers must think about
California doesn’t publish a single “one poster fits all” list that applies to every employer in every city. Instead, requirements depend on factors like industry, headcount, and work location. Still, most employers should plan for three layers of compliance.
1) California state notices (DIR, CRD, EDD, Cal/OSHA)
Common categories include:
- Wage and hour / wage theft prevention disclosures (often tied to the California Labor Code and DIR guidance)
- Anti-discrimination and harassment notices (administered through the Civil Rights Department—formerly DFEH; grounded in FEHA)
- Workers’ compensation and safety notices (Cal/OSHA and workers’ comp carrier postings)
- Paid sick leave and leave-related notices (depending on policy and location)
Actionable tip: Build a “posting inventory” by worksite that lists (a) poster name, (b) issuing agency, (c) language requirements, and (d) last revision date. Then assign an owner in HR or Ops to review it quarterly and whenever you open a new location.
To learn how California requirements tie back to broader state rules, keep California employment laws bookmarked for updates and cross-references.
2) Federal labor law posters (often required even for CA-only employers)
Many California employers also must display federal postings, particularly when covered by federal wage-and-hour rules.
A common example is the U.S. Department of Labor’s Fair Labor Standards Act (FLSA) poster:
If you have Spanish-speaking employees (or a workforce where Spanish is commonly used), it’s also prudent to provide Spanish-language notices where available:
Actionable tip: Don’t assume “California poster = everything.” A compliant posting plan often includes California and federal labor law posters together—especially for wage/hour compliance.
3) Local city/county postings (often overlooked)
California has many local ordinances (minimum wage, paid sick leave, fair workweek scheduling in some jurisdictions). Local posting rules can change annually and differ even between nearby cities.
Actionable tip: If you operate in multiple California cities, treat each site as its own “jurisdiction profile.” A poster set that’s correct in one city may be incomplete in another.
Where and how to display a California poster (physical and digital)
Physical posting basics (still the default for many worksites)
Traditional guidance typically requires posters to be placed in a conspicuous area where employees frequently look—often break rooms, near time clocks, or common areas. The goal is accessibility during working hours.
Create a simple internal checklist:
- Posters visible without asking a manager
- Not behind locked doors
- Not covered by other materials
- Kept current (latest revision date)
Digital labor law posters for remote and hybrid teams
If you have remote employees, the practical question becomes: how do you “post” where there is no physical wall?
Digital labor law posters can help meet notice-distribution needs for remote workforces when implemented correctly (clear access, always available, and communicated to employees). SwiftSDS covers this model in Electronic posters, including best practices for accessibility and multi-location management.
Accessibility note: If you’re using digital posters, ensure employees can access them regardless of disability. Review SwiftSDS’ guidance on the ada poster to think through accessible communications and posting visibility.
Choosing a California all-in-one poster: practical compliance criteria
An “all-in-one” bundle can be convenient, but HR should evaluate it like a compliance tool, not a commodity print product.
Look for these features in a California poster solution
- Update cadence: How quickly are changes reflected after new laws or revised agency forms?
- Jurisdiction coverage: Does it account for your city/county requirements?
- Language support: Do you need Spanish or other languages for effective notice?
- Multi-site controls: Can you assign poster sets per location and track completion?
If you’re comparing pricing, bundles, or promotions, SwiftSDS maintains a dedicated resource on all in one poster coupon code so you can evaluate options without sacrificing coverage.
Avoiding common compliance mistakes (and scams) related to California workplace posters
Because posters are a well-known compliance requirement, they’re also used as a hook for misleading solicitations.
Common mistakes HR teams make
- Assuming one poster satisfies every location (ignoring local ordinances)
- Failing to refresh after agency revisions (outdated versions are a common audit finding)
- Not documenting compliance (no record of what was posted, where, and when)
Watch out for “official-looking” solicitations
Some businesses receive mailers implying government affiliation or urgent penalties to prompt a purchase. Train front-office staff to route these items to HR/Legal for review. SwiftSDS outlines red flags in business posting department scam.
Action plan: a simple labor poster compliance California workflow
Use this repeatable process to reduce risk:
- Inventory locations and workforce types (in-office, warehouse, remote, multi-city).
- Map required posters into three buckets: California, federal, and local.
- Assign an owner (HR, Safety, or Operations) responsible for quarterly checks.
- Standardize posting points (same spot in every site; same digital access path for remote).
- Keep proof: maintain a dated poster log (revision dates + posting date + location).
If you’re also managing recruiting communications and want to separate “required posters” from “optional informational displays,” SwiftSDS clarifies a common question in are employers required to post job openings california.
FAQ: California poster and labor law posting requirements
What does “cal poster” mean in HR compliance?
A cal poster usually refers to a set of required labor law posters California employers must display—often packaged as California employment law posters or a California all in one poster bundle that may also include federal notices.
Do California employers need federal labor law posters too?
Often yes. Many employers must display federal notices like the FLSA poster in addition to California postings. For reference, see the U.S. DOL notice: Employee Rights Under the Fair Labor Standards Act.
Can digital posters work for remote employees in California?
They can—when implemented so employees have consistent, accessible access (and you maintain an internal record of distribution/availability). Start with SwiftSDS’ overview of Electronic posters and consider accessibility guidance like the ada poster.
Keeping labor posters California compliant is less about buying a one-time California poster and more about maintaining a living process: correct jurisdictions, current versions, accessible delivery, and documented posting. For ongoing updates and state-specific requirements, use SwiftSDS’ California employment laws hub as your reference point.