Entity solutions labor law scam

Entity Solutions “Labor Law Compliance Notice” Scam: What It Is and What Employers Should Do

If you received an Entity Solutions labor law compliance notice or a “labor compliance assistance letter” demanding payment for a poster or compliance program, you’re likely trying to answer two questions fast: Is Entity Solutions legit? And do you actually need to pay this invoice to stay compliant? This guide explains how these letters typically work, how to verify your real posting obligations, and the safest steps to protect your business—especially if you manage multiple locations or remote employees.

What the “Entity Solutions Labor Law Compliance Notice” typically looks like

Employers report receiving mailers branded as a labor law compliance notice that:

• Uses official-sounding terms like “compliance notice,” “final notice,” or “mandatory posting”
• References penalties for noncompliance
• Includes an order form and payment slip
• Offers a “labor law poster” package, monitoring plan, or annual subscription

These letters often resemble government correspondence, but they are generally not sent by the U.S. Department of Labor (DOL), a state labor agency, or a local enforcement office.

If you’re researching “entity solutions labor law scam” or “labor compliance assistance scam,” the common concern is that the mailing is designed to create urgency and confusion—especially for new businesses, businesses that recently registered/renewed, or companies that changed addresses.

For related patterns, see SwiftSDS’s overview of similar mailers in our guide to the business posting department scam.

Is Entity Solutions legit? How to evaluate the letter without guessing

There isn’t one universal answer HR can apply to every third-party compliance vendor. Some companies sell legitimate poster products. The issue is how the solicitation is presented.

Use these verification checks to decide whether a mailing is a labor law compliance notice scam (or at minimum a misleading solicitation):

1) Confirm whether the sender is a government agency

Government notices usually come from an identifiable agency domain/address and clearly state the issuing authority (e.g., DOL Wage and Hour Division). A private mailer may include disclaimers in small print like “not affiliated with any government agency.”

2) Compare the poster list to actual legal requirements

At the federal level, many employers must post wage-and-hour and other notices depending on coverage. For example, the DOL’s Fair Labor Standards Act (FLSA) poster is a common baseline requirement. You can review the official poster here: Employee Rights Under the Fair Labor Standards Act.

If the letter lists posters that don’t apply to your business type, headcount, or jurisdiction—or fails to mention core requirements—treat it as a red flag.

3) Watch for “invoice-style” marketing

A typical tactic in a labor compliance assistance letter is presenting a solicitation as if it’s a bill. If you didn’t order a product, you generally shouldn’t pay a surprise “renewal” or “mandatory program fee.”

4) Validate your jurisdiction-specific needs

A mailer may reference a city or suburb to appear local (for example, searches like labor poster compliance Skokie IL). Posting rules are driven by federal + state + local requirements, but the authoritative sources are government labor agencies—not unsolicited letter campaigns.

For a broader explanation of how compliance works across locations (including remote workforces), read Electronic posters.

What labor law poster compliance actually requires (and what it doesn’t)

Federal baseline: posting required notices where employees can see them

Several federal agencies require workplace postings depending on your coverage, including the DOL, EEOC, and others. A common example is the FLSA minimum wage/overtime notice.

• Official DOL FLSA notice: Employee Rights Under the Fair Labor Standards Act
• Spanish version (often relevant depending on workforce needs): Derechos de los Trabajadores Bajo la Ley de Normas Justas de Trabajo (FLSA)

What compliance does not require: paying an unsolicited third party simply because they mailed a notice that implies urgency.

State-specific requirements can be extensive

States often require additional wage, safety, unemployment, workers’ comp, anti-discrimination, and leave notices. For example, Massachusetts requires multiple postings from different agencies, such as:

• Massachusetts Wage & Hour Laws
• Fair Employment in Massachusetts
• Information about Employees' Unemployment Insurance Coverage
• Notice to Employees

The key point: poster compliance is real, but you should verify requirements through official sources or a trusted compliance workflow—not through fear-based mailers.

To understand how employers meet posting obligations in modern workplaces, including multi-site operations, see compliance poster service.

Action plan: what to do if you received an Entity Solutions labor law poster notice

Step 1: Don’t pay immediately—document the mailing

• Scan or photograph the entire letter (front/back)
• Note the date received and any business names used
• Keep the envelope (postmark can matter)

Step 2: Cross-check your actual poster obligations

• Identify your jurisdictions: federal + state + city/county (where applicable)
• Identify workforce: in-office, remote, mixed
• Confirm which federal posters apply (start with FLSA)
• Confirm state posters from the state labor department and related agencies

If you’re moving toward digital posting, review how employers use compliant electronic delivery in Electronic poster examples.

Step 3: Train whoever opens mail to spot poster solicitations

HR teams and office managers should know that “compliance notice” language can be marketing. A simple internal checklist helps:

• Did we request this product?
• Is the sender a government agency?
• Are there disclaimers?
• Does it look like an invoice but isn’t one?

Step 4: Standardize your poster process (physical + digital)

For businesses with frequent hiring, multiple locations, or remote employees, ad-hoc poster buying is where scams and gaps happen.

SwiftSDS recommends centralizing:

• a poster inventory (by location)
• an update schedule
• a documented posting method (on-site placement + remote distribution where allowed/required)

For more context on digital poster administration, also see Cheap posters (including what to compare beyond price).

How to avoid “labor law compliance notice scam” mailers going forward

• Expect solicitations after major business filings. New LLCs, incorporations, and address changes often trigger third-party marketing lists.
• Use official titles carefully. Many scam-like letters borrow terms like “Department,” “Division,” or “Compliance Office.”
• Don’t rely on “one-size-fits-all” packages. Poster requirements vary by industry and jurisdiction.
• Make digital posting decisions intentionally. If you have remote staff, a physical poster on a wall may not be enough. Start with SwiftSDS’s hub on Electronic posters and build a policy.

For accessibility-related posting considerations and workplace communications, SwiftSDS also covers the ada poster.

FAQ

Is the labor law compliance notice legit?

Not automatically. A labor law compliance notice can be a legitimate reminder if it comes from a government agency, but many “notice”-style mailers are marketing solicitations. Verify the sender, check for disclaimers, and compare the poster list against official federal/state requirements (starting with the DOL FLSA poster).

Is Entity Solutions legit?

Treat Entity Solutions (or any similar sender) as a third-party vendor unless you can confirm it is an actual government agency (it typically is not). Even if a vendor sells real posters, the “invoice-style” approach can still be misleading. Validate your requirements independently before buying.

What should I do if I already paid for an Entity Solutions labor law poster?

Gather documentation (letter, receipt, card/bank record), then contact the vendor in writing requesting cancellation/refund terms. If the solicitation was materially misleading, consult counsel and consider disputing the charge with your payment provider.

If you want a safer way to stay current without reacting to alarming mailers, start with SwiftSDS’s overview of Electronic posters and build a documented, audit-ready posting workflow across all locations.