Know Your Rights: Workplace Discrimination Is Illegal (and Your Posting Obligations Matter)
If you’re searching for “know your rights workplace discrimination is illegal”, you’re likely trying to confirm what the law requires—and how to communicate those rights to employees in a compliant way. For HR teams and business owners, the message is straightforward: workplace discrimination is illegal under federal and many state laws, and employers are often required to post employee rights notices where employees can readily see them (including digitally for remote work where permitted).
This guide explains what the “know your rights” concept covers, which laws apply, and how to stay compliant using a know your rights poster strategy that fits today’s digital workplaces. For broader context on anti-discrimination and worker protections, SwiftSDS also maintains a hub on Civil rights posters.
What “Know Your Rights: Workplace Discrimination Is Illegal” Means
“Know your rights” refers to the legal protections employees have against discrimination, harassment, and retaliation at work. While the exact wording varies by agency and jurisdiction, the underlying requirements come from laws enforced by federal and state civil rights and labor agencies.
Key federal anti-discrimination laws employers should know
Most U.S. employers are subject to at least some of the following:
- Title VII of the Civil Rights Act of 1964 (EEOC enforcement): prohibits discrimination based on race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), and national origin.
- Americans with Disabilities Act (ADA): prohibits disability discrimination and requires reasonable accommodations for qualified individuals with disabilities. If you’re ensuring your posting set covers disability rights, see SwiftSDS’s ada poster resource.
- Age Discrimination in Employment Act (ADEA): protects workers age 40+ from age-based discrimination.
- Equal Pay Act (EPA): prohibits pay discrimination based on sex for substantially equal work.
- Genetic Information Nondiscrimination Act (GINA): limits use of genetic information in employment decisions.
- Retaliation protections: most civil rights laws prohibit retaliation against employees who report discrimination, participate in investigations, or request accommodations.
Posting is part of compliance—not just “nice to have”
Beyond having policies and training, many laws are supported by notice/posting requirements administered by federal and state agencies. These postings help prove that employees were informed of their rights and how to file a complaint.
To see the full set of commonly required postings, start with SwiftSDS’s Federal (United States) Posting Requirements page, then narrow to your state.
Which “Know Your Rights” Posters Are Commonly Required?
There isn’t always a single universal “Know Your Rights” poster that satisfies every obligation. Most employers meet notice requirements by posting a bundle of required labor law notices, which can include wage/hour, safety, anti-discrimination, and other rights.
Federal wage & hour “rights” notices (often mandatory)
Even though they aren’t discrimination-specific, wage/hour notices are a core “know your rights” component and are widely required. Many employers must display the U.S. Department of Labor’s Fair Labor Standards Act notice:
- Employee Rights Under the Fair Labor Standards Act (DOL Wage and Hour Division)
- Spanish version: Derechos de los Trabajadores Bajo la Ley de Normas Justas de Trabajo (FLSA)
For public employers or specialized industries, the DOL provides variants such as:
- Employee Rights Under the Fair Labor Standards Act - State and Local Government
- Employee Rights Under the Fair Labor Standards Act - Agriculture
State anti-discrimination posters (example: Massachusetts)
States frequently add their own fair employment and anti-discrimination notice requirements. For example, Massachusetts employers commonly post:
Massachusetts also has related worker-rights postings that support broader compliance:
- Massachusetts Wage & Hour Laws
- Your Rights under the Massachusetts Temporary Workers Right to Know Law
If you operate in multiple states, use SwiftSDS’s state pages to confirm the required set, such as California (CA) Posting Requirements, Illinois (IL) Posting Requirements, Kentucky (KY) Labor Law Posting Requirements, and Ohio (OH) Labor Law Posting Requirements.
How to Stay Compliant: Actionable Steps for HR and Employers
1) Confirm which laws apply to your workplace
Start with:
- Employer size (some laws apply only after a headcount threshold)
- Industry (agriculture, public sector, federal contracting may trigger specific notices)
- Work locations (state/local posting rules can differ by city and county)
A practical workflow is to check the federal baseline via Federal (United States) Posting Requirements, then validate each worksite location (e.g., California (CA) Posting Requirements).
2) Ensure postings are “conspicuous” and accessible
Posting rules typically require that notices be displayed where employees can readily see them (break rooms, near time clocks, or common areas). For distributed teams, many jurisdictions allow electronic posting, but the standard is still that employees must have ready access.
If you’re building a compliant digital wallboard or intranet page, SwiftSDS provides guidance and visuals in Electronic poster examples.
3) Provide language access where required
Some agencies provide translated notices; in certain cases, you may be expected to post in a language commonly used by employees. For example, the DOL provides the Spanish FLSA poster linked above. Document the languages you display and why.
4) Don’t confuse hiring notices with employee-rights notices
HR teams sometimes mix up recruiting communications with legal postings. If you’re trying to determine whether job posting rules apply (especially in California), see are employers required to post job openings california. That topic is related, but it is not a substitute for required employee rights posters.
5) Avoid “poster scams” and verify sources
If you receive a threatening mailer implying you must buy a specific poster immediately, treat it cautiously. Learn the warning signs and best practices in business posting department scam. Compliance posters should be sourced from reputable providers or directly from government agencies—and updated when laws change.
Digital Labor Law Posters: Best Practices for a “Know Your Rights Poster” Strategy
Digital posting can be an effective way to keep employees informed, especially with remote or hybrid work. To make a digital know your rights poster setup defensible:
- Use a single, clearly labeled “Employee Rights Notices” page on your intranet (or a kiosk/QR code solution for onsite access).
- Keep a revision log (what changed, when, and why).
- Provide mobile-friendly access so employees can view notices without special permissions.
- Pair postings with short policy reminders and reporting channels (HR email, hotline, accommodation request process).
If you’re also building informational resources around compliance communication (beyond mandated notices), SwiftSDS’s Informative poster article can help you structure employee-facing content without diluting required postings.
FAQ: Know Your Rights and Workplace Discrimination Postings
Are employers required to post a “Know Your Rights: Workplace Discrimination Is Illegal” poster?
Often, yes—but it may not be one single poster with that exact title. Employers typically must post a set of federal and state notices that communicate employee rights, including anti-discrimination protections. Check your jurisdiction’s rules starting with Federal (United States) Posting Requirements and your state posting page.
Can we post required discrimination and labor law notices electronically?
In many workplaces, electronic posting is allowed or commonly used—especially for remote workers—so long as employees have ready access and the postings are clear and complete. Use Electronic poster examples to model a compliant digital approach.
What’s a simple way to reduce risk if we operate in multiple states?
Maintain a location-by-location checklist and review state posting pages regularly (for example, Illinois (IL) Posting Requirements and California (CA) Posting Requirements). Multi-state compliance fails most often when employers assume one poster set covers every location.
Bottom Line for SwiftSDS Readers
“Know your rights workplace discrimination is illegal” isn’t just a slogan—it’s a compliance expectation backed by federal and state laws. The most practical approach is to (1) confirm which notices apply to your workforce, (2) post them conspicuously or electronically where permitted, and (3) keep them updated as requirements change. For a broader view of anti-discrimination and rights communications, start with SwiftSDS’s Civil rights posters hub and build your posting set from there.