Government contractors operate under some of the most rigorous compliance standards in the United States. While all employers must follow basic labor laws, government contractors face additional posting obligations tied directly to their federal contract terms. These extra requirements ensure that workers are fully informed about their rights, workplace protections, federal regulations, and contract-specific responsibilities.

Among the most important compliance elements are Labor Law Posters—mandatory workplace notices that government contractors must display to remain compliant with federal hiring, wage, safety, and transparency standards.

This comprehensive guide breaks down the essential labor law poster requirements for government contractors, explains the significance of updated postings, highlights the risks of non-compliance, and provides clear guidance on keeping your workplace audit-ready at all times.

If you are evaluating posting requirements across different industries, you may also find our articles Labor Law Posters for Restaurants and Food Services: Key Requirements and Labor Law Posters for Daycares and Childcare Centers: Important Updates helpful for additional context.

Why Labor Law Posters Matter for Government Contractors

Labor Law Posters are more than general workplace notices—they serve as legal documentation that the employer is compliant with a wide range of federal requirements, especially when public funds are involved.

Government contractors face:

• Heightened oversight
• Regular audits
• Strict procurement standards
• Detailed wage regulations
• Expanded anti-discrimination requirements
• Higher reporting obligations

Because of these elevated standards, Labor Law Posters act as visible proof that the contractor is committed to transparency and legal compliance. The Department of Labor (DOL), OFCCP, OSHA, and other agencies routinely verify poster compliance during audits. Missing, outdated, or incorrect posters can result in violations that impact the contractor’s federal funding and eligibility.

Mandatory Contractor-Specific Labor Law Posters

Federal contractors must display several additional posters mandated by the Department of Labor, Executive Orders, and other federal regulations. These posters cannot be substituted with the standard versions—they have contractor-specific requirements.

Below are the core posters that government contractors must display:

1. “EEO Is the Law” Poster (Federal Contractor Version)

Unlike the standard EEO poster, the contractor version includes:

• Affirmative action requirements
• Disability hiring obligations
• Protected veteran provisions
• Anti-retaliation rights
• Detailed employer compliance responsibilities

Additionally, the EEO Is the Law Supplement must also be posted.

Failing to display this poster during an OFCCP audit is considered a major violation.

2. Pay Transparency Nondiscrimination Provision

Required under Executive Order 13665, this poster informs employees that contractors cannot prohibit discussion of wages.

Contractors must display this notice even if pay transparency policies are not part of their HR structure.

3. NLRA Employee Rights Under Executive Order 13496

This posting explains employees’ rights to:

• Form, join, or support a union
• Engage in collective bargaining
• Discuss workloads, wages, and safety concerns
• Act collectively without retaliation

This poster is only mandatory for federal contractors and subcontractors.

4. Service Contract Act (SCA) Poster

The SCA applies to employees working on federal service contracts. The poster covers:

• Prevailing wage rules
• Mandatory fringe benefits
• Overtime wage protections
• Wage determinations tied to location

Examples of industries often covered include custodial services, security, maintenance, food service, call centers, and professional services.

5. Davis-Bacon Act (DBA) Poster

Required for contractors involved in federal construction or repair projects, the DBA poster communicates:

• Prevailing wage classifications
• Certified payroll obligations
• Overtime rules
• Apprenticeship guidelines

Construction contractors are heavily audited for DBA compliance.

6. Walsh-Healey Public Contracts Act (PCA) Poster

Applies to contractors supplying goods to the federal government.
Covers:

• Overtime rules
• Minimum wage requirements
• Child labor restrictions
• Safety obligations

This law applies to supply contracts exceeding $10,000.

7. USERRA Poster (Uniformed Services Employment and Reemployment Rights Act)

Government contractors must display this poster whether they employ service members or not.
It outlines:

• Job protection rights
• Reemployment requirements
• Benefits during military leave

8. Notice for Workers with Disabilities — Section 14(c)

Where applicable, contractors employing workers under special minimum wage certificates must post this notice.

9. Human Trafficking Hotline Notice (Required for Certain Federal Contracts)

Many federal contracts—especially international, construction, and service contracts—require posting this hotline.

Why Government Contractors Face More Poster Updates

Government contractors experience more frequent regulatory changes than the general workforce because:

• Federal Executive Orders change with each administration
• OFCCP updates compliance rules regularly
• DOL revises veterans’ and disability hiring obligations
• OSHA standards shift based on new data
• Annual wage determinations change under DBA and SCA
• New laws affecting federal procurement trigger new postings

This means contractors cannot rely on static posters.
They need annual and sometimes mid-year updates.

Common Poster Mistakes Government Contractors Make

Even compliant contractors frequently make errors such as:

1. Posting regular EEO posters instead of contractor versions

This is one of the most common violations during an OFCCP audit.

2. Displaying outdated “EEO Is the Law” supplements

New versions are released periodically.

3. Missing wage determination postings (SCA/DBA)

These must be posted at each job site.

4. Not posting in languages spoken by employees

Required if non-English speaking employees are present.

5. Assuming digital postings are enough

Contractors must display physical posters at all work locations.

6. Not posting at remote or temporary sites

Every location where employees report to work requires postings, even if temporary.

Poster Requirements for Subcontractors

Subcontractors are held to the same posting standards as prime contractors.
Prime contractors must ensure compliance across their subcontracting chain—including appropriate poster display.

A prime contractor can face penalties if a subcontractor is non-compliant.

Where Government Contractors Must Display Posters

Posters must be placed in conspicuous, accessible locations such as:

• Employee break rooms
• Time clock areas
• HR offices accessible to employees
• Training rooms
• Locker rooms or common areas
• Remote or mobile worksites (construction trailers, kiosks, etc.)

Remote employees may receive digital copies, BUT physical posters must still be placed at the worksite where they report when required.

Digital vs. Physical Posters — What Government Contractors Need to Know

Digital posters alone are not compliant for federal contractors.
Physical posters are required because:

• Federal audits focus on visible postings
• Employees must be able to access notices during work hours
• Posting laws require “conspicuous placement” in shared spaces

Digital versions work only as a supplement.

Why Updated Posters Reduce Compliance Risk for Contractors

Staying current with poster updates protects government contractors by:

1. Eliminating the risk of expensive DOL or OFCCP penalties

Even one missing poster can trigger fines.

2. Preventing contract delays, suspension, or termination

Poster non-compliance is considered a failure to meet contract obligations.

3. Ensuring pay and wage transparency

Particularly critical under SCA, DBA, and pay transparency rules.

4. Boosting employer credibility

Employees view visible, updated posters as a sign of integrity and fairness.

5. Supporting a smoother audit experience

Updated posters reduce the chance of negative audit findings.

How Government Contractors Can Stay Compliant Year-Round

A strong poster compliance strategy includes:

1. Verifying posters every January and July

These are common update periods for wage and safety laws.

2. Monitoring DOL, OSHA, and OFCCP announcements

Contractor rules often change unexpectedly.

3. Using professionally laminated posters

Durable and resistant to dust, heat, and wear—ideal for high-traffic areas.

4. Partnering with a trusted compliance provider

This ensures accurate, up-to-date contractor posters.

5. Maintaining state-specific posters in addition to federal ones

State posting laws vary widely and change often.

Labor Law Posters Are Essential for Government Contractor Compliance

Government contractors must navigate one of the most detailed regulatory environments in the nation. Labor Law Posters serve as a crucial compliance tool that helps meet federal contract obligations, protect employees, support audit readiness, and maintain legal transparency in the workplace.

From federal contractor-specific EEO notices to prevailing wage posters under the SCA and DBA, these postings ensure that workers understand their rights and employers fulfill their legal responsibilities.

Labor Law Posters are not optional for contractors—they are an essential compliance requirement that keeps contracts safe, employees informed, and operations aligned with federal expectations.

For additional insight into labor law poster requirements across other industries, you can explore resources such as Labor Law Posters for Restaurants and Food Services: Key Requirements and Labor Law Posters for Daycares and Childcare Centers: Important Updates.