New Mexico Labor Law Poster Updates
All businesses with employees in New Mexico are required by state & federal employment laws to post Labor Law Posters in a visible location. Employment laws change often, which require labor law posters to be updates. Below includes past & most recent mandatory labor law updates which require employers to post the latest version of these posters.
Mandatory change(s) for the state of New Mexico
New Mexico Minimum Wage-Revised with new minimum wage rate of $12.00 per hour effective January 1, 2023. *2023 Poster is shipping now.
Paid Sick Leave-New posting requirement for the state of New Mexico effective July 1, 2022.
New Mexico Minimum Wage-Revised with new minimum wage rate of $11.50 per hour effective January 1, 2022. *2022 Poster is shipping now.
New Mexico Minimum Wage-Revised with new $10.50 per hour minimum wage effective January 1, 2021.
Discrimination-Revised to add pregnant workers as a protected class.
|12/2015||Discrimination-Complete revision of previous poster. New format and regulations regarding workplace discrimination.|
|09/2009||New Mexico Minimum Wage-Content and contact information updated.|
Workers' Compensation Act-Newly added poster with bilingual format.
|07/2009||Workers' Compensation Act-Newly added poster with bilingual format.|
|04/2009||Occupational Safety and Health Protection-Completely revised with bilingual format.|
Mandatory federal change(s)
|10/2022||EEOC Know Your Rights: Workplace Discrimination is Illegal-Revised to use plain language and bullet points to summarize the laws for employees. Added a QR code that links to instructions on how to file a charge of workplace discrimination. This new version replaces the old Equal Employment Opportunity is the Law poster.|
|07/2016||Fair Labor Standards Act (FLSA) - Federal Minimum Wage-Update includes new regulation revisions as of August 2016 which includes text regarding nursing mothers and overtime rules.|
New Mexico Labor Law Poster Posting Requirements:
- Workers Compensation Notice (NM Statutes 52-1-29(B)) The full color, easy-to-read New Mexico Complete Labor Law Poster displays mandatory information regarding Workers' Compensation rights and obligations. Post it in a conspicuous location.
- Unemployment Insurance Notice (NM Statutes 51-1-8(a)) You're required under New Mexico law to display information regarding unemployment insurance claims and benefits. The New Mexico Complete Labor Law Poster displays this information on your behalf.
- Human Rights (NM Statutes 28-1-14) All organizations subject to the Human Rights Act must post information regarding his act, and the protections defined within it. The New Mexico Complete Labor Law Poster displays this information in a clear, accurate manner.
- Minimum Wage Act (NM Statutes 50-4-25) You must display information regarding the Minimum Wage Act. The New Mexico Complete Labor Law Poster clearly posts this information.
- Job Safety and Health (NM Statutes 50-9-5(c)) Under the obligations provided by the Occupational Safety and Health Act, you must display information regarding job safety and health. The New Mexico Complete Labor Law Poster displays this information. Remember to post it in a conspicuous location.
- Ombudsman Workers' Compensation * NEW You must post a notice informing employees that they can contact the Ombudsman if they have questions about Workers' Compensation. The New Mexico Complete Labor Law Poster displays this notice clearly.
- Discrimination Notice. You must provide information confirming the rights and obligations that all employees and managers must abide by, in order to create a discrimination-free workplace. The New Mexico Complete Labor Law Poster displays this information clearly and accurately.
- Federal Minimum Wage Act (29 CFR 516.4) Federal law requires that you post information with respect to the federal minimum wage increases from $6.55 an hour to $7.25 an hour, effective July 24, 2009. This information must be displayed in a conspicuous location.
- Uniform Services Employment and Reemployment Rights Act (38 USCA 433(a)) You are mandated by federal law to provide information regarding the rights, benefits and obligation of employees who are governed by the Uniform Services Employment and Reemployment Rights Act. Post this information in a conspicuous location.
- Employee Polygraph Protection Act (29 CFR 801.6) Per federal law, employees have specific rights and protections accorded to them under the Employee Polygraph Protection Act. You must inform employees of their rights under the act. Ensure that you post this information in a conspicuous location. Be aware that under 29 CFR 801.42(7) a civil penalty of up to $10,000 may be assessed against you for violating any provision of the Act.
- Equal Employment Opportunity is the Law (29 CFR 1601.30) Your employees must be informed of their rights under federal equal employment laws. Ensure that you post this information in a prominent and accessible location.
- Family and Medical Leave Act (29 USC 2619(a)(b)) You must post information informing employees of their rights and protections per the Federal Family and Medical Leave Act. This information must be displayed in a conspicuous location, accessible by all employees.
- Occupational Safety and Health Act (29 CFR 1903.2(a)(1)) You must display clear, summarized and accurate information regarding your employees' rights and protections under the Federal Occupational Health and Safety Act. Display this information in a conspicuous location, and ensure that it is not altered, defaced, or covered by other material.
- IRS Withholding NoticeFederal law requires that you withhold employee pay per IRS requirements. You must inform employees of this IRS withholding notice. Ensure that the information is displayed clearly, accurately and in a conspicuous location.
- Anti-Discrimination NoticeDiscrimination in the workplace is against federal law and subject to severe penalties. You must inform employees of their rights, obligations and protections to work in, and maintain, a discrimination-free workplace.
- Payday NoticeEnter the name of the company, frequency of payment, and the name of the person who will handle inquiries regarding paydays and their title.