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One of the most overlooked triggers for a DOL audit is failure to display current labor law posters. We have seen in recent years that the U.S. Department of Labor (DOL) has increased its enforcement efforts, and in the fiscal year 2025, we see that the Wage and Hour Division (WHD) of the Department of Labor has recovered more than $259 million in back wages for workers, representing 176,957.  These numbers represent a significant increase in enforcement activity by the Department of Labor.

The State of Colorado has released an updated mandatory poster that employers need to display in the workplace. The new notice includes revised information about the State’s Family and Medical Leave Insurance (FAMLI) Program.

The California Department of Industrial Relations (DIR) recently released a revised 2026 version of its Healthy Workplaces/Healthy Families Act (HWHFA) poster, reflecting recent amendments to the state paid sick leave law.

The State of Connecticut has released two revised 2026 labor law posters. These resources include a revised 2026 edition of the Minimum Wage notice and an updated Connecticut Paid Sick Leave Law poster.

In 2026, Connecticut’s minimum wage is $16.94 per hour, a figure employers must reflect not only in payroll but also in their labor law posters displayed throughout every Connecticut workplace. Previously $16.35 in 2025, the rate went up to $16.94 after the Connecticut Department of Labor made a yearly change, as dictated by Public Act 19‑4 . This act means the minimum wage isn’t just decided by the legislature anymore; it goes up annually according to shifts in the Employment Cost Index , which is how much the cost of labor is increasing. The Department of Labor reveals the new minimum wage for the following year each October, and this rate takes effect on January 1st.

For the second time in two months, the Illinois Department of Labor (IDOL) has released an updated “Your Rights Under Illinois Employment Laws” notice. The revised poster reflects updates in the “Violent Crime Victims’ Leave” section involving new discrimination and retaliation provisions involving violent crimes. These updates are now part of the most recent State of Illinois labor law poster.

Starting from January 1, 2026, the Missouri minimum wage is $15.00 per hour. This change comes from House Bill 567, which states that most employers across the state have to pay at least this amount. The earlier laws, due to which the Missouri minimum wage increases automatically with inflation, will no longer apply after 2026, which means the wage will not rise automatically in future years.

Two revised posters informing employees of their workplace rights and responsibilities were recently released by the state of Rhode Island. Specifically, the Labor Standards Unit of the Rhode Island Department of Labor and Training (DLT) updated its Minimum Wage notice and Unemployment Insurance notices.

Colorado business owners and workers need to know the rules governing the Colorado minimum wage and how it differs from federal and local requirements. Colorado’s statewide minimum wage for 2026 is $15.16 per hour for most employees and $12.14 per hour for employees who receive enough tips to reach the full minimum wage. These rates took effect on January 1, 2026, and reflect annual adjustments required by Amendment 42. Because the Colorado Constitution ties the minimum wage to inflation, the hourly rate increases each year and cannot decrease. Employers must pay at least the higher local minimum wage if one exists (for example, Denver), and tipped workers must still earn the full minimum wage when tips are included.

The New York Department of Labor requires that all employers update their payroll systems again in 2026. While the headlines focus on the $17.00 rate for New York City, Long Island, and Westchester, the actual compliance risk lies in the details. Most payroll software defaults to the federal baseline, completely missing New York's strict tip credit bans outside the hospitality sector.