Employee Polygraph Protection Act (EPPA) Poster in Miami, Florida (2026)
Your business is exposed to federal penalties and employee lawsuits if you fail to display the Employee Polygraph Protection Act (EPPA) Poster, a mandatory federal notice from the U.S. Department of Labor. Also called the Federal Workplace Polygraph Notice, it must be posted in a conspicuous place accessible to all employees in your Miami location. Key facts:
- 12 fields on the record-keeping form — ApronPrep auto-fills 10 based on your business profile.
- $0–$0 government filing fee — the poster itself is free to download and display.
- Varies for compliance verification — there is no formal submission timeline, but inspectors can check during a visit.
Analyzed from Employee Polygraph Protection Act (EPPA) Poster
83% from one compliance interview
Manual entry or document upload required
Why You Need a Employee Polygraph Protection Act (EPPA) Poster
The Employee Polygraph Protection Act (EPPA) Poster is a federal requirement enforced by the U.S. Department of Labor's Wage and Hour Division. It applies to all covered employers nationwide, including restaurants in Miami, Florida. The core legal mandate is the Employee Polygraph Protection Act of 1988 (29 U.S.C. §§ 2001-2009), which generally prohibits most private-sector employers from using lie detector tests for pre-employment screening or during employment. You must post the official DOL-approved notice where employees and applicants can readily see it, alongside other mandatory federal workplace posters. This cluster includes the Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Davis-Bacon Act, and Service Contract Act notices, which cover minimum wage, overtime, family leave, and prevailing wage rules.
Failing to post the required workplace notices is a violation that can trigger significant penalties during a DOL investigation, which can be initiated by a complaint or a random audit. Your risk isn't just a missing poster—it's the fines and back pay liabilities that come with it. Specifically, consequences include:
- Civil money penalties for willful violations of posting requirements under laws like the FLSA.
- Liquidated damages equal to double the amount of any back wages owed for FLSA violations (e.g., minimum wage or overtime errors discovered during the same audit).
- Increased scrutiny from investigators, who may expand their audit scope if they see you are not compliant with basic posting rules.
- Insurance and lease complications if a lawsuit or judgment is entered against your business for labor violations, which can affect your business insurance standing and violate good-standing clauses in commercial leases.
Legal code: Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Davis-Bacon Act, Service Contract Act
Recent update: As of 2026, the Department of Labor has updated several mandatory poster versions; ensure you display the current EPPA and FLSA/FMLA posters, as using outdated versions is a citable violation.
Who Needs a Employee Polygraph Protection Act (EPPA) Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | Required for all private-sector employers under the federal Employee Polygraph Protection Act (29 U.S.C. § 2001), which applies regardless of industry or size. |
| Bar / Nightclub | Required | Required for all private-sector employers under the federal Employee Polygraph Protection Act (29 U.S.C. § 2001), which applies regardless of industry or size. |
| Food Truck | Required | Required for all private-sector employers under the federal Employee Polygraph Protection Act (29 U.S.C. § 2001), which applies regardless of industry or size. |
| Coffee Shop / Café | Required | Required for all private-sector employers under the federal Employee Polygraph Protection Act (29 U.S.C. § 2001), which applies regardless of industry or size. |
See which restaurant types need this requirement — and which don't.
See Full Requirements →Field-by-Field Guide (12 Fields)
10 of 12 auto-filledBusiness Has Employees
booleanSelect 'Yes' if you have one or more employees covered by the Fair Labor Standards Act (typically non-owner employees), which triggers the EPPA poster requirement.
COMMON MISTAKE: Selecting 'No' incorrectly because you, as the owner, are the only worker, but you may still have payroll obligations or other covered individuals—if unsure, select 'Yes' to be safe.
Number of Employees
numberEnter the total number of current employees, including part-time and full-time, who work for pay at your location(s).
COMMON MISTAKE: Leaving the field blank or entering '0' when you actually have employees, which can create inconsistencies in your compliance record.
Primary Workplace Address
addressEnter the complete physical street address (not a P.O. Box) where the majority of your employees work and where the poster must be displayed.
COMMON MISTAKE: Entering a corporate or mailing address instead of the physical work location where employees can see the poster, which is a violation of display rules.
Has Multiple Work Locations
booleanSelect 'Yes' if you operate more than one distinct workplace where employees report, as this affects how many posters you need to obtain and display.
Poster Display Location Description
textDescribe exactly where you will place the poster (e.g., 'Employee break room bulletin board,' 'Time clock area,' 'Kitchen entrance')—it must be a conspicuous place frequented by employees.
COMMON MISTAKE: Vague descriptions like 'in the office' that don't demonstrate specific compliance; inspectors need to verify a prominent, accessible location.
Currently Has EPPA Poster Displayed
booleanAnswer truthfully whether you already have any version of the EPPA poster physically posted at your workplace as of today.
COMMON MISTAKE: Answering 'Yes' when the poster is outdated (not the 2026 DOL version) or not in a visible location, which is considered non-compliant.
Current Poster Is Official DOL Version
booleanSelect 'Yes' only if your displayed poster is the exact 2026 version published by the U.S. Department of Labor, with publication date visible.
COMMON MISTAKE: Assuming any 'Employee Rights' poster qualifies; using outdated versions or those from third-party vendors that lack current DOL language triggers violations.
Poster Download Date
dateEnter the date you downloaded or obtained the official 2026 EPPA poster file from the DOL website or a verified source like ApronPrep.
COMMON MISTAKE: Entering a future date or leaving blank; this date is your record of acquiring the current required poster.
Poster Display Date
dateEnter the date you physically posted the 2026 EPPA poster at your workplace location(s); if not yet displayed, enter the planned date.
COMMON MISTAKE: Entering the download date instead of the actual display date, which auditors treat as evidence of non-compliance until the poster is up.
Confirms Understanding of Display Requirements
booleanSelecting 'Yes' affirms you understand the poster must be displayed in a conspicuous place, in English (and other languages if a significant portion of your workforce is not English-proficient), and kept current.
COMMON MISTAKE: Selecting 'Yes' without reading the requirements, which can lead to incorrect placement and potential fines during a DOL inspection.
ApronPrep auto-fills 10 of 12 fields from a single compliance interview — no re-typing, no guessing what the government expects.
Top 5 Employee Polygraph Protection Act (EPPA) Poster Mistakes
1. Posting an outdated or incomplete version of the poster
Posting a generic EPPA poster or one missing the current U.S. Department of Labor contact information for filing a complaint. The official poster must include the Wage and Hour Division's contact details for the relevant region. Consequences include failing a federal labor inspection, which can trigger a formal investigation and civil penalties. To avoid this, download the mandatory 'Employee Polygraph Protection Act' poster directly from the U.S. DOL's Wage and Hour Division website, ensuring it's the most current version.
2. Failing to post in a conspicuous location
Placing the poster in a back office, break room that's rarely used, or any area not frequented by employees and applicants. The EPPA requires the notice to be posted 'where employees and applicants can readily observe it.' An incorrect posting location is a common violation. This mistake can lead to fines and employee claims that they were unaware of their rights, complicating legal defenses. Always post it alongside other mandatory federal labor law posters (like the FLSA and OSHA notices) in a high-traffic common area like a time clock location, kitchen bulletin board, or near employee lockers.
3. Not providing the poster in required languages for non-English speaking employees
Assuming an English-only poster is sufficient when a significant portion of your workforce does not read English. In Miami, where many employees may primarily speak Spanish, the DOL requires you to provide the poster in a language they understand if a substantial number are not literate in English. Failing to do so violates the posting requirement's intent and can be cited in a complaint. To avoid this, download and post the official Spanish-language version ('Ley de Protección del Empleado Contra el Uso del Polígrafo') from the DOL website if applicable to your workforce.
Skip the Paperwork on Your Employee Polygraph Protection Act (EPPA) Poster
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Employee Polygraph Protection Act (EPPA) Poster by City in Florida
| City | Fee Range | Timeline |
|---|---|---|
| Jacksonville | ||
| Miami | ||
| Tampa |
Timeline for Florida EPPA Poster Compliance
Confirm Florida-specific EPPA poster applicability
Review the Florida-specific DOL poster requirements to verify that your Miami business falls under the EPPA posting obligation, which covers almost all private-sector employers. Have your company's NAICS code or primary business activity ready. The most common trip-up is assuming restaurant or service industry employers are exempt—they are not.
Obtain the official poster from the U.S. Department of Labor
Download the official, current "Employee Polygraph Protection Act" poster (version 3185) directly from the U.S. Department of Labor's Wage and Hour Division website (dol.gov/whd). You will need your business's legal name and address for reference. Using an outdated poster or one from a third-party template site is a common compliance error.
Post the notice conspicuously in the workplace
Display the poster in a prominent location frequented by employees and applicants, such as a break room, time clock area, or near other required labor law posters. Ensure it's posted at all your Miami business locations. The #1 cause of citations is placing the poster in a manager's office or other non-accessible area.
Other Requirements You'll Need
This is one of 13 requirements for opening a restaurant in Florida.
ADA Compliance Self-Certification
federal
Alarm System Permit/Registration
local
Annual Report Filing
state
Application for Employer Identification Number
federal
See all co-required forms and how they connect to your compliance dossier.
See All RequirementsThe timeline varies. There is no government processing time, as the poster is a compliance document you simply download and display. The main delay is finding the correct, current 2026 version from the U.S. Department of Labor's Wage and Hour Division website and posting it before your first employee starts work. This requirement works alongside City Business License/Registration to establish a compliant workplace.
The government filing fee is $0. The poster is provided for free by the U.S. Department of Labor. You are not required to pay any fee to the city of Miami or the state of Florida to obtain or display it. However, many businesses opt for all-in-one labor law poster services, which carry a separate private cost. Not legal advice — verify poster requirements with the Wage and Hour Division.
Yes, the poster itself is not tied to a specific address and can be moved. The federal EPPA requirement applies to your business entity, not the physical premises. If you move within Miami, or anywhere in the U.S., you must ensure the poster is displayed at the new worksite in a conspicuous place. This is different from location-specific permits like a Certificate of Occupancy.
You do not renew the poster on a fixed schedule. You must replace it whenever the U.S. Department of Labor publishes an updated version, which happens periodically. The current version is dated 2026. You are responsible for checking for updates and posting the new version as required by federal regulation. This contrasts with annually renewed items like your state Annual Report Filing.
There is no dedicated inspection for this poster. Compliance is typically verified during a broader federal or state labor inspection, which can be triggered by a complaint or random audit. An investigator will check that the correct 2026 poster is displayed in a common area where employees can readily see it, such as a break room or near time clocks. Failure to post can result in penalties assessed by the Wage and Hour Division.
About This Data
This guide is generated from ApronPrep's compliance dossier system, which uses 53 parallel AI authority experts to discover requirements, then downloads actual forms and generates field-level intelligence for each one.
For Florida specifically, we have analyzed compliance dossiers for 3 cities (Jacksonville, Miami, Tampa), generating Rich FILs (Form Intelligence Layers) with 12 form fields analyzed for this requirement. Fee data is sourced from actual county department fee schedules, not estimates.
Our data is verified against official government sources and updated when regulatory changes are detected. If you find an error, please report it — accuracy is our core commitment.
Sources
- Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Davis-Bacon Act, Service Contract Act
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