Employee Polygraph Protection Act (EPPA) Poster in Springfield, Massachusetts (2026)
An inspection could happen at any time—you risk a penalty if your Springfield restaurant does not display the federally mandated Employee Polygraph Protection Act (EPPA) poster, also known as the federal workplace polygraph protection notice. This notice is issued by the U.S. Department of Labor's Wage and Hour Division. Key facts:
- 12 fields to complete — ApronPrep auto-fills 10
- $0–$0 government filing fees (no cost for the poster itself)
- Varies timeline to obtain and display
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
In Springfield and nationwide, the Employee Polygraph Protection Act (EPPA) Poster is a federally mandated workplace notice enforced by the U.S. Department of Labor’s Wage and Hour Division (WHD). The EPPA prohibits most private employers from using lie detector tests for pre-employment screening or during employment. Federal law (29 U.S.C. §§ 2001–2009) requires you to display the official WHD poster prominently where employees can readily see it, alongside other federally required posters. This specific poster communicates employee rights under the EPPA, including prohibitions on testing and protections against retaliation, which is distinct from but as critical as other mandatory federal notices like the FLSA and FMLA posters.
Failure to post this notice can trigger investigations and significant financial penalties, especially if another labor violation is discovered. The consequences include:
- Civil monetary penalties for related violations: While the EPPA itself has specific penalty provisions, a WHD inspection triggered by a missing poster can lead to citations for other uncovered violations. For example, associated FLSA violations can result in payment of back wages plus an equal amount in liquidated damages, effectively doubling the owed amount.
- Increased liability in employee disputes: An employee claiming a rights violation can argue the employer failed to inform them of their protections, potentially weakening your defense in an EPPA or wage‑and‑hour lawsuit.
- Compliance hold-ups for licenses and permits: Some local business license renewals or inspections in Springfield may require confirmation of federal labor law compliance; missing mandatory posters can flag your business for non‑compliance and delay approvals.
Legal code: Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Davis-Bacon Act, Service Contract Act
Recent update: In 2024, the U.S. Department of Labor announced new civil penalty amounts for certain child labor violations, which may be assessed alongside other violations discovered during an inspection for missing posters.
Who Needs a Employee Polygraph Protection Act (EPPA) Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | Applies to any private employer engaged in commerce with one or more employees, as defined by 29 U.S.C. § 2002. |
| Bar / Nightclub | Required | Subject to the EPPA as a private employer in interstate commerce, unless qualifying for a specific security exemption. |
| Food Truck | Required | Considered an employer under the Act if it has employees, regardless of mobile operation. |
| Coffee Shop / Café | Required | Required for all private employers with employees, per the federal EPPA’s broad coverage. |
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 your Springfield restaurant has one or more employees (including part-time or seasonal workers), which triggers the mandatory EPPA posting requirement under 29 CFR § 825.110.
COMMON MISTAKE: Owners mistakenly select 'No' if they are the sole operator, but the EPPA requirement applies once any non-owner employee is hired.
Number of Employees
numberEnter the total count of individuals you employ, including all part-time, full-time, and seasonal staff; this count confirms the business size and applicability of the federal EPPA mandate.
COMMON MISTAKE: Entering '0' when you have employees, or failing to update this count from a previous application if your staff size has changed.
Primary Workplace Address
addressEnter the complete physical street address of your Springfield restaurant where the poster must be displayed, matching your official business registration with the Massachusetts Secretary of State.
COMMON MISTAKE: Using a P.O. Box or mailing address instead of the physical location where employees report for work, which violates the DOL's 'conspicuous place' rule.
Has Multiple Work Locations
booleanSelect 'Yes' if you operate more than one restaurant or business location in Massachusetts, as you may need to confirm EPPA poster compliance at each separate worksite.
Poster Display Location Description
textDescribe the specific spot where the poster is or will be posted (e.g., 'employee break room bulletin board,' 'kitchen entryway next to time clock') to prove it meets the 'conspicuous place' standard per DOL guidelines.
COMMON MISTAKE: Vague entries like 'in the restaurant' or 'on a wall' that do not satisfy the specific location detail required for compliance verification.
Currently Has EPPA Poster Displayed
booleanSelect 'Yes' only if the official 2026 DOL version of the Employee Polygraph Protection Act poster is physically posted at your workplace address at the time of application.
COMMON MISTAKE: Selecting 'Yes' based on having an outdated poster version (e.g., 2024 or earlier) displayed, which does not constitute current compliance.
Current Poster Is Official DOL Version
booleanConfirm you have verified that any displayed poster is the current, official version from the U.S. Department of Labor's website, identified by the publication date '2026' and DOL seal.
COMMON MISTAKE: Assuming any generic 'federal labor law poster' meets the requirement, when only the specific DOL EPPA poster is acceptable.
Poster Download Date
dateEnter the date you downloaded or acquired the official 2026 EPPA poster from the DOL website, proving you obtained the current version.
Poster Display Date
dateEnter the date you physically posted the EPPA poster at the described workplace location; this establishes your compliance timeline.
COMMON MISTAKE: Leaving blank or entering a future date, which creates a record of non-compliance up to the present day.
Confirms Understanding of Display Requirements
booleanSelect 'Yes' to affirm you understand the poster must be displayed in a conspicuous place where employees can readily see it, as required by 29 CFR § 825.300.
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. Displaying an Outdated Poster Version
Based on ApronPrep's analysis of Employee Polygraph Protection Act (EPPA) Poster applications, displaying a poster version from before 2026 is a common oversight. The U.S. Department of Labor updates the required poster content periodically, and an outdated poster does not fulfill your legal obligation. Using the correct, current version—available directly from the DOL website—ensures compliance and avoids the risk of an enforcement action.
2. Failing to Post in a Conspicuous Location
Posting the EPPA poster in a back office, storage room, or an area employees rarely visit fails to meet the 'conspicuous' requirement. The law requires the poster be placed where all employees can readily see it, typically in a common break room, near time clocks, or by the main entrance. Choosing an obscure location can lead to violations and penalties if discovered during an inspection.
3. Not Providing the Poster in Required Languages
In workplaces where a significant portion of employees do not read English, failing to provide the poster in the necessary alternative languages is a mistake. While the primary federal requirement is for the English version, some state or local regulations, or practical accessibility needs, may require translations. This omission can prevent employees from understanding their rights and may be considered a failure to properly notify your workforce.
Skip the Paperwork on Your Employee Polygraph Protection Act (EPPA) Poster
ApronPrep auto-fills 10 of 12 fields from one compliance interview.
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Employee Polygraph Protection Act (EPPA) Poster by City in Massachusetts
| City | Fee Range | Timeline |
|---|---|---|
| Boston | ||
| Springfield | ||
| Worcester |
Timeline: 1-2 Days (Posting Requirement)
Access the Official Poster
Download the free, mandatory Employee Polygraph Protection Act (EPPA) poster from the U.S. Department of Labor's Wage and Hour Division (WHD) website. You need the most current version. The poster contains specific legal language regarding employee rights. Using an outdated poster from a third-party site is a common mistake that can lead to non-compliance.
Print and Prepare the Poster
Print the poster on standard letter-size (8.5" x 11") paper. Ensure the print is legible and in a readable font size. While there is no specific color requirement, it must be clearly visible. Have tape or poster frames ready for placement. The Department of Labor does not charge a government filing fee for the poster itself.
Post in a Conspicuous Location
Display the poster in a prominent and accessible area frequented by employees, such as a break room, kitchen, or near time clocks. It must be posted alongside other required federal and state labor law notices. Failure to post it where employees can readily see it is the primary enforcement issue for the WHD.
Other Requirements You'll Need
This is one of 13 requirements for opening a restaurant in Massachusetts.
ADA Compliance Self-Certification
federal
Alarm System Permit/Registration
local
Alcoholic Beverages Local Retail License
local
Allergen Awareness Training Certificate
state
See all co-required forms and how they connect to your compliance dossier.
See All RequirementsThe timeline varies because obtaining the Employee Polygraph Protection Act (EPPA) poster is not an application or permit process. It is a federal workplace poster you must display immediately upon hiring your first employee. The poster can be downloaded from the U.S. Department of Labor website, so acquisition is instant. For other Springfield requirements that do have processing times, you can expect waits of several weeks, as seen with the Certificate of Occupancy.
Government filing fees for the EPPA poster are $0–$0. The U.S. Department of Labor provides the poster free of charge for download and printing. You only incur costs for printing the poster yourself or ordering a physical copy from a commercial supplier. Not legal advice — verify poster requirements with the Department of Labor.
Yes, the federal EPPA poster itself is fully transferable between business locations. The legal requirement is to display the poster wherever you have covered employees, regardless of address. This differs from local permits like a Business Certificate (DBA Registration), which are tied to specific municipal filings and often require re-application for a new location.
You do not renew the EPPA poster. It is a permanent federal notice, but you must ensure you are displaying the current, legally mandated version. The Department of Labor updates the poster periodically; you are responsible for replacing outdated versions. Contact the Department of Labor to confirm you have the latest 2026 edition posted.
There is no dedicated 'inspection' for the EPPA poster alone. A U.S. Department of Labor Wage and Hour Division investigator may check for its proper display during a broader compliance audit of your workplace. The investigator will verify the current poster is posted in a conspicuous place where employees can readily see it. Failure to display it can result in citations and penalties during such an audit.
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 Massachusetts specifically, we have analyzed compliance dossiers for 3 cities (Boston, Springfield, Worcester), 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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