Employee Polygraph Protection Act (EPPA) Poster in Detroit, Michigan (2026)
Your business faces immediate fines and lawsuits if you fail to post the required Employee Polygraph Protection Act (EPPA) notice, also known as the federal "lie detector test" poster. This mandatory posting is enforced by the U.S. Department of Labor (DOL) and applies to all businesses in Detroit, Michigan. Key facts:
- 12 fields — ApronPrep auto-fills 10
- $0–$0 government filing fees
- Varies posting timeline (must be displayed immediately upon acquisition)
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 federal Employee Polygraph Protection Act (EPPA) Poster is mandated by U.S. Department of Labor (DOL) regulations, specifically 29 CFR Part 801. While the EPPA itself is a national law, its enforcement is integrated with other federal workplace postings in Michigan. The DOL requires all employers subject to the Fair Labor Standards Act (FLSA) to prominently display this notice. This requirement is not a local Detroit or Michigan state ordinance, but a federal mandate with no geographic exceptions for covered businesses. The poster informs employees of their rights regarding polygraph testing, including prohibitions on most private-sector pre-employment or random testing.
Failing to post the required federal notices, including the EPPA poster, triggers violations of the FLSA. The DOL’s Wage and Hour Division conducts unannounced inspections, and missing mandatory postings is a common citation that can lead to a broader audit. Consequences include:
- Civil money penalties for willful or repeated violations of posting requirements. While specific fines for the EPPA poster alone are less common, its absence is often cited alongside other violations, amplifying total penalties.
- Increased liability in disputes. In employee lawsuits or DOL investigations regarding polygraph use or other wage issues, failure to post can be used as evidence of a lack of compliance awareness, potentially weakening your defense.
- Operational delays and administrative burdens. A DOL inspection triggered by a complaint can result in a cease-and-desist order for other uncovered violations (like overtime miscalculations), freezing payroll processes and requiring back-pay calculations for all affected employees.
Legal code: Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Davis-Bacon Act, Service Contract Act
Recent update: The official EPPA poster itself has not changed, but as of 2025, the DOL increased the maximum civil penalty for certain child labor violations to $2,374 per violation, underscoring heightened enforcement focus on all workplace compliance areas, including mandatory postings.
Who Needs a Employee Polygraph Protection Act (EPPA) Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | Required because the EPPA Poster is a federal labor law posting obligation for virtually all private-sector employers, with no establishment-type exemptions under the Act. |
| Bar / Nightclub | Required | Required as a private-sector employer, mandated to display the poster under U.S. Department of Labor regulations (29 CFR 1601.30). |
| Food Truck | Required | Required because food truck operators are private-sector employers, and no EPPA exemptions exist for mobile food service operations. |
| Coffee Shop / Café | Required | Required for any private-sector business with employees; there is no employee-count threshold or industry exemption for this posting. |
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 business has any employees, including part-time, full-time, or temporary workers, as the EPPA poster is only required for employers; if you have no employees, select 'No'.
COMMON MISTAKE: Selecting 'No' when you have employees, which can lead to a compliance violation and failure to meet DOL auditing criteria.
Number of Employees
numberEnter the total number of employees you currently have, which is used to confirm your business is covered under the EPPA and for DOL record-keeping.
COMMON MISTAKE: Entering '0' if you have employees, which contradicts the previous field and triggers a data mismatch alert during verification.
Primary Workplace Address
addressEnter the official street address of the workplace where the poster must be displayed, which should match the location on file with the IRS and Michigan Department of Labor.
COMMON MISTAKE: Using a P.O. Box or a home office address instead of the physical workplace, which does not satisfy the DOL's 'conspicuous place' requirement for posting.
Has Multiple Work Locations
booleanSelect 'Yes' if your business operates at more than one address or facility, as you will need to display the poster at each location.
COMMON MISTAKE: Selecting 'No' when you have multiple locations, which can lead to an incomplete compliance record and risk penalties at unlisted sites.
Poster Display Location Description
textDescribe exactly where the poster is/will be displayed (e.g., 'Break room bulletin board next to time clock' or 'Employee entrance hallway'), as the DOL requires it be in a conspicuous area frequented by employees.
COMMON MISTAKE: Using vague descriptions like 'on the wall' or forgetting to note the location, which can cause issues if a DOL inspector requests verification.
Currently Has EPPA Poster Displayed
booleanSelect 'Yes' if you already have a version of the EPPA poster physically displayed; if not, select 'No' to proceed with the download and display process.
COMMON MISTAKE: Selecting 'Yes' without actually having a poster displayed, creating a false record that could be discovered in a DOL audit.
Current Poster Is Official DOL Version
booleanSelect 'Yes' only if your displayed poster is the official, free PDF from the U.S. Department of Labor website, not a third-party or outdated version.
COMMON MISTAKE: Selecting 'Yes' for a poster purchased from a commercial vendor that may lack current DOL revisions, which is non-compliant.
Poster Download Date
dateEnter the date you downloaded the official EPPA poster from the DOL website (YYYY-MM-DD), which establishes your effort to obtain the current version.
COMMON MISTAKE: Entering a future date or a date before the 2026 poster revision, which can signal an outdated or invalid poster source.
Poster Display Date
dateEnter the date you physically posted the EPPA notice at your workplace (YYYY-MM-DD), which is your official compliance date for record-keeping.
COMMON MISTAKE: Leaving blank or entering a date before the download date, creating an illogical timeline that fails to demonstrate proper compliance steps.
Confirms Understanding of Display Requirements
booleanSelect 'Yes' to affirm you understand the poster must be displayed continuously in a conspicuous place where employees can easily see it.
COMMON MISTAKE: Selecting 'No' or skipping this field, which directly indicates non-compliance with the fundamental EPPA posting rule.
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
Using an EPPA poster from before the most recent DOL update violates the requirement to display the official, current notice. For example, displaying a poster from 2020, which may have different contact information or legal references, can trigger a violation. This mistake is the most common and results in fines starting at $100 per incident, per the Department of Labor. Avoid it by only downloading the poster directly from the DOL website each time you need a new copy.
2. Posting in an Inaccessible Employee Area
Placing the poster in a break room that is rarely used, in a manager's office, or behind a door does not meet the 'conspicuous place' requirement under 29 CFR § 801.6. The poster must be visible where employees routinely gather or seek employment information, such as near time clocks, bulletin boards, or main entrances. Failing this can be cited as a willful violation by a DOL investigator, adding significant penalties and potential back-pay considerations to your timeline.
3. Using a Poor-Quality or Illegible Printout
Posting a faded, low-resolution, or smudged copy of the poster that renders the text, DOL contact information, or employee rights details unreadable violates the legibility standard. For instance, a poster printed on a low-ink office printer where the (866) 4-USA-DOL phone number is blurry is non-compliant. This leads to a failure to properly inform employees and can cause a DOL inspector to issue a notice of violation, requiring immediate corrective action and potential follow-up visits.
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Employee Polygraph Protection Act (EPPA) Poster by City in Michigan
| City | Fee Range | Timeline |
|---|---|---|
| Detroit | ||
| Grand Rapids | ||
| Warren |
Timeline: Varies
Review Federal EPPA Requirements
First, understand the federal Employee Polygraph Protection Act (EPPA). It generally prohibits most private employers from using lie detector tests. You must post the official U.S. Department of Labor (DOL) EPPA poster (WH Publication 1462) in a conspicuous place where employees can see it. No application is needed, but failure to post can result in penalties. Confirm the poster's required languages based on your workforce.
Download or Order the Official Poster
Obtain the poster from the DOL's Wage and Hour Division website (dol.gov/whd). Download and print the free PDF, or order a printed copy (which may involve a nominal shipping fee, not a government filing fee). For Detroit employers, ensure you have the poster accessible in English. The DOL updates the poster periodically; ensure you have the 2026 or current version. Using outdated or unofficial posters is a common compliance oversight.
Post in Conspicuous Workplace Location
Display the poster in a prominent and accessible area at your Detroit establishment, such as a break room, near time clocks, or alongside other required labor law posters like the Michigan Minimum Wage poster. It must be visible to all employees and applicants. Taking a dated photo of the posted notice can serve as proof of compliance. The most frequent mistake is posting it in a manager's office or a locked cabinet where staff cannot routinely see it.
Other Requirements You'll Need
This is one of 13 requirements for opening a restaurant in Michigan.
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 RequirementsThere is no formal application or issuance process for the EPPA poster itself. Once you obtain the official poster from the U.S. Department of Labor, you must post it immediately. The timeline 'Varies' refers to the time to acquire and display it; download and print the free poster from the DOL website, which should take under 10 minutes.
Government filing fees for the EPPA poster are $0–$0, as there is no permit or license issued by Detroit or Michigan. The official poster is provided free of charge by the U.S. Department of Labor. You may incur minimal costs for printing or a frame, similar to other required postings like the ADA Compliance Self-Certification notice.
Yes, the physical poster is transferable between business locations, as it is a generic federal notice. You must simply ensure a new, clearly visible copy is posted at each work site you operate. This differs from location-specific permits like a Certificate of Occupancy, which is tied to a specific building and requires a new application.
You do not renew the poster, but you must always keep a current version posted. The DOL updates the poster design periodically; you are responsible for replacing outdated versions. Check the DOL's Wage and Hour Division website annually for updates, as failure to display the current poster can result in compliance violations per federal regulations.
During a federal or state labor inspection, an investigator will verify the poster is displayed in a conspicuous place where employees can readily see it, like a break room or near time clocks. The inspection is typically part of a broader review of wage and hour compliance, not a standalone event. Not having it posted can lead to citations and fines, even if your other operational permits are in order. Not legal advice — verify posting requirements with the U.S. Department of Labor.
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 Michigan specifically, we have analyzed compliance dossiers for 3 cities (Detroit, Grand Rapids, Warren), 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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