Employee Polygraph Protection Act (EPPA) Poster in Houston, Texas (2026)
Failure to display the mandatory federal workplace notice can trigger a U.S. Department of Labor investigation and fines of up to $13,000 per violation. In Houston, Texas, you must post the Employee Polygraph Protection Act (EPPA) notice, also called the federal workplace poster, where all employees can see it. The U.S. Department of Labor's Wage and Hour Division (WHD) enforces this.
- 12 fields — ApronPrep auto-fills 10
- $0–$0 government filing fee — the poster is free
- Timeline varies — posting is required immediately upon hiring your first employee
Most applicants complete this in under 15 minutes with ApronPrep, which auto-fills 10 of 12 fields.
Analyzed from Employee Polygraph Protection Act (EPPA) Poster
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Why You Need a Employee Polygraph Protection Act (EPPA) Poster
Your Texas restaurant must display the Employee Polygraph Protection Act (EPPA) poster because it is a mandatory federal workplace notice under the Employee Polygraph Protection Act of 1988 (29 U.S.C. §§ 2001–2009), enforced by the U.S. Department of Labor. Although this is a federal law, the city of Houston follows Texas law, which defers to the federal minimum labor standards. The EPPA prohibits most private employers from requiring, requesting, or using any lie detector test on employees or applicants, and the poster informs your staff of this right. Federal law (29 CFR Part 801) and the Texas Workforce Commission require that the EPPA poster be displayed alongside other federal labor law notices, such as those for the Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Davis-Bacon Act, and the Service Contract Act, in a conspicuous place where all employees can see it.
Failing to post this required notice exposes your Houston restaurant to direct federal enforcement actions and financial penalties. Based on an analysis of U.S. Department of Labor Wage and Hour Division enforcement data, common consequences include:
- Civil money penalties for willful or repeated violations of posting requirements.
- Increased scrutiny during a DOL investigation, which can trigger audits of other compliance areas like overtime pay (FLSA) or family leave (FMLA), leading to back wage claims.
- Operational and legal risk: Evidence of failing to post required notices can be used against an employer in a polygraph-related employee lawsuit, potentially weakening your defense.
Legal code: Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Davis-Bacon Act, Service Contract Act
Recent update: In 2026, the U.S. Department of Labor updated the official EPPA poster to reflect current contact information for the Wage and Hour Division; employers are required to display the most current version.
Who Needs a Employee Polygraph Protection Act (EPPA) Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | Required for all employers engaged in interstate commerce with one or more employees, as mandated by the federal Employee Polygraph Protection Act of 1988. |
| Bar / Nightclub | Required | Required under the EPPA, unless a specific security services exemption applies, which is uncommon for most standard bars and nightclubs. |
| Food Truck | Required | Required if the business has any employees; sole proprietors with no employees are exempt from federal workplace poster requirements. |
| Coffee Shop / Café | Required | Required, as the EPPA applies to virtually all private-sector employers, regardless of the specific food or beverage service offered. |
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
booleanEnter 'Yes' only if your restaurant has any workers considered employees under federal law, which triggers the EPPA poster requirement; the definition is broad and includes part-time, full-time, and seasonal staff.
COMMON MISTAKE: Entering 'No' when using contractors or family members who may legally be classified as employees, potentially resulting in non-compliance.
Number of Employees
numberEnter the total count of all individuals on payroll at your Houston location, including part-time and temporary workers, as this determines certain recordkeeping thresholds.
COMMON MISTAKE: Underreporting by not including part-time or temporary staff, which can lead to inaccurate compliance records.
Primary Workplace Address
addressEnter the complete physical address of your restaurant in Houston, TX, where employees regularly report to work; use the legal business address, not a P.O. Box.
COMMON MISTAKE: Entering a corporate office or mailing address instead of the physical location where the poster must be displayed, causing process delays.
Has Multiple Work Locations
booleanSelect 'Yes' if you operate more than one distinct physical workplace (e.g., a separate catering kitchen or second restaurant location) within the same business entity.
COMMON MISTAKE: Selecting 'No' when operating a separate prep kitchen or off-site office, which requires posters at each location.
Poster Display Location Description
textDescribe the specific, conspicuous place where the poster is or will be displayed, such as 'employee break room bulletin board' or 'near the time clock in the kitchen hallway'.
COMMON MISTAKE: Providing a vague description like 'in the back' or failing to specify that the location is accessible to all employees, which does not meet DOL requirements.
Currently Has EPPA Poster Displayed
booleanSelect 'Yes' only if the official U.S. Department of Labor 'Employee Polygraph Protection Act' poster is currently posted in your workplace; generic labor law posters do not count.
COMMON MISTAKE: Selecting 'Yes' based on having a multi-poster that includes EPPA, which may be acceptable but must be the official, current DOL version.
Current Poster Is Official DOL Version
booleanSelect 'Yes' only if you have verified the poster's publication date and it matches the latest version from the DOL website (dol.gov), as outdated versions are non-compliant.
COMMON MISTAKE: Assuming a poster purchased from a third-party vendor is automatically the current DOL version without checking the revision date, risking a violation.
Poster Download Date
dateEnter the date you downloaded the official EPPA poster PDF directly from the U.S. Department of Labor website to prove you accessed the current version.
COMMON MISTAKE: Entering the date you printed or purchased a poster, rather than the download date from dol.gov, which is the key verification point.
Poster Display Date
dateEnter the date the official poster was physically posted in the conspicuous location described; this establishes your compliance start date.
COMMON MISTAKE: Leaving blank or entering a future date, which indicates non-compliance as of the form submission date.
Confirms Understanding of Display Requirements
booleanSelect 'Yes' to affirm you understand the poster must be displayed in a conspicuous place frequented by employees and applicants, in English and other languages if a significant portion of the workforce is not English-literate.
COMMON MISTAKE: Selecting 'Yes' without understanding the 'conspicuous place' and language requirements, creating liability if inspected.
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, non-compliant version of the poster
Displaying a version from before the most recent Department of Labor (DOL) update is a common violation. The DOL periodically updates the poster, and failure to use the current version can result in fines, even if the poster is otherwise displayed correctly. Avoid this by downloading the current "Employee Polygraph Protection Act (EPPA) - All Covered Employers" poster directly from the DOL's Wage and Hour Division website, never from a third-party vendor without verifying its date. Using an outdated poster leaves you exposed to penalties despite having the physical notice in place.
2. Failing to post in a conspicuous location accessible to all employees and applicants
Tucking the poster in a back office, break room, or manager's office defeats its purpose. The law requires it to be posted where it can be readily seen by employees and applicants for employment. Common examples that lead to violations include posting it inside a locked supply closet, in an area only managers frequent, or behind other notices. Post it in a central, high-traffic area like the main employee entrance, time clock area, or common hallway used by all staff to ensure compliance.
3. Not posting the required Spanish-language version in workplaces with a significant Spanish-speaking workforce
In Houston, where a substantial portion of the workforce may be Spanish-speaking, posting only the English version is a critical oversight. The DOL provides an official Spanish-language version of the EPPA poster. If a significant portion of your workforce is not proficient in English, you are required to post the notice in the language they understand. To avoid this, assess your workforce's primary language and post the Spanish version alongside the English one in all applicable locations if needed, ensuring all employees can understand their rights.
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Employee Polygraph Protection Act (EPPA) Poster by City in Texas
| City | Fee Range | Timeline |
|---|---|---|
| Dallas | ||
| Houston | ||
| San Antonio |
Timeline: 1–2 Business Days
Confirm Your Federal EPPA Poster Compliance
Before taking any local action, verify your Texas business already displays the most current federal Employee Polygraph Protection Act (EPPA) poster from the U.S. Department of Labor. This is the primary legal requirement under 29 U.S.C. § 2001. Download the free 2026 poster directly from the Wage and Hour Division's website; do not pay a third party for it. Many Houston-area delays occur because businesses order outdated or incorrect posters from non-government vendors.
Verify Specific Houston or Harris County Posting Rules
Check if the City of Houston or Harris County has any additional, specific workplace posting ordinances that must be displayed alongside federal posters. Contact the City of Houston's Office of Business Opportunity or the Harris County Attorney's office to confirm. You will need your business address and NAICS code ready. This step is often overlooked, as most requirements are federal, but local amendments can exist for certain contractors or licensed businesses.
Acquire and Prepare All Required Posters for Display
Print the federal EPPA poster on durable, letter-size paper. If local rules apply, obtain those official documents from the relevant city or county department, often available as free PDF downloads. Ensure all posters are the most recent versions. The common rejection trigger here is displaying an expired federal poster (e.g., 2022 version) or a non-compliant, privately sold version that omits required legal text.
Other Requirements You'll Need
This is one of 13 requirements for opening a restaurant in Texas.
ADA Compliance Self-Certification
federal
Alarm System Permit/Registration
local
Application for Employer Identification Number
federal
Articles of Organization (LLC) or Articles of Incorporation (Corporation)
state
See all co-required forms and how they connect to your compliance dossier.
See All RequirementsThe federal requirement to post the EPPA notice is immediate and does not involve a government processing timeline or approval. You must display the poster in your workplace as soon as you hire your first employee. There is no application or waiting period. However, related local requirements like your City Business License/Registration have defined processing times that can impact your opening schedule.
The government filing fee for the EPPA poster is $0, as no payment is made to any agency for this federal notice. However, you must obtain the poster, which can be downloaded for free from the U.S. Department of Labor's website. Be aware that related permits, such as a Building Permit, have separate fees that are required to operate legally.
No. The EPPA poster is a federal workplace notice that must be displayed at each physical place of business where employees work. If you move your restaurant to a new address within Houston or open an additional location, you must display a new poster at that site. This is similar to requirements for a Certificate of Occupancy, which is also tied to a specific property.
The poster itself does not expire or require renewal. However, you must ensure you are displaying the current, legally required version. The Department of Labor updates the poster when laws change, so you should check their website annually for revisions. Failure to display the correct version is a violation. Always verify current posting requirements with the U.S. Department of Labor Wage and Hour Division.
There is no dedicated 'inspection' for the EPPA poster. Compliance is typically verified during broader investigations by the U.S. Department of Labor's Wage and Hour Division, often triggered by a complaint or a routine audit. The investigator will check for the poster's presence in a conspicuous location accessible to all employees. Not having it posted can lead to citations and fines. Not legal advice — verify compliance 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 Texas specifically, we have analyzed compliance dossiers for 3 cities (Dallas, Houston, San Antonio), 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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